Greenhouse Candidate Evaluation Assistant
Standardize Greenhouse candidate evaluations and scoring
What You Can Do
You can systematize your hiring process by standardizing how interview feedback is recorded, scored, and presented to hiring teams. This skill ensures consistency in evaluation criteria, detects potential unconscious bias in feedback, and generates objective candidate summaries that drive better hiring decisions. It works seamlessly with Greenhouse's structured feedback format and scoring workflows.
Features
Apply consistent evaluation criteria (1-5 scale) across all candidates and interviewers
Flag language patterns that may indicate unconscious bias and suggest more objective alternatives
Auto-generate concise, neutral candidate evaluations from raw interview notes
Identify interviewers who consistently rate higher/lower than peers and spot outliers
Generate structured feedback prompts aligned with your role competencies and job requirements
Produce decision-ready summaries with move-forward, hold, or reject guidance with reasoning
Score and rank multiple candidates side-by-side against identical criteria
Output evaluations in formats that map directly to Greenhouse custom fields
Example Output
Candidate Score Card: Sarah Chen — Senior Product Manager
Interview Scores
- Technical Depth: 4.2/5
- Product Strategy: 4.5/5
- Leadership & Delegation: 3.8/5
- Communication: 4.6/5
- Overall Score: 4.3/5
Key Strengths
- Demonstrated strong grasp of product development lifecycle and trade-offs
- Excellent communication; asked probing questions about strategy and metrics
- Clear examples of cross-functional collaboration
Development Areas
- Limited experience managing teams of 10+
- First exposure to hardware products (role requires this)
Recommendation: Move to offer stage — schedule with hiring committee
Comparative Candidate Ranking
| Candidate | Technical | Strategy | Leadership | Avg Score | Recommendation |
|---|---|---|---|---|---|
| Sarah Chen | 4.2 | 4.5 | 3.8 | 4.2 | Offer |
| Marcus Park | 3.9 | 4.8 | 4.3 | 4.3 | Offer |
| Priya Patel | 4.7 | 3.9 | 3.2 | 3.9 | Hold |
Analysis: Both Sarah and Marcus qualify for offers. Marcus has leadership edge; Sarah stronger on strategy. Recommend proceeding with both.
What's Included
- SKILL.md file with complete candidate evaluation workflow and decision trees:
- Interview feedback assessment template and scoring rubric:
- Bias detection guidelines with flagged language patterns:
- Competency framework template (customizable per role):
- How-to guide with step-by-step Greenhouse integration instructions:
Who It's For
- Hiring managers standardizing feedback across multiple interviewers
- Talent acquisition leaders scaling hiring processes while reducing bias
- Technical recruiters evaluating candidates using consistent scoring
- HR leaders implementing structured hiring workflows and fairness audits
- Team leads conducting technical or behavioral interviews for new hires
Best For
- Standardizing interview feedback across distributed interview teams
- Scoring candidates consistently against role-specific competencies
- Detecting and mitigating unconscious bias in hiring decisions
- Generating objective candidate comparison reports for hiring committees
- Creating structured evaluations compatible with Greenhouse workflows
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