Think of qualifications as a "checklist"
Qualifications are the primary tool you have to clearly articulate what you are looking for in a candidate. Each qualification is an "instruction" telling Hiring Assistant what to look for.
The key is making sure you're instructing Hiring Assistant to look for the same things you would when evaluating a candidate.
Be clear, concrete, and actionable
Write qualifications as if you’re guiding a junior sourcer — not just describing an ideal candidate.
- ✅ Use measurable, observable traits (“3–5 years in B2B SaaS account management”).
- ❌ Avoid vague or evaluative language (“strong communicator,” “solid technical background”).
Hiring Assistant performs best when each qualification reads like a search instruction, not an opinion. If a qualification is vague, the system will make broader inferences, which can lead to results feeling off-target.
Focus on what matters most
Keep to 4–6 qualifications that reflect the core differentiators for success. Start with the qualifications that are truly required for someone to perform the job well.
- ✅ Highlight experience, scope, tools, outcomes.
- ❌ Avoid laundry lists of skills and boolean keywords.
Avoid setting overly rigid thresholds on preferred qualifications that could unintentionally filter out strong candidates who meet your core requirements.
Specify level and context
Mention scope, industry, environment, or company type to sharpen Hiring Assistant’s search.
- ✅ “5–8 years in enterprise software marketing within high-growth SaaS environments.”
- ❌ “Marketing experience in tech.”
Context helps the model distinguish seniority and relevance.
Use present or recent-tense phrasing
Consider recency — phrasing like “currently working in…” or “in the past 2 years…” improves match accuracy.
- ✅ “Currently working in Azure services, including security and hybrid cloud.”
- ❌ “Has worked in security.”
Avoid redundancy and overlap
Each qualification should introduce a unique search signal.
- ✅ One qualification per skill, tool, or experience area.
- ❌ Don’t repeat variations of the same skill (“Experienced in data analysis” + “Strong analytical skills”).
Use exclusion intentionally
Negative qualifiers (“not focused on…”) are powerful but should be used sparingly and specifically.
- ✅ “Currently an individual contributor, not managing a team.”
- ❌ “Not junior” — too ambiguous.
Broad or unclear exclusions can unintentionally filter out qualified candidates or create unintended constraints. Be precise about what you want, not just what you do not want.
Include qualifications that may not appear in the job description
You can include implicit hiring criteria — such as company pedigree, tenure, or demonstrated career growth — as part of your qualifications.
- ✅ "Currently working at [A company], [B company], or [C company].”
- ✅ “Has been promoted within the past 2–3 years in a quota-carrying role.”
Treat qualifications as dynamic
Hiring Assistant will not change behavior unless your qualifications change. The most effective users refine qualifications based on the candidates they see.
- If results feel too broad, increase specificity around scope, years, environment, or responsibilities.
- If results feel too narrow, remove non-critical qualifiers or lower thresholds on preferred criteria.
- If seniority is misaligned, adjust years of experience or clarify level language.
- If candidates seem close but not quite right, revisit how you’ve described the day-to-day work and required capabilities.
Archiving and highlighting aren’t optional — they reinforce what is working. Iteration is expected, especially early in the workflow or for nuanced roles.
