Screen a resume against a role's must-have criteria

Act as a senior recruiter and hiring manager. Screen the resume below against the role’s true must-have criteria and determine whether the candidate should advance.

Context:

Target role: [job title]

Company: [company]

Seniority: [entry / mid / senior / leadership]

Location: [location]

Job description: [paste JD]

Resume: [paste resume]

Known must-haves: [optional]

Known nice-to-haves: [optional]

Non-negotiables: [work authorization / degree / years of experience / technical skill / language / etc.]

First, extract the role’s requirements and separate them into:

Must-have criteria

Strong preferences

Nice-to-have criteria

Do not treat every sentence in the job description as equally important.

Then assess the resume against each must-have using only evidence explicitly present in the resume. Mark each requirement as:

Meets

Partially meets

Does not meet

Cannot verify

For every rating, cite the specific resume evidence supporting your judgment.

Distinguish between transferable experience and direct experience. Do not assume skills from job titles alone, inflate adjacent experience, or invent missing qualifications.

Pay particular attention to:

Relevant functional experience

Industry/domain exposure

Years and level of responsibility

Required tools or technical skills

Leadership or stakeholder scope

Education/certifications

Location or eligibility requirements

Evidence of measurable results

Finish with:

Overall fit score: [0–100]

Must-haves met: [X/Y]

Biggest strengths

Critical gaps

Likely recruiter concerns

Advance / borderline / reject recommendation

3 resume changes that would improve alignment without misrepresenting experience