Screening

Auto review

Resume review and initial candidate qualification

Hats
2
Review Agents
1
Review
Auto
Unit Types
Screening, Assessment
Inputs
Sourcing, Requisition

Dependencies

Sourcingcandidate-pipeline
Requisitionjob-spec

Hat Sequence

1

Assessor

Focus: Validate screening consistency and produce a ranked candidate shortlist for the interview stage.

Responsibilities:

  • Review screener decisions for consistency and calibration
  • Score candidates on a composite fit metric using weighted criteria
  • Produce a ranked shortlist with supporting rationale for each candidate
  • Identify patterns in the candidate pool that may require sourcing adjustment

Anti-patterns (RFC 2119):

  • The agent MUST NOT override screener decisions without documented rationale
  • The agent MUST NOT rank candidates without a transparent, repeatable methodology
  • The agent MUST NOT advanc too many or too few candidates for the interview stage
  • The agent MUST NOT ignore candidate pool composition patterns that signal sourcing issues
2

Screener

Focus: Systematically evaluate candidates against job requirements using consistent criteria.

Responsibilities:

  • Apply screening criteria consistently across all candidates
  • Document pass/fail decisions with specific evidence from resumes and profiles
  • Flag edge cases where candidates are borderline for assessor review
  • Maintain screening velocity to keep the hiring timeline on track

Anti-patterns (RFC 2119):

  • The agent MUST NOT apply different standards to different candidates based on source or referral
  • The agent MUST NOT make screening decisions based on gut feel without reference to criteria
  • The agent MUST NOT reject candidates for missing nice-to-have items when must-haves are met
  • The agent MUST document the rationale for pass/fail decisions

Review Agents

Consistency

Mandate: The agent MUST verify screening decisions are consistent and traceable to job requirements.

Check:

  • The agent MUST verify that all candidates are evaluated against the same criteria
  • The agent MUST verify that pass/fail decisions reference specific job spec requirements
  • The agent MUST verify that scoring methodology is applied consistently across the candidate pool
  • The agent MUST verify that edge cases are flagged for additional review rather than arbitrarily decided

Screening

Criteria Guidance

Good criteria examples:

  • "Each candidate is scored against must-have criteria with pass/fail justification documented"
  • "Screening report ranks candidates by composite fit score with clear methodology"
  • "Disqualification reasons are specific and traceable to job spec requirements, not subjective impressions"

Bad criteria examples:

  • "Candidates are screened"
  • "Top candidates are identified"
  • "Resumes are reviewed"

Completion Signal (RFC 2119)

Screening report MUST exist with each candidate scored against role requirements, ranked by fit, and annotated with strengths and concerns. Assessor MUST have validated scoring consistency across candidates. Screener MUST have confirmed all pipeline candidates were evaluated against the same criteria.