Build a candidate brief with a source for every claim
You have a resume, maybe a portfolio or an approved public profile, and a job’s requirements. You need an internal candidate brief that a hiring manager can read in two minutes, and that you can defend line by line.
Most candidate summary templates are built to persuade. A typical client-facing profile has a recruiter impression, relevant skills, reference notes, compensation expectations, availability and a recap (Top Echelon’s template is a good example). That format is useful, but it has no place to say where each statement came from or what is still unknown.
This guide adds those columns. The output is a brief where every claim cites a source, missing evidence is visible, and the recruiter reviews everything before it is shared.
What goes in, what stays out
Inputs
- The job requirements, split into separate lines (must-have and nice-to-have).
- The candidate’s supplied resume and any documents they sent you.
- Public profiles only where your process and the candidate allow you to use them.
- Your own screening notes, marked as recruiter notes.
Out of scope
- Ranking or scoring people. The brief records evidence against requirements. Comparing candidates is a human decision.
- Sensitive traits. Do not ask the model to infer or note age, health, ethnicity, religion, family status or similar characteristics, and remove them if they appear.
- Automated LinkedIn collection. LinkedIn does not permit third-party software, “including crawlers, bots, browser plug-ins, or browser extensions that scrape, modify the appearance of, or automate activity on LinkedIn’s website,” and says members who break this risk account restriction. If a LinkedIn profile matters, read it yourself and copy the relevant facts into your notes with the date.
The template
Each requirement gets one row. Four columns do the work:
| Requirement | Documented fact | Source | Open question |
|---|---|---|---|
| What the role needs | What the material actually says, close to the original wording | File name plus section or line, or URL and date viewed | What is missing, unclear or needs confirming |
Below the table, add three short sections:
- Not found in supplied material — requirements with no evidence at all.
- Conflicts — places where two sources disagree (dates, titles, employers).
- Recruiter notes — your own observations, clearly labelled as yours.
Illustrative example
This example is fictional. The candidate, employers and files are invented to show the format.
Role: Senior Data Analyst. Candidate: “Jordan Rivera” (fictional). Sources: rivera_resume.pdf, rivera_portfolio.pdf.
| Requirement | Documented fact | Source | Open question |
|---|---|---|---|
| 4+ years in analytics | ”Data Analyst, Northfield Logistics, 2021–present”; “Junior Analyst, Crestway Retail, 2019–2021” | rivera_resume.pdf, Experience | Resume gives years only; confirm months to check the total |
| Advanced SQL | ”Built weekly SQL reporting pipeline for 12 regional managers” | rivera_resume.pdf, Northfield bullet 2 | Level of SQL (window functions, optimization) not stated |
| Dashboard tool experience (Tableau or Looker) | “Tableau dashboards for inventory forecasting” | rivera_portfolio.pdf, p. 3 | No Looker mentioned |
| Stakeholder presentations | Not found | — | Ask in screen: examples of presenting to non-technical teams |
| Work authorization | Not found | — | Confirm through your standard process |
Not found in supplied material: stakeholder presentations, work authorization. Conflicts: Resume lists Crestway end date as 2021; portfolio case study says “2020 project at Crestway, my final year there.” Confirm. Recruiter notes: (empty until the recruiter adds them)
Notice what the brief does not say: “strong candidate,” “great culture fit,” or any score. Those judgements belong to the people making the decision.
The manual method
You can build this brief with no AI at all:
- Paste the requirements into the first column, one per row.
- Read the resume once, copying exact phrases into the fact column with their location.
- Repeat for each additional document.
- Fill empty rows with “Not found” and write the question you would ask.
- List conflicts and date gaps.
For a single candidate this is fine. It gets slow when you are handling many resumes against the same role, which is where a reusable prompt helps.
A reusable prompt
Use this with any assistant, or save it as a Dassi workflow (below). Replace the bracketed parts.
You are preparing an internal recruiter brief. Use ONLY the documents I provide.
Role requirements:
[paste requirements, one per line]
Sources:
[list file names or pasted text, each labelled]
Build a table with columns: Requirement | Documented fact | Source | Open question.
Rules:
- One row per requirement.
- Quote or closely paraphrase the source. Do not add facts that are not in the sources.
- Cite the source file and section, page or line for every fact.
- If there is no evidence, write "Not found" and suggest a neutral question to ask.
- Do not rank, score or recommend the candidate.
- Do not infer or mention age, health, ethnicity, religion, family status,
or other sensitive characteristics, even if they appear in the sources.
After the table, add:
1. Not found in supplied material
2. Conflicts between sources (quote both)
3. Recruiter notes: leave empty.Check it before anyone else sees it
The brief is only useful if every row holds up. Before sharing:
- Open each cited source and confirm the fact is there, in that location, with that meaning.
- Look for rows where the “fact” is actually an interpretation (“experienced leader”) rather than what the source says.
- Confirm every requirement has a row, and every empty one says “Not found.”
- Check dates against each other; add any mismatches to Conflicts.
- Delete anything that touches a sensitive characteristic.
- Confirm no ranking or recommendation crept in.
- Add your own recruiter notes last, labelled as yours.
If a claim can’t be traced, remove it or move it to Open question.
Where Dassi fits
Dassi is an AI browser agent that runs as an extension in the Chrome, Edge or Brave you already use, with the model you choose (Claude, GPT, Gemini and others, via your own key or Dassi’s included credits).
For this job, the relevant pieces are:
- File references. Under Settings > References you can add a file or folder, and Dassi can read text files, PDFs and other documents. The docs don’t list every supported format; if a resume is DOCX, test it or export to PDF first. Dassi can’t read files outside the reference root or references that aren’t pinned to the current conversation.
- Saved workflows. Teach the brief once with the prompt above, save it, and use Run now for each new candidate. Each workflow keeps a run history. Scheduling exists but a candidate brief is an on-demand task, so you likely won’t need it.
- Your own review. Dassi produces the draft. You still run the checklist.
About candidate data: Dassi runs in your browser, but that doesn’t mean the content stays on your machine. File and page content is sent to the AI provider you configure, and managed-credit requests go through Dassi’s relay. Each provider has its own data policy. Resumes contain personal data, so start with a fictional record, and only use real candidate files where your organization and the candidate have authorized that processing.
For a broader look at what an extension-based agent can read, see What a Chrome Extension AI Agent Can and Can’t See.
Next step
Create one fictional candidate (or use an authorized record), add the resume under References, and run the prompt above. Then walk through the checklist and see whether every row traces back to its source.
Install Dassi from the Chrome Web Store — new accounts get 7 days of free credits, no card required.