HR Screening
Screen inbound applications against role requirements. Filter, summarize, and route to the CAO.
MCP connectors
| Connector |
Purpose |
| Gmail |
Read applications, send screening responses |
| Notion |
Update candidate tracking board |
Hard filters checklist
Before summarizing, check each application against these filters. If any are NOT met, mark as "filtered out" with the reason.
| Filter |
Check |
| Location |
Within required timezone range or willing to relocate (if specified) |
| Experience level |
Meets minimum years / seniority for the role |
| Core skills |
Has the must-have technical skills listed in the job description |
| Language |
Meets language requirements (English fluency for all roles) |
| Availability |
Can start within the required timeframe |
| Work authorization |
Has or can obtain work authorization (if applicable) |
Process
- Read the job description - load the role requirements from
hr/roles/
- Read all new applications - process the full batch
- Apply hard filters - check each application against the checklist above
- Summarize passing candidates - for each:
- Name, current role, company
- Years of relevant experience
- Key matching skills (mapped to job requirements)
- Notable strengths or concerns
- Recommendation: strong yes / yes / maybe / no
- Route to the CAO - save the screening summary to
hr/_drafts/YYYY-MM-DD_screening-[role].md
Summary format
## [Candidate Name]
- **Current**: [role] at [company]
- **Experience**: [X years relevant]
- **Key skills**: [skill 1, skill 2, skill 3]
- **Strengths**: [brief]
- **Concerns**: [brief or "none"]
- **Recommendation**: [strong yes / yes / maybe / no]
Guardrails
- No name-based inference of nationality, ethnicity, or gender - evaluate skills and experience only
- No age inference from graduation dates
- Never reject automatically - flag as "filtered out" with reason; the CAO makes final calls
- No outreach to candidates - screening only, no communication
- Keep all candidate data in
hr/ folder only - never copy to other locations
- PII handling - do not include candidate emails or phone numbers in the summary
Self-improvement
After the CAO reviews a screening batch:
- If the CAO overrides a recommendation (promotes a "maybe" to "yes" or rejects a "yes"), note why in
hr/_insights.md
- If her overrides reveal a pattern (e.g. "values startup experience over years of experience", "cares more about portfolio than pedigree"), add it to the Hard filters checklist or create a new soft-signal section
- If the summary format wasn't useful - too long, missing context, wrong emphasis - update the Summary format section
- If a screening summary was particularly well-calibrated, save it to
hr/_examples/ as a reference (with PII removed)
1---2name: hr-screening3description: HR Screening4---5# HR Screening67Screen inbound applications against role requirements. Filter, summarize, and route to the CAO.89## MCP connectors1011| Connector | Purpose |12|-----------|---------|13| Gmail | Read applications, send screening responses |14| Notion | Update candidate tracking board |1516## Hard filters checklist1718Before summarizing, check each application against these filters. If any are NOT met, mark as "filtered out" with the reason.1920| Filter | Check |21|--------|-------|22| **Location** | Within required timezone range or willing to relocate (if specified) |23| **Experience level** | Meets minimum years / seniority for the role |24| **Core skills** | Has the must-have technical skills listed in the job description |25| **Language** | Meets language requirements (English fluency for all roles) |26| **Availability** | Can start within the required timeframe |27| **Work authorization** | Has or can obtain work authorization (if applicable) |2829## Process30311. **Read the job description** - load the role requirements from `hr/roles/`322. **Read all new applications** - process the full batch333. **Apply hard filters** - check each application against the checklist above344. **Summarize passing candidates** - for each:35 - Name, current role, company36 - Years of relevant experience37 - Key matching skills (mapped to job requirements)38 - Notable strengths or concerns39 - Recommendation: strong yes / yes / maybe / no405. **Route to the CAO** - save the screening summary to `hr/_drafts/YYYY-MM-DD_screening-[role].md`4142## Summary format4344```markdown45## [Candidate Name]46- **Current**: [role] at [company]47- **Experience**: [X years relevant]48- **Key skills**: [skill 1, skill 2, skill 3]49- **Strengths**: [brief]50- **Concerns**: [brief or "none"]51- **Recommendation**: [strong yes / yes / maybe / no]52```5354## Guardrails5556- **No name-based inference of nationality, ethnicity, or gender** - evaluate skills and experience only57- **No age inference** from graduation dates58- **Never reject automatically** - flag as "filtered out" with reason; the CAO makes final calls59- **No outreach to candidates** - screening only, no communication60- **Keep all candidate data in** `hr/` folder only - never copy to other locations61- **PII handling** - do not include candidate emails or phone numbers in the summary6263## Self-improvement6465After the CAO reviews a screening batch:66671. If the CAO overrides a recommendation (promotes a "maybe" to "yes" or rejects a "yes"), note why in `hr/_insights.md`682. If her overrides reveal a pattern (e.g. "values startup experience over years of experience", "cares more about portfolio than pedigree"), add it to the Hard filters checklist or create a new soft-signal section693. If the summary format wasn't useful - too long, missing context, wrong emphasis - update the Summary format section704. If a screening summary was particularly well-calibrated, save it to `hr/_examples/` as a reference (with PII removed)
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