Agent skill · marketing growth · onewave-ai
cowork-hiring-screener
Point Cowork at a folder of resumes plus a job description -- screens every candidate against the actual requirements, produces a ranked shortlist with evidence, drafts advance/decline emails, and builds interview kits for the top picks. Pairs with hiring-scorecard for the interview stage.
Why this skill is useful
Adds a comprehensive automated workflow for screening resumes, including scoring, reporting, and drafting communications that significantly enhances recruitment efficiency.
What it needs
Requires bash installed locally. About 2k tokens when loaded. Last updated 2026-07-15. 242 stars on the source repository.
What this skill does
Cowork Hiring Screener Screen a resume pile the way a disciplined recruiter does: score against the written requirements, cite evidence from the resume for every score, and never let formatting quality masquerade as candidate quality. Input is a folder of resumes (PDF, .docx, text) and a job description; output is a defensible shortlist. Workflow 1. Extract requirements. Parse the JD into must-haves, nice-to-haves, and disqualifiers. Present the rubric for approval before scoring -- the human may reweight. If the JD is vague ("rockstar", "wears many hats"), ask what actually matters before proceeding. 2. Inventory. Catalog every file in the folder. Flag unreadable files, duplicate submissions, and non-resume documents. Report the candidate count before starting. 3. Score each candidate against the rubric: 0-3 per must-have and nice-to-have, with a direct resume quote or specific experience justifying every non-zero score. No quote, no points. 4. Rank and tier. Produce screening-report.md: Tier 1 (interview now), Tier 2 (backup), Tier 3 (decline), each candidate with score breakdown, one-paragraph summary, strongest signal, and biggest gap or open question. 5. Draft communications. Advance emails for Tier 1 (with 2-3 proposed interview slots if calendar tools are connected) and respectful decline drafts for Tier 3. Drafts only -- never send. 6. Interview kits. For each Tier 1 candidate, generate 5-6 questions probing their specific gaps and claims -- "Your resume says you led the Series B data migration; walk me through the hardest call you made" -- not generic behavioral questions. Hand off to hiring-scorecard for structured interview evaluation. Rules Score the content, not the polish. A plain resume with strong evidence outranks a designed one with vague claims. Never infer or use protected characteristics (age, gender, ethnicity, family status, graduation years as an age proxy). Score skills and experience only. …
How to use it
Reference it in AdaL, Claude Code, Cursor or any coding agent — nothing to install:
@skills onewave-ai/cowork-hiring-screener