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.
SkillScore70Maintained
Automatic
◆Recruiting pack
Last verified 8/24/2026
What it changes
Passed 15 of 22 test cases with the skill, and 13 of 22 without it.
Without skill61%
With skill70%
Checks it passed that the model alone missed
Scores requirements on a 0 to 3 scale.
Groups candidates into Tier 1, Tier 2, and Tier 3.
Specifies screening-report.md as the main output filename.
and 4 more in the full report
5 fixed11 passed either way4 still failing3 broke
Pass-rate lift
+9 pp
Tokens
+13%
Agent turns
0%
Response time
-19%
Model gemini-3.6-flashMeasured 8/24/2026v116 of 23 cases passed with skill · 22 comparable
Tokens, turns and time describe resource use, not a dollar price.
See it in action
One of 5 test cases the skill fixed. Same model, same prompt, with and without the skill.
1 of 5
Prompt
Draft the advance email for Tier 1 candidate David for the `dev_ops_jd.txt` screening output. Calendar tools are connected.
What was checked, without and with the skill
Checked
Without skill
With skill
Includes 2 to 3 proposed interview time slots in the outreach email draft.
Missed
Passed
case-20 · gemini-3.6-flash · 8/24/2026 · answers are capped and redacted
What's inside
The instructions your model reads when the skill loads.
SKILL.md28 linessingle file
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
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.
Inventory. Catalog every file in the folder. Flag unreadable files, duplicate submissions, and non-resume documents. Report the candidate count before starting.
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.
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.
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.
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.
Distinguish "did the thing" from "was near the thing." "Led migration" and "team migrated during my tenure" are different scores.
Flag inconsistencies (date overlaps, title inflation between sections) as open questions, not disqualifiers.
Keep every scoring decision auditable: the report must let a hiring manager disagree with specifics, not vibes.
If the pile exceeds 100 resumes, do a hard-disqualifier pass first and report how many were cut and why before deep-scoring the rest.
Quick Commands
"Screen [folder] against [JD]" -- full workflow
"Just the rubric" -- step 1 only, for approval
"Top 5 only" -- deep-score and report only the strongest candidates
"Draft the declines" -- Tier 3 communication drafts