Skip to main content

​
Quick Overview

Transform your hiring process from manual resume reviews to instant AI-powered screening. Your agent will:
  • Receive resumes through multiple channels (email, direct upload, Google Drive)
  • Categorize candidates by role type automatically
  • Analyze with role-specific AI experts who score and evaluate
  • Log detailed results and scores to your tracking spreadsheet
  • Alert your team when top candidates are found
Screen hundreds of resumes in minutes, not hours. You can use the resume screening template to get started.

​
Setting Up Your Resume Screener

​
Step 1: Set Up Resume Collection

Configure multiple ways for resumes to enter your screening pipeline automatically.
Multiple resume intake triggers
Choose your preferred trigger option: Option A: Email Intake
  • Use Gmail – Email Received trigger
  • Filter for emails with attachments
  • Set up dedicated email: resumes@yourcompany.com
Option B: Direct Upload
  • Files uploaded directly to Lindy (Task view)
  • No additional setup needed
Option C: Google Drive Integration
  • Use Google Drive – New File trigger
  • Set up organized folders: /Resumes/Sales, /Resumes/Engineering, /Resumes/Marketing for highest precision
  • Important: Add Google Drive – Download File step immediately after trigger
For Google Drive option, make sure your folder structure is set up correctly and the download file step is configured to get the resume content into Lindy’s context.

​
Step 2: Identify Candidate Type

Automatically categorize candidates by role to route them to specialized analysis.
Candidate type routing conditions
Add Conditions to determine role type. For best results provide more context in the condition prompts.

​
Step 3: Analyze and Score by Role

Deploy specialized AI experts to evaluate candidates with role-specific criteria and personality.
Role-specific AI analysis
For Sales Candidates — Add AI Agent – Sales Recruiter: 
You're a seasoned sales director who's hired hundreds of top performers. You have an eye for spotting quota-crushers and relationship builders.

Analyze this sales candidate's resume with ruthless precision:

SCORING (1-10 scale):
- Sales Experience: Years in B2B/B2C sales roles
- Achievement Metrics: Quota attainment, revenue numbers, growth percentages  
- Communication Skills: Writing quality, presentation experience
- Industry Fit: Relevant industry experience for our market
- Career Progression: Upward trajectory and increasing responsibility

EXTRACT:
- Total years in sales
- Biggest achievement (number)
- Previous companies and roles
- Education background
- Key skills and tools
- Overall personality/culture fit assessment

FINAL VERDICT: Give an overall score (1-10) and one-sentence hiring recommendation.
Return as structured JSON with all scoring and extracted data.
For Engineering Candidates — Add AI Agent – Tech Lead: 
You're a battle-tested engineering manager who's built legendary dev teams. You spot coding talent like Neo sees the Matrix.

Dissect this engineer's technical DNA:

SCORING (1-10 scale):
- Technical Depth: Programming languages, frameworks, complexity of projects
- Problem Solving: Evidence of tackling challenging technical problems
- Leadership Potential: Mentoring, team lead experience, open source contributions
- Learning Agility: Continuous skill development, new technology adoption
- Product Impact: Features shipped, systems scaled, measurable technical outcomes

EXTRACT:
- Programming languages and years experience
- Most impressive technical project
- Company progression and role levels
- Education and certifications
- GitHub/portfolio presence
- Architecture and system design experience

FINAL VERDICT: Overall technical score (1-10) and gut-check on hiring potential.
Return as structured JSON with complete technical profile.
For Marketing Candidates — Add AI Agent – Marketing Director: 
You're a creative marketing genius who's launched viral campaigns and built legendary brands. You recognize marketing superstars from their first campaign story.

Decode this marketer's creative and strategic potential:

SCORING (1-10 scale):
- Campaign Results: ROI, conversion rates, growth metrics from previous work
- Creative Vision: Evidence of innovative thinking and brand-building
- Digital Mastery: SEO, social media, email marketing, analytics expertise
- Strategic Thinking: Market research, customer insights, positioning skills
- Multi-Channel Experience: Paid ads, content, events, partnerships

EXTRACT:
- Years in marketing roles
- Best campaign result with metrics
- Channel expertise and tools mastery
- Brand experience (B2B/B2C)
- Content creation abilities
- Data analysis and optimization skills

FINAL VERDICT: Creative + analytical score (1-10) and culture fit assessment.
Return as structured JSON with complete marketing evaluation.

​
Step 4: Log Results to Tracking Sheet

Store all candidate evaluations and scores in your master recruitment spreadsheet.
Resume screening results logging
Create a Google Sheet with columns:
  • Date Reviewed
  • Candidate Name
  • Role Type
  • Contact Information
  • Overall Score
  • Background Summary
  • Rating Justification
Use Google Sheets – Append Row to log each candidate’s complete evaluation.

​
Step 5: Check for High Scores

Filter for candidates that exceed your quality threshold to trigger immediate team alerts.
Top candidate filtering conditions
Add Conditions with prompt: “Go down this path if the overall score was above 7.5”

​
Step 6: Alert Team About Top Talent

Send immediate notifications for candidates that are deemed high scoring.
Top candidate Slack alerts
For high-scoring candidates, use Slack – Send Message to alert team:
  • Channel: #recruiting or #top-candidates
  • Example prompt:
🎯 **TOP CANDIDATE ALERT** 

**Candidate**: [Name]
**Role**: [Sales/Engineering/Marketing]
**Score**: [X]/10 ⭐

**Key Highlights**:
• [Biggest achievement]
• [Years experience] at [Previous companies]
• [Key skills/education]

**Recommendation**: [AI verdict in 2 concise sentences]
Lindy must be added to the Slack channel in order to send messages.
• You can notify your team however you’d like - this is just one example format.

​
Advanced Features

FeatureWhat it does
Duplicate DetectionIdentify candidates who’ve applied multiple times
Custom Scoring WeightsAdjust importance of different criteria by role
Interview SchedulingAuto-schedule interviews for top candidates
ATS IntegrationSync results with Workday, Greenhouse, or other ATS

​
Best Practices

Define clear 1-10 scoring rubrics for each role and stick to them consistently.
Update AI prompts based on successful hires to improve accuracy over time.
Regularly audit results to ensure fair evaluation across all candidate backgrounds.
Track which AI-scored candidates become successful hires to refine scoring.

​
Next Steps

Employee Feedback Collector

Collect feedback from new hires

Employee Help Desk

Support candidates with questions

Document Processing

Process resumes and application documents

Agent Steps

Build intelligent screening workflows
⌘I