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Candidate qualification

Skill spiralcrew-ou/profilespider-agent-skills/candidate-qualification

Evaluates candidate profiles against a job description and hiring criteria. Use when the user provides candidate profiles plus a role definition and wants consistent screening, matched requirements, and an interview recommendation.From its SKILL.md

Install
npx -y skills add spiralcrew-ou/profilespider-agent-skills --skill candidate-qualification

Assembled from the repository path, not quoted from the project. Check it against their README if it does not work.

One thing to look at

  • 8 stars8 stars. Stars are a popularity signal and not a quality one, but at this level it is likely that nobody has read this closely except its author, and you would be relying on your own review.

What its file declares

Copied from the file, not written here

The file declares its own license as MIT. That is the author’s claim about this one file, and it is not the same thing as the license GitHub reports for the repository, which is listed with the other numbers below.

SKILL.md

2.4 KB, 400 tokens by cl100k_base, as published. Nobody here has run it

Candidate Qualification

Purpose

Evaluate candidate profiles against a job description and hiring criteria with an evidence-based fit score.

When to use this skill

  • Screening a sourced shortlist against one role
  • Standardizing first-pass candidate review
  • Documenting why a candidate advances or not
  • Spotting must-have requirements that are missing

When not to use this skill

  • You have no structured job description or criteria
  • You need to assess protected characteristics (never do this)
  • The decision requires information not present in the profile

Required inputs

  • A job description
  • Required skills
  • Candidate profiles

Optional inputs

  • Preferred skills
  • Seniority expectations
  • Location or work-authorization requirements
  • Compensation band

Rules

  1. Score only against the stated job requirements.
  2. Use evidence from the candidate profile; do not assume unstated experience.
  3. Do not infer health, religion, ethnicity, sexual orientation, political affiliation, or other sensitive personal attributes.
  4. Treat missing required items as gaps, not failures, unless the user marks them disqualifying.
  5. Apply the same criteria to every candidate.

Process

  1. Parse the job description into required and preferred criteria.
  2. Map each criterion to evidence in the candidate profile.
  3. Score required criteria first, then preferred.
  4. List matched requirements, gaps, and risks.
  5. Recommend advance, hold, or pass with a reason.

Output format

Return one record per candidate with the following fields:

  • candidate_fit_score
  • required_criteria_matched
  • missing_requirements
  • risk_factors
  • interview_recommendation

Validation

  • Confirm each matched requirement cites profile evidence.
  • Confirm no sensitive attributes were inferred.
  • Confirm the recommendation follows from the criteria.

Limitations

  • A profile is not a full assessment; use the score as a screen, not a decision.
  • Self-reported experience may be inaccurate and should be verified.

What ships with it

Read from the repository

Just SKILL.md. No reference files, no scripts.

Gives 0 of the 12 instructions most hr recruiting skills give in 400 tokens

Counted across 356 of the 357 authors here whose files we hold, read 2026-08-07

  • Quantify achievements with specific metricsin 14 of 356, across 6 files
  • Keep the resume under two pagesin 14 of 356, across 6 files
  • Request the full job description if not providedin 12 of 356, across 4 files
  • Extract keywords and prioritize job requirementsin 12 of 356, across 4 files
  • Stop and ask for clarification if required inputs are missingin 12 of 356, across 5 files
  • Map candidate experience to job requirementsin 11 of 356, across 3 files
  • Ask if the user wants adjustmentsin 11 of 356, across 3 files
  • Provide strengths and gap analysis after the resumein 10 of 356, across 2 files
  • Request candidate background details if not providedin 10 of 356, across 2 files
  • Format experience bullets as action verb plus resultin 10 of 356, across 2 files
  • Ask for missing inputs before startingin 10 of 356, across 9 files
  • Use exact job description terminologyin 9 of 356, across 1 file

Said here and by no other author read

  • score only against stated job requirements
  • use evidence from the candidate profile
  • treat missing required items as gaps
  • map each criterion to profile evidence
  • score required criteria first then preferred
  • list matched requirements gaps and risks

Grouped from the skills themselves: near-identical wordings counted once, and counted by distinct author, so one author publishing three of these counts once. Length counted with cl100k_base; the agent that loads this file may tokenize it differently.

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