Resume Screener Skill for Claude
Screen resumes efficiently against job requirements with structured scoring, red flag identification, and interview recommendations
Install
one command, takes just this skill from the repositorynpx skills add https://github.com/guia-matthieu/clawfu-skills --skill resume-screenerThe instruction itself
21 sections, as written by the authorResume Screener
> Systematically evaluate resumes against job requirements to identify qualified candidates, flag concerns, and prioritize for interviews.
When to Use This Skill
- High-volume application screening
- Creating screening criteria
- Building evaluation rubrics
- Training hiring managers
- Audit of screening consistency
Methodology Foundation
Based on structured interviewing research and EEOC guidelines, combining:
- Job-related criteria only
- Objective scoring rubrics
- Bias-aware evaluation
- Documentation requirements
What Claude Does vs What You Decide
| Claude Does | You Decide |
|-------------|------------|
| Creates screening rubrics | Hiring decisions |
| Scores against criteria | Culture fit assessment |
| Identifies red/green flags | Interview invitation |
| Summarizes qualifications | Final selection |
| Flags potential concerns | Exception handling |
Instructions
Step 1: Define Job Criteria
Required vs. Preferred:
| Category | Must Have | Nice to Have |
|----------|-----------|--------------|
| Education | Minimum degree | Advanced degree |
| Experience | X years in Y | Specific industry |
| Skills | Core technical | Adjacent skills |
| Certifications | Required licenses | Preferred certs |
Scoring Weight:
| Criterion | Weight | Rationale |
|-----------|--------|-----------|
| Required experience | 40% | Core capability |
| Required skills | 30% | Day-one impact |
| Education | 15% | Foundation |
| Preferred qualifications | 15% | Growth potential |
Step 2: Create Screening Rubric
Scoring Scale:
| Score | Definition |
|-------|------------|
| 4 | Exceeds requirement significantly |
| 3 | Meets requirement fully |
| 2 | Partially meets requirement |
| 1 | Does not meet requirement |
| 0 | Cannot assess from resume |
Step 3: Evaluate Resume
Assessment Framework:
- Check must-have requirements (binary pass/fail)
- Score each criterion (1-4 scale)
- Calculate weighted total
- Identify flags (red and green)
- Make recommendation
Step 4: Document Findings
For Each Resume:
- Overall score
- Must-have checklist
- Criterion-by-criterion scores
- Flags and concerns
- Recommendation with rationale
Step 5: Prioritize Candidates
Priority Matrix:
| Score Range | Action |
|-------------|--------|
| 80-100% | Priority interview |
| 60-79% | Standard review |
| 40-59% | Conditional hold |
| <40% | Not qualified |
Examples
Example 1: Full Resume Screening
Input:
Job: Senior Product Manager
Requirements:
- 5+ years product management experience
- B2B SaaS background required
- Technical degree or equivalent experience
- Experience with Agile methodologies
- Preferred: MBA or similar
Resume:
Jane Smith
Product Manager at TechCorp (3 years)
- Led product roadmap for B2B analytics platform
- Managed team of 4 designers and engineers
- Increased user retention by 35%
Associate PM at StartupXYZ (2 years)
- B2C mobile app
- Launched 3 major features
Education: BS Computer Science, Stanford
Certifications: CSPO, SAFe Agilist
Output:
## Resume Screening: Jane Smith
### Quick Summary
**Position:** Senior Product Manager
**Candidate:** Jane Smith
**Score:** 78/100 - STANDARD REVIEW
---
### Must-Have Requirements
| Requirement | Status | Evidence |
|-------------|--------|----------|
| 5+ years PM experience | ✅ PASS | 3 + 2 = 5 years total |
| B2B SaaS background | ✅ PASS | TechCorp B2B analytics |
| Technical degree/equivalent | ✅ PASS | BS CS Stanford |
| Agile experience | ✅ PASS | CSPO, SAFe certifications |
**Must-Have Result:** PASS (4/4)
---
### Detailed Scoring
| Criterion | Weight | Score | Weighted | Notes |
|-----------|--------|-------|----------|-------|
| Years of Experience | 40% | 3/4 | 30/40 | Meets minimum exactly |
| B2B SaaS | 30% | 3/4 | 22.5/30 | 3 years, not full tenure |
| Technical Background | 15% | 4/4 | 15/15 | Stanford CS |
| Preferred (MBA) | 15% | 2/4 | 7.5/15 | Has certs, no MBA |
**Total Score: 75/100**
---
### Green Flags
| Flag | Evidence | Significance |
|------|----------|--------------|
| Quantified impact | "35% retention increase" | Results-oriented |
| Management experience | "Team of 4" | Leadership ready |
| Relevant certifications | CSPO, SAFe | Agile commitment |
| Top-tier education | Stanford CS | Technical foundation |
---
### Yellow Flags
| Flag | Concern | Mitigation |
|------|---------|------------|
| Experience exactly at minimum | Just hits 5 years | Probe depth in interview |
| Mixed B2B/B2C | 2 years in B2C | Understand B2B transition |
| No MBA | Preferred qualification | Certs may compensate |
---
### Red Flags
None identified.
