From a resume and job description to a useful pre-screen.
Candidate Fit Check compares the supplied resume with a job-specific scorecard. It returns evidence and gaps for a recruiter to review. A score describes coverage of the stated requirements; it is not a hiring decision or a prediction of job performance.
Choose a check → See a fictional example
What goes into a Candidate Score?
A job description and candidate resume are required. Hiring-manager intake notes help clarify priorities. ATS context is optional for a score.
How the review works
- Add the JD and resume. Review the browser-redacted text.
- Review the generated job scorecard and adjust its requirements and weights.
- Run the check and review the cited resume evidence and unanswered questions.
For example, a JD may require ownership of technical recruiting and ATS reporting. A resume that mentions recruiting but does not describe reporting ownership leaves a question to confirm. Missing evidence is not proof that the candidate lacks the skill.
What is a Pre-Screen Guide?
A Pre-Screen Guide turns the JD, resume and recruiter-supplied screening questions into an interview outline. It includes detailed resume probes, hiring-manager priorities when supplied, and the practical questions the recruiter needs answered.
Required inputs and an example
- Required: job description, candidate resume, and the screening questions you want included.
- Helpful: hiring-manager intake notes, ATS context and known candidate answers.
For a resume that claims to have improved time-to-fill, a useful probe is: “Which roles did you own, what was the starting point, what did you change, and how was the outcome measured?”
Recruiter-entered questions might address sponsorship, relocation, location and onsite expectations. Keep those confirmation questions separate from the skills-fit score. Review all generated questions for relevance and your organization's hiring requirements.
What is the Candidate Snapshot?
The Snapshot is a concise hiring-manager note: relevant experience, supporting evidence, and points to confirm. You can copy it for a message to the hiring manager or keep it for your recruiting work.
Example of a useful handoff
Illustrative, fictional example: “The resume describes six years in technical recruiting, including sourcing and hiring-manager partnership. Confirm requisition volume, hiring outcomes and ownership of ATS reporting during the pre-screen.”
The Snapshot should not turn an unverified resume claim into a verified fact. Read it before sharing.
How is the one-page resume summary different?
The Role-Focused Resume Summary is a downloadable one-page PDF that reorganizes relevant experience, skills and education from the supplied resume around the role. It gives the hiring manager a short resume view alongside the Snapshot.
What the PDF includes and leaves out
Every paid credit includes this PDF. It summarizes supplied experience; it should not invent qualifications, employment dates or achievements. The confirmed candidate name is added locally in your browser to the PDF and filename. Choose an anonymous download to omit it from both. Contact details are omitted. Verify the summary against the original resume before using it.
A three- or four-page resume contains more detail than a one-page summary can retain. Use the original document when you need the full employment history.
Which option includes each output?
One free credit includes the Candidate Score and Snapshot. A $12 single credit adds the one-page resume PDF. The $18 option also includes the Pre-Screen Guide. The $49 monthly plan adds 30 guide-enabled credits after each successful payment. Unused paid credits roll over without an expiration date, including after cancellation.
Checking several resumes for one job
Current monthly subscribers can add up to 10 resumes in the multiple-candidate workspace. Add the JD once, with optional hiring-manager intake notes. Review each redacted resume and one shared scorecard before starting. Scores and snapshots appear as each candidate finishes, in upload order. Every successful candidate score uses one credit. Generate included resume PDFs and Pre-Screen Guides when needed; supply your required screening questions for each guide. Export results before leaving the tab. After the subscription ends, unused paid credits remain available for individual checks.
Are candidate documents saved to an account?
No candidate name, email, phone number, resume, job description or analysis result is saved in our database or your account. The resume file is parsed in your browser. Review the redaction before analysis: redacted text, the JD and supplied notes are processed through our server and Anthropic. Provider processing follows their applicable terms. Recruiter account and billing records are stored separately.
Published by Paul Alfred LLC · Updated October 20, 2026. Examples are fictional.