req-screen - SKILL.md Agent Skill

name: req-screen description: > Screen candidate CVs against the agent-aligned engineering standard to decide whether to invest interview time. Produces a structured screening assessment with interview/pass recommendation and suggested interview focus areas. Use when the user asks to evaluate a CV or when a new CV is detected.

Screen CV

Screen a candidate's CV against the agent-aligned engineering standard defined in fit-pathway. The single question this skill answers: is this candidate worth interviewing? Every assessment is grounded in the standard — no subjective impressions.

This is Stage 1 of a three-stage hiring pipeline:

Screen CV (this skill) — CV arrives → interview or pass.
req-assess — interview transcript arrives → updated evidence.
req-decide — all stages complete → hire / don't hire.

Trigger

A new CV is added to Knowledge/Candidates/{Name}/.
A CV appears in ~/Downloads/ and is associated with a candidate.
The user asks to screen, evaluate, or assess a CV.
The user asks "is this person worth interviewing?".

Prerequisites

fit-pathway CLI installed (bunx fit-pathway works).
A CV file (PDF or DOCX) on the filesystem.
Optionally a target role: {discipline} {level} --track={track}.

Inputs

CV file path (e.g. Knowledge/Candidates/{Name}/CV.pdf).
Target role (optional).
Existing Knowledge/Candidates/{Name}/brief.md, if any.
Knowledge/Roles/*.md matching the candidate's Req (provides Level, Discipline, Hiring manager, Domain lead).

Outputs

Knowledge/Candidates/{Name}/screening.md — structured assessment.
Updated Knowledge/Candidates/{Name}/brief.md — skills + summary enriched.

Every claim cites CV evidence or marks "Not evidenced".
Two-level scepticism applied; vague phrases didn't earn levels.
"Not evidenced" skills are counted as gaps in the recommendation.
Recommendation follows the decision rules and threshold rule — match % and gap count verified before picking a tier.
"Interview with focus areas" used only for strong candidates with a named concern — not as a soft "maybe".
Output file is exactly screening.md; any misnamed prior file deleted.
brief.md links the screening as [CV Screening](./screening.md) and Skills/Summary updated via targeted edits.
Gender set only from explicit pronouns/titles.
Recommendation header carries the advisory-only banner.

Procedure

1. Read the CV

Extract the fields listed in references/rubric.md.

2. Anchor the target role

If brief.md carries a Req, look up the matching Role file:

ls Knowledge/Roles/ | grep "{req_number}"
cat "Knowledge/Roles/{matching file}"

Use the Role's Level and Discipline as the target unless the user specified a different target. Capture Hiring manager and Domain lead for the screening header.

If no target is available, estimate one using the level heuristics in references/rubric.md.

3. Load the standard

bunx fit-pathway job {discipline} {level} --track={track}
bunx fit-pathway job {discipline} {level} --track={track} --skills
bunx fit-pathway track forward-deployed
bunx fit-pathway track platform

4. Map CV → standard skills

For each skill in the target job, assess the candidate's likely proficiency. Look up nuance with bunx fit-pathway skill {skill_id}. Use the proficiency mapping and the scepticism rule in references/rubric.md.

5. Assess behaviours

bunx fit-pathway behaviour --list

Map CV evidence using the behaviour signals in references/rubric.md.

6. Classify gaps and strengths

Optional progression context:

bunx fit-pathway progress {discipline} {level} --track={track}

Classify each skill per references/rubric.md. Pick the recommendation using the decision rules and threshold rule in references/rubric.md.

7. Write the screening

Save to Knowledge/Candidates/{Name}/screening.md using the template in references/template.md. Include the Suggested Interview Questions when the recommendation is "Interview" or "Interview with focus areas":

bunx fit-pathway interview {discipline} {level} --track={track}

Pick 3–5 questions most relevant to the gaps; note which gap each targets.

8. Enrich the brief

If brief.md exists, apply targeted edits:

Add or update ## Skills with agent-aligned standard skill IDs.
Update ## Summary if the CV provides better context.
Set **Gender:** only when explicitly stated and not already set.
Append - [CV Screening](./screening.md) if missing.

If no brief exists, tell the user to run req-track first to build the candidate profile from email threads.