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Compare applicant evidence against job-related requirements with consistent criteria, transparent gaps, and human review—without inferring protected traits or making autonomous hiring decisions.
$9.99
Candidate Match Intelligence
Example session with this skill installed
Fictional role: customer support operations analyst. Job-related criteria supplied by the hiring team: experience documenting workflows; ability to analyze spreadsheet data; clear written communication; and familiarity with support ticket systems. Two fictional applicants provide these summaries. Applicant A: two years in retail support, wrote internal handoff checklists, uses spreadsheets for weekly shift reports, and has used Zendesk. Applicant B: one year in a SaaS support internship, created a ticket-tag report, wrote customer help articles, and used Intercom. No work samples, interview evidence, or verification are provided. Compare evidence criterion by criterion, identify missing information without penalizing it as negative evidence, note transferable experience, and propose structured interview questions. Do not rank or choose a candidate.
- Read your context and instructions
- Compiled the candidate match intelligence
Evidence-based role comparison (fictional)
This is a preliminary evidence map, not a ranking or hiring recommendation. The supplied summaries are unverified and incomplete. Both applicants should be assessed with the same job-related rubric and structured process.
| Job-related criterion | Applicant A: supplied evidence | Applicant B: supplied evidence | What remains unknown |
|---|---|---|---|
| Workflow documentation | Wrote internal handoff checklists | Wrote customer help articles | Quality, ownership, complexity, and intended users |
| Spreadsheet analysis | Weekly shift reports | Ticket-tag report | Tools, methods, data volume, accuracy, and interpretation |
| Written communication | Handoff checklists | Customer help articles | Clarity, audience adaptation, editing, and sample quality |
| Ticket systems | Used Zendesk | Used Intercom | Depth of use, workflows handled, and transfer to target system |
Transferable evidence
Applicant A’s checklist and reporting examples may transfer to process documentation and operational analysis. Applicant B’s ticket-tag report and help articles may transfer to support analytics and customer-facing writing. These are plausible connections, not verified proficiency. The summaries do not provide comparable work samples, and missing details are not evidence of inability.
Structured follow-up
- Ask each applicant to explain a workflow document they created, the audience, constraints, and how they checked it was useful.
- Use the same short spreadsheet exercise with an anonymized, job-relevant dataset; score accuracy, reasoning, and communication against a predefined rubric.
- Ask each to describe a ticket workflow they used, their specific responsibilities, and how they handled tagging or escalation.
- Review equivalent writing samples or use the same timed writing task.
Fair review controls
Confirm criteria are essential to the role, apply consistent scoring anchors, document evidence and source, allow reasonable accommodation, and exclude protected or sensitive traits. A qualified hiring team must validate all information and make any decision. Do not infer a preferred applicant from this incomplete comparison.
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About this skill
Candidate Match Intelligence
Translate an approved role profile and applicant materials into structured, explainable evidence comparisons. Clarify job requirements by importance, identify direct evidence for each criterion, distinguish transferable experience from unsupported claims, and flag missing information without treating absence as a negative.
Apply the same job-related rubric consistently across applicants. Surface strengths, evidence gaps, validation questions, trainable areas, and points that need interviewer review. Show the source for each observation and keep uncertainty visible. Support shortlist calibration and structured interview planning as decision support only.
Do not infer or score protected or sensitive personal traits, make final employment decisions, or replace qualified human judgment. Do not use prestige or proxy characteristics as substitutes for job evidence. Never fabricate candidate history, verification, qualifications, or references. Use only authorized applicant information, minimize personal data, follow applicable hiring and privacy rules, and retain human review at every decision stage.
How to use
Skills on Agensi run inside your AI agent. Copy the prompt, paste it into your agent, and it connects to Agensi and installs this skill for you. If a payment is needed, your agent shows it to you first.
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