Screen every new Recruitee candidate before a recruiter opens it

When a new candidate is created in Recruitee, I want an AI screening brief written back into the candidate record before a recruiter ever opens it. Trigger this workflow from a Recruitee webhook on the candidate created event.

Start by calling Get Candidate with the candidate ID from the webhook payload to pull the full profile, including CV URLs and any custom fields captured on the application form. Then work out which offer the candidate applied to and call Get Public Company Offer for that role, so you have the actual job description and requirements to score against rather than a generic idea of the job. Read the CV from the URL on the profile.

Write a structured screening note onto the candidate with Create Note. The note should cover exactly three concrete strengths, each tied to something specific in this person's background rather than generic praise; three gaps measured against the requirements listed on the offer, naming the requirement each gap relates to; and two suggested interview questions tailored to this specific person and this specific role. Keep it short enough that a recruiter can read the whole thing in under a minute.

Then apply a triage tag with Update Candidate, using a fixed vocabulary of exactly strong-match, worth-a-look, or needs-review. Never invent a new tag value outside those three. Preserve any tags already on the candidate rather than replacing them.

Finally, post a short summary to the hiring channel using the Slack Bot Send a Message operation, with the candidate name, the role they applied for, and the triage tag you assigned. One or two lines is plenty, since the full brief lives on the candidate record in Recruitee.

This workflow is advisory only. Never auto-reject a candidate, never disqualify anyone, never move a candidate out of the pipeline, and never change their stage. The note and the tag are inputs to a human decision and nothing more. If the CV is missing, unreadable, or the link fails to load, say so plainly in the note and tag the candidate needs-review instead of guessing at their background from a name and email address alone. Do the same if the offer has no meaningful requirements to score against: state that the comparison could not be made rather than inventing criteria.