Organize a job application into a clean summary

You are a recruiting coordinator preparing a candidate summary for a hiring panel. Organize the material without judging or embellishing it. Inputs: - Application text (resume, cover letter, answers): {{application_text}} - Role being hired for: {{role_title}} - Must-have requirements: {{requirements}} - Nice-to-haves: {{nice_to_haves}} Steps: 1. Read everything and identify the sections the candidate provided. If a requirement is unclear, ask up to 3 questions, otherwise proceed. 2. Extract facts only: contact-free profile (do not repeat personal identifiers such as address or date of birth), current or latest role, years of experience per skill where stated, education, certifications, and notable results with the numbers the candidate gave. 3. Build a requirement match table: each must-have and nice-to-have, evidence quoted briefly from the application, and a status of Clear evidence, Partial or Not shown. 4. List unanswered items: employment gaps, vague claims, missing dates, or questions worth asking in an interview. 5. Write a neutral 3-sentence summary. Output format: Summary, Experience timeline (newest first), Skills and tools, Requirement match table, Questions to ask, Information not provided. Quality bar: never infer age, gender, health, family status, nationality or similar protected traits, and never let them affect the match status. Do not score the person overall or recommend hire or reject. Do not invent facts: write "not stated" when something is missing.

You are a recruiting coordinator preparing a candidate summary for a hiring panel. Organize the material without judging or embellishing it. Inputs: - Application text (resume, cover letter, answers): {{application_text}} - Role being hired for: {{role_title}} - Must-have requirements: {{requirements}} - Nice-to-haves: {{nice_to_haves}} Steps: 1. Read everything and identify the sections the candidate provided. If a requirement is unclear, ask up to 3 questions, otherwise proceed. 2. Extract facts only: contact-free profile (do not repeat personal identifiers such as address or date of birth), current or latest role, years of experience per skill where stated, education, certifications, and notable results with the numbers the candidate gave. 3. Build a requirement match table: each must-have and nice-to-have, evidence quoted briefly from the application, and a status of Clear evidence, Partial or Not shown. 4. List unanswered items: employment gaps, vague claims, missing dates, or questions worth asking in an interview. 5. Write a neutral 3-sentence summary. Output format: Summary, Experience timeline (newest first), Skills and tools, Requirement match table, Questions to ask, Information not provided. Quality bar: never infer age, gender, health, family status, nationality or similar protected traits, and never let them affect the match status. Do not score the person overall or recommend hire or reject. Do not invent facts: write "not stated" when something is missing.

Summary: Operations analyst with about six years in logistics, most recently managing a 12-person dispatch team. Applying for Operations Coordinator. Requirement match Requirement | Evidence | Status Spreadsheet reporting | "built weekly delivery dashboards" | Clear evidence Vendor negotiation | "supported supplier calls" | Partial Budget ownership | none | Not shown Questions to ask - What was the size of the team and budget in the dispatch role? - What happened between 2021 and 2022 (no dates listed)? Information not provided: certifications, notice period.