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Screen candidates for household help
Screen candidates for household help. Sort applicants against criteria you set, schedule the calls, and make the hiring decision yourself.
What you can get
Reaches your accounts Creates or changes things in accounts you connect, with your approval.
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It does
- Reads applications you share
- Schedules calls in your calendar with applicants you approve
- Sends decline messages you approved
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It stops and asks
- Before screening: set the criteria, all about the job.
- Before calls: choose who to call from the short list.
- Before declines: approve the message; before hiring, check references yourself.
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You approve
- Your choice of who is called
- Your approval of every decline
- The hiring decision stays with you
Derived from this task's own brief and steps, not from the source.
- Define the roleStops for your approval
Duties, hours, pay and job-related criteria.
- Screen against criteria
Every applicant, same criteria, a reason for each.
- Choose and scheduleStops for your approval
You pick who to call; calls go into your calendar.
- Decline and decideStops for your approval
Declines approved by you; checks and hiring yours.
Editorial, not from the source
Works when
- You have more applicants than you can read carefully.
- The role and criteria are clear and job-related.
- You want scheduling and declines handled, but will choose yourself.
Does not work when
- You want the agent to decide who is hired.
- You need background checks; those go through proper services.
- You have not decided what the job actually is.
Screen candidates for household help: review template
| Applicant | Against the criteria | Your decision |
|---|---|---|
| [Name] | [Essentials met, with reasons] | [Call / decline] |
| [Call] | [Date and time in your calendar] | [Booked] |
| [Decline] | [Message you approved] | [Sent] |
The source case
On X, @thisiskp_ lists what Instinct did over a few weeks, including screening 9 applicants for a hire for their home, scheduling the calls and sending the declines. The post does not say what the role was, what the screening was based on, who was hired or what the declines said. It is one line in a longer list. Checked on 2026-09-24. It is an individual report, not evidence of what will happen for the reader.
A public report by someone outside this library. Not independently reproduced here.
From the source
Source excerpt
Screened 9 applicants for a hire for our home, scheduled the calls, sent the declines.
Quoted from the original posts. Not written by this guide, and not a result produced here.
Suggested prompt
Bring Role description with duties, hours and pay, Applications, Your criteria, essential and preferred. Acts Reads applications you share. Schedules calls in your calendar with applicants you approve. Sends decline messages you approved. Source community report, checked 2026-09-24.
Written by this guide as a starting point, not quoted from the source. Your edits stay in this browser.
Other ways to ask
Editorial rewrites of the brief above, for a different emphasis. Copy them separately.
What you need
Editorial, not from the source
You supply
- Role description with duties, hours and pay
- Applications
- Your criteria, essential and preferred
Connected
- Email for contacting applicants
- Calendar for calls
How to try it
Editorial, not from the source
- Write the role down: duties, hours, pay, start date and what is essential versus nice to have.
- Share the applications and ask for each to be summarised against those criteria, with the reason for a yes or no.
- Choose who to call yourself, then have the calls scheduled into your calendar.
- Approve the decline message before it goes to anyone.
- Do references, any checks required where you live, and the hiring decision yourself.
Write the job down first
@thisiskp_ reports that Instinct screened 9 applicants for a hire for their home, scheduled the calls and sent the declines. The role is not named, and neither is what the screening was based on. Screening is only as good as the criteria behind it, so the first job is yours: what the work is, the hours, the pay, the start date, and what is essential rather than preferred. A nanny, a cleaner and a household assistant need different things, and a vague brief will produce a short list that reflects guesses. Keep the criteria to the job itself: experience, availability, skills, distance if it matters for reliability. Rules on hiring household staff differ from place to place, and this page is not legal advice, so check what applies where you live.
A short list with reasons
Ask for every applicant to be summarised against the same criteria, with a plain reason for each yes or no. That lets you see whether a decision was made for a sound reason or on something that should not count. Read the reasons, not just the ranking. Two applicants who look alike on paper can be very different in a conversation, and a summary is not a good reason to drop someone. Choose who to call yourself. Scheduling is the part the report shows being handed off, and it is well suited to it: finding times, sending invitations, adding the calls to your calendar with each person's details. Keep the applications to the people who need them, since they hold personal information.
Declines and the decision stay yours
The report says the agent sent the declines. Approve the wording before any goes out: short, polite, clear that the role is filled or that the person was not selected, with no reason that could be read as unfair. If someone replies with a question, answer it yourself or approve the reply, because it is a conversation with a person about work in your home. References and any background or right-to-work checks required where you live go through proper channels, not an agent's search, and nothing in the report suggests any were done. The hiring decision, the offer and the terms are yours. A companion page covers booking a handyman for one-off jobs, where the same approval habits apply on a smaller scale.
Open Instinct to try it. That is the product's own site; this guide is not part of it.
Limits and confirmation points
- One line in one report. It does not show the criteria, the applicants or the result.
- An agent's screening reflects the criteria it is given. Use only criteria about the job, and check local rules on how household staff can be hired.
- Nothing here includes background, reference or right-to-work checks. Those are yours, through proper channels.
- Applications contain personal information. Keep it to the people who need it and delete it when you are done.
Editorial, not from the source
- Before screening: set the criteria, all about the job.
- Before calls: choose who to call from the short list.
- Before declines: approve the message; before hiring, check references yourself.
Editorial, not from the source
- The short list includes reasons that are not about the job
- Remove them and restate the criteria. Screening should rest on duties, hours, experience and availability.
- An applicant replies to a decline with questions
- Answer yourself, or approve the reply. It is a conversation with a person about work in your home.
- Two applicants look identical on paper
- Call both. A summary is not a reason to drop someone.
Common questions
Can an agent screen applicants for household help?
One user reports it screened 9 applicants, scheduled calls and sent declines. The post gives no detail on criteria or outcome, and this directory has not reproduced it.
Can it decide who to hire?
It should not. The short list, the calls and the hire are your decisions.
Does it run background checks?
Nothing in the report says so. Use proper services for any checks required where you live.
What criteria should I use?
Job-related ones: duties, hours, experience, availability and skills. Check local hiring rules; this page is not legal advice.
Will it send declines without asking?
Approve the wording first. Declines go to real people under your name.
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