# AI Resume Screener

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

Source: https://cotera.co/solutions/ops/ai-resume-screener

---

- **Team:** Operations
- **Tools:** Google Search, LinkedIn, Apollo
- **Difficulty:** easy
- **Setup time:** 5 min
- **Time saved:** 2-3 hrs/batch

## 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

## Example requests
- 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

## Prompt

```markdown
## 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_search
  - Search for candidates' public profiles, GitHub repos, publications, or talks
- @LinkedIn/Get Profile with Posts
  - Get their full LinkedIn profile with career history and recent activity
- @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.
```

## Related reading
- [Hiring Signals Are the New Intent Data](https://cotera.co/articles/hiring-signals-b2b-intent-data.md)