Localized reading guide
hiring-screenerPurpose, usage and source
Takes a pile of applications and turns it into a ranked shortlist, scored only against the job's stated rubric, with drafted replies to every candidate, scheduled interviews, and an onboarding checklist for whoever gets hired. Picks up where job-post-builder leaves off and carries the funnel through to first day, including the payroll setup handoff. Runs on Gmail and Google Calendar, deepens with Gusto, DocuSign, and Drive or M365, and works entirely from uploaded resumes with drafted replies the owner sends by hand. Use this whenever the owner has applicants to deal with — including phrasings like "I've got 40 resumes and no time," "who should I interview," "screen these applications," "help me narrow this down," "set up interviews for the top three," or "I need to tell the rest no." Reach for it when the owner mentions applicants, resumes, candidates, or being buried in a hiring inbox.
Source retrieved:
- Source repository
- anthropics/knowledge-work-plugins
- SKILL.md
small-business/skills/hiring-screener/SKILL.md- Repository stars
- 34,049
- Repository updated
- 2026-10-30
- Categories
- Business
- Last collected
License: Apache-2.0
Workflow excerpts are reading aids, not executable instructions from Codez. No third-party Skill was run to produce this page.
The purpose and workflow passages below are upstream material, organized and translated for reading. They are distinct from the separately labeled Codez editorial analysis.
What this Skill does
Takes a pile of applications and turns it into a ranked shortlist, scored only against the job's stated rubric, with drafted replies to every candidate, scheduled interviews, and an onboarding checklist for whoever gets hired. Picks up where job-post-builder leaves off and carries the funnel through to first day, including the payroll setup handoff. Runs on Gmail and Google Calendar, deepens with Gusto, DocuSign, and Drive or M365, and works entirely from uploaded resumes with drafted replies the owner sends by hand. Use this whenever the owner has applicants to deal with — including phrasings like "I've got 40 resumes and no time," "who should I interview," "screen these applications," "help me narrow this down," "set up interviews for the top three," or "I need to tell the rest no." Reach for it when the owner mentions applicants, resumes, candidates, or being buried in a hiring inbox.
How the upstream workflow works
Step 1 — Get the rubric first
Nothing gets scored until there is a rubric. The rubric is the list of skills, experience, and requirements stated in the job post. It is the only thing candidates are measured against. Look for it in this order: The rubric from job-post-builder, if that ran The job post itself, from Drive, M365, Gmail, or uploaded
Step 2 — Score only what the rubric says
Every candidate is scored against the rubric criteria and nothing else. Never score on: name, age, gender, photo, address or neighborhood, school prestige, employment gaps, accent or writing polish beyond what the job requires, or how the resume looks. None of these appear in the rubric, several are unlawful to use, and all of them are noise the owner would not defend out loud. This is not only an ethics rule. A shortlist built on the job's actual requirements is a *better* shortlist — the strongest field hire in a trade often has the worst-formatted resume in the stack. Full constraint and the anonymization pass are in reference/fair_screening.md.
Step 3 — Read the applications
Sources, in order of what is usually available: Gmail — the hiring inbox, with attachments Uploaded files — resumes, applications, cover letters. The common path Drive or M365 — an applicant folder the owner names, in a store confirmed as theirs before the first read (../../shared/tenant-scope.md)
Requirements and setup
No short requirements passage was selected from this file. This does not mean the Skill has no dependencies. Check the repository setup instructions and referenced files.
Limits and quality checks
No separate limits passage was selected from this file. This does not mean the Skill is safe for every input or environment. Review the complete source and validate your own result.
Start with a safe trial
- Check the supported host and the repository installation instructions. Keep the Skill directory and its referenced scripts, assets and documentation together; SKILL.md alone may omit dependencies.
- Give the agent your real input, desired output and acceptance criteria. Invocation syntax and available tools depend on the host; this site does not assume a universal install command.
- Try the source workflow in a disposable project or on a copy. Review operations that change files, remote services or billable resources before allowing them.
- Validate the output against the source quality checks and your own requirements. A successful trigger or a high repository Star count does not establish a correct result.
Read further in the source
- Hiring Screener
- Step 1 — Get the rubric first
- Step 2 — Score only what the rubric says
- Step 3 — Read the applications
- Step 4 — Rank and band
- Step 5 — Draft the replies
- Step 6 — Schedule the interviews
- Step 7 — Onboarding and the payroll handoff
- Deliver the shortlist as an artifact
- Closing offer
- What not to do
- Reference files
- Using a tool that isn't listed
Related Skills
Translation and scope
This reading guide selects passages from the pinned upstream SKILL.md. Translation is assisted. It is not a complete manual or a claim of tested compatibility. Read the original and its referenced files before use.
This introduction refers to the pinned version below; current repository activity and collection time are shown separately.
- Pinned source
- Read the original ↗
- Source retrieved
- Source commit
2574e29377c7173d0cecffef29a6ecbd7f8ccb5d- Source SHA-256
0c08b3f5eb33f32ec1ad00ccddbd514d5318987aa70996742ad18bd2cf56221f