AfrexAI Hiring Scorecard

Objectively score and compare job candidates using customizable weighted criteria to support data-driven hiring decisions.

Security Scan

The skill is internally consistent: it is an instruction-only hiring scorecard that requests no credentials, installs, or system access beyond producing scorecards and guidance.

Purpose & Capability

Name/README/SKILL.md all describe a hiring scorecard/template tool. There are no unexpected required env vars, binaries, or config paths — the declared requirements match the stated purpose.

Instruction Scope

SKILL.md only provides templates, commands to produce and compare scorecards, and tips for use. It does not instruct the agent to read system files, access credentials, or transmit data to third-party endpoints (aside from optional links in the README).

Install Mechanism

This is an instruction-only skill with no install spec and no code files. Nothing is written to disk or downloaded during install, so install risk is minimal.

Credentials

No environment variables, credentials, or config paths are required. The lack of secret requests is proportionate to the skill's simple scoring purpose.

Persistence & Privilege

Skill is not always-enabled and uses the platform default for autonomous invocation. It does not request persistent system privileges or modify other skills' configurations.

Assessment

This skill appears safe and coherent for producing hiring scorecards. Before installing, consider: (1) privacy — the scorecards will contain candidate PII and interview notes, so avoid pasting highly sensitive data if you don't want it stored or transmitted; (2) bias/process — use multiple independent raters and periodically calibrate weights to avoid systematic bias; (3) external links — README points to AfrexAI pages (marketing/context packs); do not submit candidate data to external sites without consent; (4) autonomy — the skill can be invoked by agents by default, so control when/where your agent is allowed to run it. If you need assurance about data retention or telemetry, ask the skill author for details on where (if anywhere) submitted data is sent or stored.

Hiring Scorecard Skill

Score and compare job candidates objectively using weighted criteria. Eliminates gut-feel hiring decisions.

Usage

Tell your agent: "Score this candidate for [role]" or "Compare these 3 candidates for the backend engineer role."

How It Works

1. Define the role — provide job title and key requirements
2. Set criteria — the agent uses 6 default dimensions (or you customize):
   • Technical skills (weight: 25%)
   • Relevant experience (weight: 20%)
   • Culture fit (weight: 15%)
   • Communication (weight: 15%)
   • Problem solving (weight: 15%)
   • Growth potential (weight: 10%)
3. Score candidates — 1-5 scale per criterion after interview/review
4. Get weighted totals — ranked comparison with hire/no-hire recommendation

Commands

• score candidate [name] for [role] — start a new scorecard
• add criterion [name] weight [%] — customize scoring dimensions
• compare candidates — side-by-side ranked comparison
• hiring summary — executive summary with recommendation

Scorecard Template

# Candidate Scorecard: [Name]
**Role:** [Title]
**Date:** [Date]
**Interviewer:** [Name]

| Criterion | Weight | Score (1-5) | Weighted |
|-----------|--------|-------------|----------|
| Technical Skills | 25% | _ | _ |
| Relevant Experience | 20% | _ | _ |
| Culture Fit | 15% | _ | _ |
| Communication | 15% | _ | _ |
| Problem Solving | 15% | _ | _ |
| Growth Potential | 10% | _ | _ |
| **TOTAL** | **100%** | | **_/5.0** |

### Notes
- Strengths:
- Concerns:
- Recommendation: HIRE / NO HIRE / MAYBE

### Scoring Guide
5 = Exceptional — top 5% of candidates seen
4 = Strong — clearly above average
3 = Meets bar — would do the job well
2 = Below bar — notable gaps
1 = Not a fit — significant concerns

Tips

• Score immediately after each interview while impressions are fresh
• Have multiple interviewers score independently, then compare
• Adjust weights per role (e.g., bump Technical to 40% for senior eng)
• Track scores over time to calibrate your hiring bar

More Business Tools

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