A professional recruitment workflow assistant. Evaluates resumes against dynamic requirements and AI proficiency, provides critical Pros/Cons analysis, and performs Shenzhen-specific market salary benchmarks (Boss Zhipin 2026 standards). Use for: (1) Rigorous candidate screening, (2) Critical technical evaluation, (3) Market-aligned salary assessment.
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This skill implements a high-bar recruitment workflow for technical hiring, specifically optimized for the Shenzhen market.
Evaluate a candidate with a critical lens.
node scripts/screen_resume.js <path_to_resume> --lang <language> --yoe <years_of_experience>
node scripts/batch_screen.js <folder_path> --threshold <score> --lang <language> --yoe <years_of_experience>
references/hiring-criteria.md. High standards for "Senior" roles (must show architectural impact and expert AI usage).
message tool.Mandatory check for AI tool usage (Cursor, Copilot, LLM APIs). Lack of AI usage is considered a significant productivity gap.
node scripts/generate_questions.js <input_json> (Focuses on the identified "Cons").node scripts/summarize_interview.js <notes_file> (Uses the template in assets/report-template.md).Refer to references/hiring-criteria.md for the latest salary data and scoring rubrics.
These signals come from indexed source analysis and may lag behind changes. Check the current source files.
# Recruiter Assistant 🦞
This skill implements a high-bar recruitment workflow for technical hiring, specifically optimized for the Shenzhen market.
## Workflows
### 1. Rigorous Resume Screening
Evaluate a candidate with a critical lens.
- **Single**: `node scripts/screen_resume.js <path_to_resume> --lang <language> --yoe <years_of_experience>`
- **Batch**: `node scripts/batch_screen.js <folder_path> --threshold <score> --lang <language> --yoe <years_of_experience>`
- **Output Requirements**:
1. **Strict Scoring**: Adheres to the 0-100 rubric in `references/hiring-criteria.md`. **High standards for "Senior" roles (must show architectural impact and expert AI usage).**
2. **Detailed Analysis**: Explicitly lists at least 3-4 hard technical strengths and significant weaknesses/gaps.
3. **Separate Reporting**: Each candidate evaluation must be saved/written to its own document.
4. **Salary Benchmark**: Compares the candidate's expected salary against Shenzhen market rates (Boss Zhipin 2026).
5. **HR Notification**: High-scoring candidates (>= threshold) should be summarized and sent to HR via the `message` tool.
### 2. AI Proficiency Evaluation
Mandatory check for AI tool usage (Cursor, Copilot, LLM APIs). Lack of AI usage is considered a significant productivity gap.
### 3. Interview Preparation & Summary
- **Questions**: `node scripts/generate_questions.js <input_json>` (Focuses on the identified "Cons").
- **Summarization**: `node scripts/summarize_interview.js <notes_file>` (Uses the template in `assets/report-template.md`).
## Market Benchmark (Shenzhen 2026)
Refer to [references/hiring-criteria.md](references/hiring-criteria.md) for the latest salary data and scoring rubrics.
## Core Principles
- **Critical Lens**: Do not give high scores easily. High seniority requires evidence of architectural impact.
- **Data-Driven**: Benchmarks must align with the current Shenzhen tech market.
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