recruiter-assistant

# 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. - **AI-Forward**: Efficiency through AI is a core requirement for a modern senior engineer.