Purpose of the candidate brief
The candidate brief gives you everything needed to decide: should we talk?
It replaces the information you would typically gather in a first screening call:
- Who is this person?
- What is their background?
- Do they meet our requirements?
- Are they seriously interested?
With a good brief, you can skip first screens and move directly to meaningful conversations.
Brief sections explained
Basic profile
Name: The developer's full name as they use it professionally.
Profile photo: Their photo from daily.dev. Helps you recognize them in meetings.
Current role: Their job title and company. Shows where they work now.
Location: City/country. Important for timezone and relocation considerations.
Experience summary
Seniority level: Junior, Mid, Senior, Staff, Principal, Lead, etc.
This is based on their profile and signals, helping you quickly gauge fit for your role level.
Years of experience: Approximate total professional experience.
Relevant background: Key highlights from their career relevant to your role.
Tech stack
Technologies: Languages, frameworks, and tools they know.
Alignment: How their skills match your job requirements.
This section shows overlap with your tech stack. Green indicates strong matches; gaps are noted.
Screening question answers
Your questions: The exact questions you added to the job.
Their answers: What they wrote in response.
This is often the most valuable section. These are answers specific to your role, not generic profile information.
Example:
- Q: "Are you authorized to work in the US without sponsorship?"
- A: "Yes, I am a US citizen."
Engagement signals
Activity summary: High-level indicators of their interests and engagement.
Career direction: Signals about where they are heading professionally.
Note: We summarize signals rather than exposing raw data. This protects developer privacy while giving you useful context.
Additional information
CV/Resume: Link to their CV if they provided one (not always available).
Profile link: Link to their daily.dev profile for more context.
Last active: When they were last engaged on the platform.
How to use the brief
Quick qualification
Check these first:
- Screening answers (do they meet must-haves?)
- Seniority level (right experience level?)
- Location (works for your setup?)
If any are disqualifying, pass quickly.
Deeper evaluation
If basics check out:
- Review tech stack alignment
- Read their experience summary
- Consider engagement signals
- Look at their screening answers for quality and thought
Preparing for conversation
If you approve:
- Reference their screening answers in your call
- Note interesting experience to discuss
- Have specific questions based on their background
What is not in the brief
We do not include:
- Raw activity data (what articles they read)
- Salary expectations (unless they shared)
- Other companies they are talking to
- Private information from their profile
Requesting more information
If the brief is not enough:
- Before approval: You can pass and wait for other candidates
- After approval: Ask directly during your conversation
We do not share additional information before introduction.
Brief quality
Brief completeness depends on:
- What the developer shared in their profile
- How detailed their screening answers are
- How much activity history exists
Some briefs are more detailed than others. A shorter brief does not mean a worse candidate.
Troubleshooting
Brief seems incomplete?
- Some developers have minimal profiles
- Focus on screening answers they provided
- Ask for more context after introduction
Cannot see CV?
- Not all candidates provide CVs
- You can request one after introduction