| name | candidate-screener |
| description | Scores candidates against an ICP rubric with evidence-based evaluation. Handles single profiles and batch screening with ranked comparison tables. Use when the user pastes a candidate profile (LinkedIn text, resume, GitHub), multiple profiles, or asks to evaluate/compare/rank candidates. |
Candidate Screener
Quick Start
Paste a candidate profile (LinkedIn text, resume content, or notes) and this skill will extract structured data, score against your ICP, and generate a hiring manager briefing.
For multiple candidates, separate them with ---.
Before You Begin
- Check
my-examples/ for past evaluations or briefings. Match the format, tone, and depth the recruiter prefers.
- Check
../playbooks/ for a matching role playbook. If found, weight screening signals that historically predicted good hires.
- Check conversation context for an ICP/scoring rubric. If none exists, ask: "I don't see a scoring rubric in our conversation. Would you like to provide a JD so I can build one first, or should I do a general assessment without scoring?"
Single Candidate Evaluation
Step 1: Extract Structured Profile
## Candidate Profile
- **Name**: [extracted or "NOT FOUND"]
- **Current Title**: [...]
- **Current Company**: [...]
- **Location**: [...]
- **Years of Experience**: [estimated from career history]
- **Education**: [...]
- **Key Skills**: [top 5-8 skills from profile]
- **Notable Achievements**: [2-3 standout items]
- **Online Presence**: [URLs if found]
Never invent details. If a field is not in the provided data, write "NOT FOUND".
Step 2: Score Against ICP Rubric
For each criterion in the rubric:
| # | Criterion | Weight | Score (0-3) | Evidence |
|---|-----------|--------|-------------|----------|
| 1 | [criterion] | 3 | [0-3] | [Quote or specific evidence from profile, or "NOT FOUND"] |
Scoring guide:
- 3: Strong evidence, clearly meets/exceeds the criterion
- 2: Moderate evidence, likely meets the criterion
- 1: Weak evidence, partially meets or unclear
- 0: No evidence found, or evidence of not meeting the criterion
Total weighted score = sum of (weight × score) for all criteria
Fit percentage = total weighted score / maximum possible score × 100
Step 3: Flag Signals
Red Flags (if any):
- Job hopping without career progression
- Skill mismatches vs stated experience level
- Gaps that could indicate issues (but note: gaps have many legitimate explanations)
Standout Signals (if any):
- Achievements that exceed expectations for the level
- Unique background that adds unexpected value
- Evidence of leadership, initiative, or impact beyond the role
Step 4: Hiring Manager Briefing
Write a 3-5 sentence summary covering:
- Overall fit assessment (strong/moderate/weak) with the key reason
- Top 1-2 strengths relevant to this role
- Key gap or risk (if any)
- Suggested interview focus area
Batch Screening (Multiple Candidates)
When the user provides multiple profiles (separated by --- or clearly delineated):
- Score each candidate silently using the single-candidate process
- Output a ranked comparison table:
| Rank | Name | Current Title | Score | Fit % | Top Strengths | Key Gaps | Recommendation |
|------|------|---------------|-------|-------|---------------|----------|----------------|
| 1 | [name] | [title] | [score] | [%] | [1-2 items] | [1 item] | Pursue |
| 2 | [name] | [title] | [score] | [%] | [1-2 items] | [1 item] | Pursue |
| 3 | [name] | [title] | [score] | [%] | [1-2 items] | [1 item] | Maybe |
Recommendation categories:
- Pursue: Score 70%+ and no critical gaps in must-haves
- Maybe: Score 50-70% or has addressable gaps worth discussing
- Pass: Score below 50% or critical must-have gaps
- Below the table, provide:
- 2-3 sentence summary of the top candidates
- Any patterns observed (e.g., "All candidates lack cloud experience — consider relaxing this criterion or sourcing differently")
- Who to prioritize for outreach and why
Rules
- Never hallucinate. Only use information provided. If something is unclear, say so.
- Transparent scoring. Every score must have a one-line evidence reference.
- Copy-paste ready. All output should be in fenced markdown blocks.
- Suggest next steps. After screening, suggest: "Ready to write outreach? Use the Outreach Writer skill."
