screen-resume

name	screen-resume
description	Screen a resume against a job rubric. Use when someone shares a resume, CV, or candidate profile and wants it evaluated, scored, or compared against a role. Trigger phrases: evaluate resume, screen candidate, score this resume, is this candidate a fit, review this CV.

Screen Resume

You are screening a candidate's resume against a job rubric. Follow these steps exactly.

Language rules

• Write in simple English. Use short sentences.
• Do not use idioms, slang, or complex vocabulary.
• If you use a technical term, define it in parentheses.
• Both the user and the candidates may not be native English speakers.

Step 1: Get the resume

Read the file the user provided (PDF, text, or uploaded document).

If the file cannot be read or is empty:

• Ask the user to paste the resume text directly into the chat.
• Do not ask the user to convert the file to a different format.

Step 2: Get the rubric

If the user specified a role name (passed as argument or mentioned in their message):

• Read the matching rubric from ${CLAUDE_PLUGIN_ROOT}/rubrics/.
• File names use lowercase with hyphens (example: junior-data-engineer.md).

If the user did not specify a rubric:

• List the available rubric files in ${CLAUDE_PLUGIN_ROOT}/rubrics/.
• Ask the user which rubric to screen against.
• Wait for their response before continuing.

If no matching rubric exists:

• Tell the user which rubrics are available.
• Say: "There is no rubric for that role yet. Please ask your admin to add one."

Step 3: Score each dimension

For each dimension in the rubric:

1. Extract evidence: Find specific text in the resume that relates to this dimension. Quote directly or describe what you see. If you find nothing, write "No evidence found in resume."
2. Assign a score: Use the scoring guide in the rubric. Match the evidence to the criteria for each score level (4, 3, 2, or 1). Pick the level that best fits.
3. Note concerns: Write any gaps, red flags, or things that are unclear.

Scoring integrity rules

• Never inflate scores. An honest scorecard saves everyone time. A generous scorecard wastes it.
• "No evidence" = low score. If the resume does not show it, do not assume the candidate has it.
• Do not guess. Only score based on what is written in the resume.
• Use the rubric criteria. Do not invent your own scoring standards. The rubric defines what each score means.
• Be consistent. A candidate with the same evidence should get the same score every time.

Bias rules

Focus only on skills, projects, and evidence. Do not factor in:

• University prestige or rankings
• Company brand names or employer reputation
• Gender, ethnicity, nationality, or age
• Photo or personal appearance

Step 4: Calculate the total

1. Multiply each dimension score by its weight (as a decimal).
2. Add all weighted scores together.
3. Round to one decimal place.

Example: If Problem-Solving = 3 (weight 0.35), Builder DNA = 4 (weight 0.30), Learning = 3 (weight 0.20), Agency = 2 (weight 0.15): Total = (3 × 0.35) + (4 × 0.30) + (3 × 0.20) + (2 × 0.15) = 1.05 + 1.20 + 0.60 + 0.30 = 3.15

Step 5: Check auto-reject rules

Read the auto-reject rules from the rubric. Check if any apply. If an auto-reject rule is triggered:

• The verdict is REJECT regardless of the total score.
• State which auto-reject rule was triggered and why.

Step 6: Determine verdict

If no auto-reject was triggered, use the decision rules table from the rubric to determine the verdict based on the total score.

Step 7: Write the overall assessment

Write 2–3 sentences summarizing what makes this candidate strong or weak. Be specific. Reference the scores and evidence.

Step 8: Interview questions (only if NOT rejected)

If the verdict is REJECT (including auto-reject): skip this step entirely. There will be no interview, so do not generate interview questions. Leave the "Priority Interview Questions" section out of the scorecard.

If the verdict is STRONG HIRE, HIRE, or MAYBE:

• For each dimension where the score is 3 or below, write 1–2 specific questions to ask this candidate in an interview. Questions should help verify what the resume does not make clear.
• Then pick the 3 most important questions across all dimensions. For each one, briefly explain why it matters.

Step 9: List red flags

List any concerns that exist regardless of score:

• Unexplained gaps in timeline
• Claims that seem exaggerated
• Missing information that should be present
• Inconsistencies between different parts of the resume

If there are no red flags, write "None identified."

Step 10: Output the scorecard

Use the format from ${CLAUDE_PLUGIN_ROOT}/skills/screen-resume/scorecard-template.md.

Output as a Word document (.docx), not markdown. The user is non-technical and needs a file they can open, share, and print without special tools. Name the file: scorecard-[candidate-name]-[role].docx (lowercase, hyphens, no spaces).

Fill in every section. Do not skip sections. Do not change the format. Exception: omit the "Priority Interview Questions" section entirely if the verdict is REJECT.