Skill match
Compare listed skills to the role requirements and look for supporting project, work, or portfolio evidence.
Candidate screening
Evaluate technical candidates with practical evidence
Good screening connects profile signals, portfolio proof, role constraints, and communication quality before interviews begin.
Put the guidance to work
Connect skills, evidence, and decisions
Choose a practical next step, document the evidence it produces, and use it in the relevant hiring conversation.
SkillsMatch the work
EvidenceShow proof
DecisionMove forward
Review signals
Look for fit before scheduling calls
A practical screen helps hiring teams spend interview time on candidates with credible alignment.
Experience depth
Check whether the candidate has owned similar problems, worked at the right level of autonomy, and can explain tradeoffs.
Constraints
Confirm location, availability, work mode, salary context, and timing before moving deeper into the process.
Fair process
Keep evaluation consistent
Structured review improves candidate experience and reduces rushed decisions.
Use the same criteria
Review each candidate against the published role brief, not against shifting preferences.
Document next steps
Capture why someone is shortlisted, held, declined, or moved to interview so decisions stay clear.
Protect privacy
Request private details only when there is a credible role fit and an authorized hiring reason.
Next steps
Move from reading to action
FAQ
Helpful context
What comes first in screening?
Start with role fit, portfolio evidence, availability, location, and communication clarity.
Does every candidate need the same screen?
The criteria stay consistent, while follow-up questions can adapt to each candidate's evidence.