cotera

AI Resume Screener

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

Resume screeningAI hiringCandidate evaluationInterview prep

The Challenge

You post a role and get 200+ applicants. Screening each one takes 3-5 minutes of reading resumes and cross-referencing against your JD. That is 10+ hours of work before you even start interviews. AI hiring software can score and rank every applicant against your actual requirements—flagging the top 10% and the red flags you might miss when you are tired on applicant #147.

How AI Hiring Software Screens Candidates

JD Parsing

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

Structured Scoring

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

Red Flag Detection

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

Interview Questions

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

The Prompt

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.

Example Usage

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"

Related Articles

Learn More