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The ability to quickly and accurately rate the ability of software engineers after reading a résumé and conducting a relatively brief screening (as compared to full interviews) is very useful for those of us who recruit technologists. This skill is one of the elements that separates great recruiters from the rest, and it is admittedly not an exact science. As an experienced recruiter, I often work with candidates that I have represented in the past, so I will have the benefit of historical data to assess how strong a candidate’s skills are and how well he/she will perform. This data typically will include feedback from past job interviews, referrals from other engineers, discretionary ‘word on the street’ reference checks, and knowledge of a candidate’s job history.