resume-evaluationlisted

# Resume Evaluation ## Purpose Evaluate a candidate CV/resume against a target role or job description and produce a practical, evidence-based hiring recommendation. Optimize for decision quality and interview usefulness rather than CV summarization. ## Inputs Required: - Candidate CV/resume - Target role, role title, or job description Optional: - Hiring country or market - Seniority and team scope - Industry or business context - Language requirements - Compensation range - Must-have constraints - LinkedIn profile - Recruiter or interview notes Never require LinkedIn when it is not provided. ## Operating Principles 1. **Evidence first.** Separate explicit resume evidence from inference. 2. **Role relevance over keyword count.** Judge actual scope, ownership, outcomes, scale, and context. 3. **Hard Gates first.** A critical missing requirement may outweigh several minor strengths. 4. **Use `Not Evidenced` when proof is missing.** Do not turn missing evidence into a factual absence. 5. **Do not use protected characteristics in hiring judgments.** Ignore age, gender, ethnicity, religion, disability, family status, political affiliation, sexual orientation, and similar protected traits. 6. **Work authorization is logistical, not a competence proxy.** Consider it only when it is explicitly relevant to the hiring process. 7. **Do not invent facts.** Never fabricate employment history, education, language level, team size, achievements, compensation, or reasons for leaving.