Resume Screener
Screen resumes against job requirements with fit scores and interview questions
What You Can Do
Resume Screener automates first-pass candidate evaluation by comparing resumes against your job requirements and generating a quantified fit assessment. You get objective red flag identification, highlighted strengths mapped to role criteria, and calibrated interview question recommendations—all documented for legal compliance and audit trails. This accelerates high-volume screening workflows while ensuring consistent evaluation across multiple screeners.
Features
Produces a quantified alignment percentage between candidate qualifications and job requirements with breakdowns by category (skills, experience, education)
Identifies objective concerns like employment gaps, skill mismatches, location conflicts, or compensation misalignment flagged for follow-up
Highlights how candidate experience directly matches role criteria and responsibilities, with specific resume citations
Generates 4–6 targeted follow-up questions tailored to candidate background and role gaps to explore during screening calls
Connects directly to Greenhouse or Lever to pull candidate data and push evaluations back into your pipeline as scorecard entries
Creates structured evaluation records with reasoning and scoring rationale for defensible hiring records and legal audit trails
Screens multiple candidates in a single session and outputs comparison matrices for hiring panel alignment
Example Output
Candidate: Sarah Chen | Fit Score: 8.2/10
Strengths Mapped to Role:
- ✅ 6 years product management experience (role requires 5+)
- ✅ Proficiency in Figma, Jira, and Amplitude (all required tools)
- ✅ Led 2 cross-functional launches (matches "drive product launches" requirement)
Red Flags:
- ⚠️ 4-month employment gap (2022) — explore in screening call
- ⚠️ Most recent role was IC; hiring for management level — verify leadership readiness
Interview Questions:
- Walk me through one of the product launches you led — what was your role in cross-functional alignment?
- Tell me about a time you had to prioritize features against engineering constraints.
- Your last two roles were at Series B startups; this is a scale-up environment. How would you adapt?
- What would you need from leadership support in this role?
Candidate: Marcus Rodriguez | Fit Score: 5.1/10
Strengths: 3 years related experience, Excel/SQL skills present
Red Flags:
- ❌ Only 3 years PM experience (role requires 5+ years)
- ❌ No portfolio link or case study examples
- ⚠️ Compensation history suggests $95K range; role budgeted $130–150K — likely flight risk
What's Included
- SKILL.md: Complete setup instructions for Greenhouse or Lever API integration
- Resume Evaluation Rubric Template: Customizable scoring criteria mapped to your job requirements
- Interview Question Bank: Pre-written fallback questions organized by role level and function
- Compliance Checklist: Documentation standards for legal-defensible hiring records
- Batch Screening Workflow: Multi-candidate evaluation process and comparison matrix template
Who It's For
- In-house recruiters screening 50+ resumes per open requisition
- HR specialists managing high-volume hiring campaigns for multiple roles
- Hiring managers who need structured evaluation frameworks and interview guides
- Technical recruiters evaluating skill-heavy candidates and red flags quickly
- Talent acquisition teams building defensible hiring records for compliance audits
Best For
- First-pass screening on high-volume requisitions (50+ candidates per role)
- Ensuring consistent evaluation criteria across multiple screeners or hiring panels
- Rapid triage to identify obviously misaligned candidates before deeper review
- Building defensible hiring records with documented reasoning and scoring rationale
- Generating targeted interview guides faster after initial screening pass
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