# Hiring Helper > Screen job candidates using AI-powered evaluation. Use when asked to "screen candidates", "review applicants", "evaluate candidates", or when reviewing resumes and applications. Use when this capability is needed. - Skill: `tomevault-io/hiring-helper` (Agent Skill, multi-file: 2 files) - Install (CLI): `npx skillmds@latest add tomevault-io/hiring-helper` - Raw SKILL.md: https://api.skillmd.com/api/skills/tomevault-io/hiring-helper/raw - Safety review: pending (external: skill-scanner PASS, skillspector PASS) - Works with: Claude Code, Claude.ai, OpenAI Codex - Category: Coding & Dev Tools - Author: tomevault-io (https://skillmd.com/u/tomevault-io) - Updated: 2026-09-17 - Page: https://skillmd.com/skills/tomevault-io/hiring-helper --- # 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. Customize these for your open roles. ### Engineering Roles - Shipped production code at scale - System design thinking - Code quality/testing discipline - Open source contributions (bonus) - Technical leadership/mentorship (for senior) ### Operations Roles - Process creation and optimization - Cross-functional coordination - Tool fluency (spreadsheets, project management, automation) - Clear documentation habits - Handles ambiguity well ### Customer-Facing Roles - Empathy and patience under pressure - Clear communication of complex concepts - Problem-solving with limited information - Relationship building - Crisis management experience ### Creative/Marketing Roles - Portfolio of shipped work - Data-informed creativity - Speed without sacrificing quality - Platform-native understanding - Measures and iterates --- ## How to Use This Framework ### Option 1: Manual Screening When reviewing a resume or application: 1. **Score each universal trait** (1-5 scale) 2. **Note specific evidence** for each score 3. **Flag red flags** explicitly 4. **Assess role-specific fit** 5. **Make a verdict**: Must Interview / Worth Exploring / Pass Use this template for each candidate: ```markdown ## [Candidate Name] — [Overall Score]/100 ### Universal Traits Assessment | Trait | Score (1-5) | 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] ``` ### Option 2: Batch Screening with Claude For processing multiple candidates: 1. Gather applications (export from your ATS or collect manually) 2. Ask Claude to evaluate each candidate against the framework 3. Request a ranked summary with verdicts 4. Deep-dive on top candidates Example prompt: ``` I have [X] candidates for [Role]. Please evaluate each against our hiring framework: - Score universal traits (1-5) - Note role-specific fit - Give verdict: Must Interview / Worth Exploring / Pass - Rank top 5 with reasoning [Paste applications or link to files] ``` --- ## 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. --- ## Customization To customize this skill for your company: 1. **Add your roles**: Create `references/your-roles.md` with role-specific traits for your open positions 2. **Adjust traits**: If a universal trait doesn't apply (e.g., AI-Native for non-tech company), modify the framework 3. **Set your bar**: Adjust scoring thresholds based on role seniority and market conditions --- > Converted and distributed by [TomeVault](https://tomevault.io/claim/dazuck) — claim your Tome and manage your conversions.