agentsclimarketplace

Candidate qualification

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

24 free SKILL.md skills for Claude Code & compatible agents: qualify leads, research companies, clean lists.

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

  • 6 stars6 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 author says it does

Copied from the file, not written here

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.

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, 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.

Keep looking

Skills are one crate of 328,083. Ordering is by how many stacks a row turns up in, so the top of any crate is what has actually been picked rather than what has the most stars.