---
### Interview Recommendation
**Decision:** RECOMMEND FOR INTERVIEW
**Rationale:**
- Meets all must-have requirements
- Strong B2B SaaS experience at TechCorp
- Technical background exceeds expectations
- Quantified achievements show impact
**Interview Focus Areas:**
1. Depth of B2B product strategy experience
2. Transition from B2C to B2B context
3. Scale of products managed (ARR, users)
4. Examples of cross-functional leadership
---
### Comparison Notes
Candidate is solid but not exceptional. Meets requirements without
significantly exceeding them. Consider alongside stronger candidates
if available.
Example 2: Batch Screening Summary
Input:
Screen these 5 candidates for Marketing Manager:
Requirements: 3+ years marketing, B2B experience, analytics skills
1. Alice: 5 years B2B marketing, Google Analytics certified
2. Bob: 2 years marketing, B2C only, strong analytics
3. Carol: 4 years, mixed B2B/B2C, basic Excel
4. David: 6 years B2B, owns marketing analytics tool
5. Eve: 3 years B2B, HubSpot certified
Output:
## Batch Screening Summary: Marketing Manager
### Quick Rank
| Rank | Candidate | Score | Recommendation |
|------|-----------|-------|----------------|
| 1 | David | 95% | Priority Interview |
| 2 | Alice | 85% | Priority Interview |
| 3 | Eve | 75% | Standard Review |
| 4 | Carol | 55% | Conditional Hold |
| 5 | Bob | 40% | Not Qualified |
---
### Individual Summaries
#### 1. David (95%) - PRIORITY INTERVIEW
| Requirement | Status | Score |
|-------------|--------|-------|
| 3+ years | ✅ 6 years | 4/4 |
| B2B experience | ✅ Full tenure | 4/4 |
| Analytics skills | ✅ Tool owner | 4/4 |
**Standout:** Exceptional analytics depth - owns a marketing analytics tool
**Interview:** Immediately
---
#### 2. Alice (85%) - PRIORITY INTERVIEW
| Requirement | Status | Score |
|-------------|--------|-------|
| 3+ years | ✅ 5 years | 4/4 |
| B2B experience | ✅ Full tenure | 4/4 |
| Analytics skills | ✅ GA certified | 3/4 |
**Standout:** Solid all-around, Google Analytics certification
**Interview:** This week
---
#### 3. Eve (75%) - STANDARD REVIEW
| Requirement | Status | Score |
|-------------|--------|-------|
| 3+ years | ✅ Exactly 3 | 3/4 |
| B2B experience | ✅ Full tenure | 4/4 |
| Analytics skills | ⚠️ HubSpot only | 2/4 |
**Concern:** HubSpot is automation, not analytics
**Interview:** Probe analytics skills deeper
---
#### 4. Carol (55%) - CONDITIONAL HOLD
| Requirement | Status | Score |
|-------------|--------|-------|
| 3+ years | ✅ 4 years | 3/4 |
| B2B experience | ⚠️ Mixed | 2/4 |
| Analytics skills | ❌ Basic Excel | 1/4 |
**Concern:** Weak analytics foundation
**Hold:** Consider if top candidates decline
---
#### 5. Bob (40%) - NOT QUALIFIED
| Requirement | Status | Score |
|-------------|--------|-------|
| 3+ years | ❌ 2 years | 1/4 |
| B2B experience | ❌ B2C only | 1/4 |
| Analytics skills | ✅ Strong | 3/4 |
**Disqualified:** Does not meet experience or B2B requirements
**Action:** Reject with positive note on analytics skills
---
### Screening Actions
| Action | Candidates |
|--------|------------|
| Schedule interviews | David, Alice |
| Standard queue | Eve |
| Hold file | Carol |
| Rejection email | Bob |
Skill Boundaries
What This Skill Does Well
- Structuring evaluation criteria
- Consistent scoring application
- Identifying relevant flags
- Documenting decisions
What This Skill Cannot Do
- Assess culture fit
- Verify claims accuracy
- Conduct background checks
- Replace human judgment
Important Compliance Notes
- Focus only on job-related criteria
- Avoid protected class considerations
- Document all decisions
- Apply criteria consistently
Iteration Guide
Follow-up Prompts:
- "Create interview questions based on this screening"
- "What should I probe further with [candidate]?"
- "Compare these top 3 candidates side by side"
- "Draft rejection email for [candidate]"
References
- SHRM Structured Interviewing Guidelines
- EEOC Uniform Guidelines on Employee Selection
- Google re:Work Hiring Practices
- Lever Recruiting Best Practices
Related Skills
interview-scheduler- Coordinate interviewsonboarding-guide- Post-hire integrationjob-description-writer- Create requirements
Skill Metadata
- Domain: HR Operations
- Complexity: Intermediate
- Mode: centaur
- Time to Value: 10-15 min per resume
- Prerequisites: Job requirements, resumes
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How to use it
Take guia-matthieu/resume-screener from the repository into ~/.claude/skills for personal
use, or into .claude/skills inside a project.
The agent identifies a skill by the name field in its header. Two skills with the
same name cannot sit side by side — one of them will be ignored.