What problem does it solve?
Screening inbound job applications consistently is slow and subjective: different reviewers apply different standards, judgments lack evidence, and strong candidates wait too long for interview scheduling. This Skill gives every application the same rubric-based first read, with every judgment backed by a quote from the resume itself.
Core Features & Use Cases
- Rubric-Based Scoring: Reads the role's written rubric first and scores each application strictly against its required and preferred criteria, with per-criterion judgments of met, partially met, or not met.
- Evidence-Backed Screens: Writes a structured screen back to the applications source containing the overall score, strengths, and gaps, each supported by exact quotes from the resume.
- Tentative Interview Proposals: For candidates clearing the strong-match bar, proposes 2-3 tentative calendar holds on the hiring manager's calendar without ever sending invites or booking events.
- Use Case: A recruiting team receives dozens of applications per week. A scheduled sweep finds each unscreened application, scores it against the role rubric, writes a reviewable screen, and proposes interview times for top candidates, while the hiring manager keeps every advance or reject decision.
Quick Start
Ask the agent to screen the next unscreened application in your applications source against the current role rubric and write back the structured screen.
