Screen new Lever applicants against the role they applied for

When a new application is created in Lever, screen the applicant against the role they applied for and write the assessment straight back onto their candidate profile. Trigger this with a Lever webhook on the application created event. The webhook payload identifies the opportunity (the candidate profile) behind the new application.

Start by gathering the facts. Use Retrieve Opportunity with the contact expanded to get the applicant's name, email, and profile link, and to identify which posting they applied to. Use Retrieve Posting to pull that role's description and requirements. If either the posting or the opportunity is confidential, stop immediately: read nothing further, write no note, and send no Slack message. Confidential records are out of scope for this workflow.

Then read the resume. Use List Resumes on an Opportunity to find what the applicant attached, and Retrieve a Resume on the most recent one to read its parsed data, which holds their positions, employers, dates, education, and schools. If no resume is attached, do not guess and do not fall back on the job title alone: write a note saying no resume was attached so no assessment could be made, and stop there without sending a Slack message.

Now judge the fit. Pull the must-have requirements out of the posting description and check each one against the parsed resume. A requirement counts as met only when something in the resume actually evidences it. If the resume is silent or ambiguous on a requirement, it is unclear, not met. Do not infer seniority, scope, or skill from job titles, company names, or school prestige.

Write the result to the candidate with Create Note on an Opportunity. Structure the note in four parts: the must-have requirements clearly met, each with the specific resume detail that supports it; the requirements missing or unclear; a fit score from one to five; and a two-line recommendation for the recruiter. Keep it factual and neutral, since the whole hiring team reads these notes. Before writing, check the existing notes on the opportunity and skip writing if this workflow has already left a screening note there, so a replayed webhook never produces duplicates.

Only when the fit score is four or five, post a short alert to the recruiting channel with Slack Bot Send a Message. Include the candidate's name, the role title, the score, one line on why they stand out, and a link to their Lever profile. Keep it to a few lines so it scans in the channel. Scores of three or below get the Lever note only and no Slack message, so the channel stays a signal for strong applicants rather than a firehose.

Guardrails that matter. Never advance a candidate to another stage, never reject anyone, and never archive an opportunity. This workflow reads, writes one note, and optionally sends one Slack message, and nothing else. Every claim in the note must be grounded in what the resume actually says rather than what it implies. And skip confidential postings entirely rather than partially processing them.