--- name: candidate-screening-960c647a719a description: Screen job candidates from your ATS using AI-powered evaluation. Use when asked to "screen candidates", "review applicants", "run candidate screening", "check new applications", or "evaluate candidates". --- # Finding Great Candidates Goal: Identify candidates we'd be **thrilled** to have on the team. Not "can do the job" — candidates we're excited about. > "Our first 100 people are our cultural co-founders." ## What Makes Someone Great (Universal Traits) These traits apply to EVERY role. A candidate missing any of these is unlikely to be great. ### 1. High Agency **What it is**: Takes initiative. Makes things happen. Doesn't wait for permission or perfect conditions. **How to spot it**: - Started something from nothing (project, company, community, initiative) - Identified problems and solved them without being asked - Phrases like "I noticed X wasn't working, so I..." or "I proposed..." - Built things with limited resources - Career moves that show they created opportunity vs. waited for it **Red flags**: - Passive language ("I was assigned to...", "My manager asked me to...") - No examples of self-initiated work - Lots of "we" with no clear individual contribution - Job history of only joining established teams/processes ### 2. Grit & Resilience **What it is**: Perseveres through hard things. Doesn't quit when it gets difficult. **How to spot it**: - Shipped something hard (long timeline, technical challenges, organizational friction) - Stayed with a problem until solved vs. moving on when stuck - Built something despite obstacles (funding, team, technical, market) - Career shows persistence (didn't job-hop at first sign of difficulty) - Specific stories of overcoming setbacks **Red flags**: - Lots of short stints without clear upward moves - Vague explanations for leaving ("it wasn't a good fit") - No examples of pushing through difficulty - Blame-shifting to circumstances ### 3. Evidence of Impact **What it is**: Demonstrable results. Outcomes, not just activities. **How to spot it**: - Metrics at ANY scale: "10x'd revenue", "reduced costs 60%", "shipped to 5M users" - Promotions and increasing scope over time (trajectory) - Concrete examples: "built X which did Y" - Results even in resource-constrained environments - Would their bosses rate them 8+ and hire them again? **Red flags**: - Vague: "worked on", "contributed to", "helped with" - No metrics even for senior roles - Flat trajectory (same level/scope over years) - Titles without corresponding impact stories ### 4. Technical Depth **What it is**: Everyone should code, build, or have deep technical understanding. **How to spot it**: - GitHub/portfolio with real projects - Technical blog posts or writing - Can explain complex systems simply - Specific technical choices and tradeoffs mentioned - For non-eng: deep understanding of how things work, technical curiosity **Red flags**: - Avoids technical detail - Can't explain their technical work - No evidence of building things - Relies entirely on others for technical decisions ### 5. AI-Native **What it is**: Uses AI tools daily, understands implications, sees opportunities. **How to spot it**: - Mentions specific tools: Claude, ChatGPT, Cursor, Copilot - Built something with AI or integrated AI into workflow - Understands AI capabilities and limitations - Excited about AI, not fearful - Uses AI to accelerate their own work **Red flags**: - No mention of AI tools - Seems unaware of AI capabilities - Treats AI as novelty vs. fundamental shift - Behind the curve on modern tools ### 6. Communication Excellence **What it is**: Writes clearly, explains complex ideas simply, collaborates well. **How to spot it** (their APPLICATION is a sample!): - Clear, structured writing - Gets to the point - Explains technical concepts accessibly - Good questions in interviews - Public writing/speaking if available **Red flags**: - Rambling or unclear application - Can't articulate their own work - Jargon-heavy without substance - Poor writing quality ### 7. World-Class at Something **What it is**: Top 1% in at least one domain. Demonstrable excellence. **How to spot it**: - Recognized expertise: patents, publications, talks, awards - Deep mastery evident in how they discuss their domain - Built something impressive in their area - Others seek them out for this expertise - "The person you call" for X **Red flags**: - Average across the board - No area of clear strength - Jack of all trades, master of none - Can't point to what they're best at ### 8. Interesting Person **What it is**: Curious, diverse interests, unique perspective. Someone you'd want at dinner. **How to spot it**: - Unusual background or path - Hobbies/interests outside work - Asks interesting questions - Learns continuously - Brings different perspective to problems **Red flags**: - One-dimensional - No interests outside work - Generic responses - Nothing memorable about them --- ## Role-Specific Traits Beyond universal traits, each role has specific requirements: ### Engineering Roles (Full-Stack, Software, AI Lead) - Shipped production code at scale - System design thinking - Code quality/testing discipline - Open source contributions (bonus) - Technical leadership/mentorship (for senior) ### AI Application Engineer - Deep in AI research community - Translates research → shipped features - Built AI evaluation/experimentation systems - Rapid prototyping ability - Stays current with latest developments ### Community Manager - Always-on presence and reliability - Crisis management experience - Multi-channel management (Discord, Telegram, X) - Crypto/web3 community experience - Clear, accurate communication under pressure ### Competition Program Manager - Public-facing comfort and energy - Operational excellence - Event/program management at scale - AI-powered automation of workflows - Builds playbooks and systems ### Technical Account Manager - Technical depth + customer empathy - Problem-solving under pressure - Clear communication of technical concepts - Project management discipline - Relationship building --- ## The Screening Process ### Step 1: Run the Screen ```bash cd [YOUR_SCREENING_TOOL_PATH] && npm run screen -- --days-back 1 --min-score 70 ``` Common variations: ```bash # Last 7 days, specific role npm run screen -- --days-back 7 --job-id [JOB_ID] # Higher bar (80+), tag in ATS npm run screen -- --min-score 80 --tag-ats # All options npm run screen -- --days-back 7 --min-score 75 --tag-ats --send-slack ``` ### Step 2: Read the Output ```bash cat [YOUR_SCREENING_TOOL_PATH]/output/daily-digest-$(date +%Y-%m-%d).md ``` ### Step 3: Deep Dive on Top Candidates For anyone scoring 75+, provide deeper analysis with **links always included**: ```markdown ## [Name] — [Score]/100 **Links**: [ATS](URL) | [LinkedIn](URL or "Not provided") ### Universal Traits Assessment | Trait | Signal | Evidence | | ------------- | -------- | ------------------------------- | | High Agency | ✅/⚠️/🚩 | [specific quote or observation] | | Grit | ✅/⚠️/🚩 | [specific quote or observation] | | Impact | ✅/⚠️/🚩 | [specific quote or observation] | | Technical | ✅/⚠️/🚩 | [specific quote or observation] | | AI-Native | ✅/⚠️/🚩 | [specific quote or observation] | | Communication | ✅/⚠️/🚩 | [specific quote or observation] | | World-Class | ✅/⚠️/🚩 | [specific quote or observation] | | Interesting | ✅/⚠️/🚩 | [specific quote or observation] | ### Role-Specific Fit [Assessment against role requirements] ### Why We'd Be Thrilled - [Specific exceptional signals] ### Questions to Probe - [Specific areas needing verification] ### Verdict [Must Interview / Worth Exploring / Pass] ``` ### Step 4: Summary Table with Links Always conclude with a summary table including clickable links: ```markdown ## Summary | Candidate | Score | Verdict | ATS | LinkedIn | | --------- | ------- | --------- | ----------- | --------------------- | | [Name] | [Score] | [Verdict] | [View](URL) | [Profile](URL) or N/A | ``` --- ## The Bar > "90% confidence that this person can do a job only 10% of candidates could do." We're not asking "can they do the job?" We're asking "would we be thrilled to work with them every day?" - **Must Interview**: Multiple strong signals across traits, world-class at something, high skill AND will - **Worth Exploring**: Promising but questions remain — needs interview to resolve - **Pass**: Missing must-haves, too many red flags, or just "fine" When in doubt, pass. Better to miss someone good than hire someone mediocre. --- Source attribution: David-Li0406 Original project: https://github.com/David-Li0406/meta-skill-evloving/blob/ca3a335628981df10c36e00cb9850df2c247ab9a/skill-flow/data/skills-refined-36k/skillsmp/candidate-screening/SKILL.md License: Apache-2.0 License information: https://www.apache.org/licenses/LICENSE-2.0 Original upstream instructions; downloaded from Mega AI Hub. ## Upstream license notice Apache License Version 2.0, January 2004 http://www.apache.org/licenses/ TERMS AND CONDITIONS FOR USE, REPRODUCTION, AND DISTRIBUTION 1. Definitions. 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See the License for the specific language governing permissions and limitations under the License. # Mega AI Hub resource metadata Creator / publisher: David-Li0406 Original project: https://github.com/David-Li0406/meta-skill-evloving/blob/ca3a335628981df10c36e00cb9850df2c247ab9a/skill-flow/data/skills-refined-36k/skillsmp/candidate-screening/SKILL.md Attribution basis: Source repository record Fields of work: Human Resources, Sales Roles: Business Development, HR Analyst, HR Generalist, People Operations, Recruiter Specialties: Specialty not specified Tools: Ats Country applicability: Country not specified Classification basis: Source catalog labels Instruction SHA-256: 2f1db01213078c815e69cff270b305422e139f595fa04136c60fb5050892976a