When selection criteria are opaque, it is difficult for them to become a target, preserving their utility as measures. And being charming is far more useful than being studious when it comes to attaining public authority. Firms could randomly select employees or shareholders to serve on their boards. Accountability can be ensured through transparent decision-making processes, post-hoc reviews, and recall mechanisms. Integrating chance into selection processes creates a firewall, allowing genuine talent and ability to flourish, uncorrupted by the perverse incentives of traditional selection processes.