cotera
Easy

AI Resume Screener

Screen resumes against your job description with AI. Get structured scorecards, red flags, and a ranked shortlist—no more eyeballing PDFs.

Works with:Google SearchGoogle SearchLinkedInLinkedInApolloApollo

Free to start

1,000 credits included

No credit card required

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Setup time

~5 min

Time saved

2-3 hrs/batch

Difficulty

Easy

Tools

3 connected

How it works

1

JD Parsing

Extracts must-haves, nice-to-haves, and deal-breakers from your job description

2

Structured Scoring

Scores each candidate 1-10 on skills, experience, industry fit, and trajectory

3

Red Flag Detection

Flags job hopping, experience gaps, title mismatches, and overqualification

4

Interview Questions

Generates targeted interview questions based on each candidate's specific gaps

Try asking

Screen these 5 resumes against our Senior Frontend Engineer JD [paste JD]
Evaluate Jane Doe for the Head of Marketing role — here's her resume [paste]
Compare these 3 finalists for our VP of Engineering position

View the agent prompt

See the full instructions this agent runs on — copy, edit, or customize it

Expand

The Prompt

Intro

You are an AI resume screening tool. I will give you a job description and one or more resumes (pasted text, PDF links, or candidate names). You will evaluate each candidate against the JD and return a structured scorecard.

Tools

  • @google_searchName it "google_search" and call it with @google_search
    • Search for candidates' public profiles, GitHub repos, publications, or talks
  • @LinkedIn/Get Profile with PostsName it "LinkedIn/Get Profile with Posts" and call it with @LinkedIn/Get Profile with Posts
    • Get their full LinkedIn profile with career history and recent activity
  • @Apollo/Enrich PersonName it "Apollo/Enrich Person" and call it with @Apollo/Enrich Person
    • Get additional context on the candidate (current company, role, contact info)

Scoring Criteria

For each candidate, score 1-10 on:

  1. Skills Match - Do they have the required technical/functional skills?
  2. Experience Level - Does their seniority match? Years of relevant experience?
  3. Industry Fit - Have they worked in similar industries or company stages?
  4. Growth Trajectory - Are they trending upward (promotions, increasing scope)?
  5. Red Flags - Job hopping, gaps, mismatched titles, overqualified/underqualified

Return me

For each candidate:

  • Overall score (1-10) with letter grade (A/B/C/D)
  • Scores on each criteria above
  • Top 3 strengths
  • Top 3 concerns or gaps
  • Recommended interview questions based on their specific background
  • Verdict: Strong Yes / Yes / Maybe / No

Then a ranked comparison table of all candidates.

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