The problem is that disruption generally means automation, and there's no good way to automate the developer recruitment process. To really be good, recruiters need to have enough of a technical background to understand what they're looking for and take the time to do research and personalize each pitch. Sites like Github are the most useful and potentially most disruptive recruiting tools, because they take work that used to be hidden away or scattered all over the Internet and make it public, centralized, and easily searchable. Most recruiters don't know how to use those tools effectively, though, because they can't understand the data they're looking at, and aren't good enough storytellers to make just a few pitches per day and be confident that some of them will land.
Based on the quality of recruiters I've dealt with I honestly think you could automate their job comPletely. They seem to do key word searches to find my resume and have zero idea about development tools, process, and technique. At least a computer would know the difference between Java and JavaScript or that asking me if I prefer VB.NET or ASP.NET is a nonsensical question.
Algorithm? Design? OOP? Functional? what about tricks? best-practices? "Tell me more why you choose approach X over Y"? what about "write me unit-tests".
Sites you mentioned probably a bit of an upgrade from certification :)
