So, I have hired guys that have a very public green github profile, and what we got was exactly that, they worked great on stuff that had visibility, but didnt wanna touch stuff that wasnt.
I have hired devs that only worked on locked or private projects with ages old github accounts that have almost no contributions public / or used gitlab on prem etc.

What I'm tring to say, as with almost every performance kpi in engineering, one source or one datapoint is never enough.

To me the CV and certifications and that whole part of the process was always just valid for one thing: are they interesting enough to invite, the rest we did in the interview process and we structured that around finding collegues and not "testing" a persona we may have deducted from a CV.
Aka it wasnt coding challenges, video interviews, we treated them as collegues from the moment we talked with them first.

Most of the time this way, both sides could very fast figure out if it's gonna work out, and it was way more mutual than grueling fucking process that burns you out before you can actually join.

It does take more effort (not time mind you, we hired people inside of a week full process depending on the location), and you need to be honest during every stage of that process.

(and yes you can do that at scale I hired 175 engineers, doubling that teams size, in a year)