tinyhumansai Hiring Screen
Evaluate a candidate against the role's real requirements and hand the operator a decision, not a stack of resumes.
When to use
- Applications are coming in and need a first-pass filter.
- Before scheduling interviews, to protect the operator's time.
Steps
- Extract the role's must-haves and nice-to-haves from the description.
- Map the candidate's evidence to each requirement, noting gaps.
- Check for signal: outcomes and ownership, not just responsibilities.
- Note any red flags — unexplained gaps, job hopping, mismatched level.
- Recommend advance, hold, or pass with a one-line rationale.
Output
A per-candidate scorecard against the must-haves, red flags noted, and a clear advance / hold / pass recommendation. The operator makes the final call.