Write a phone screen script for a role

Write a phone screen script for the {{role}} role, for {{screener}} to use on first-round calls of {{call_length}}, so that every candidate gets the same questions and is judged on the same must-haves. The notes from these calls go to {{hiring_manager}}, who decides who moves on.

The job description or intake notes:
"""
{{job_details}}
"""

Must-have criteria agreed with the hiring manager: {{must_haves}}
Practical facts candidates usually ask about (pay range, location, schedule, process and timeline):
"""
{{practical_facts}}
"""

Use these headings:
1. Opening, under 80 words to read aloud: who you are, how long the call takes, and what happens after it.
2. The role in 30 seconds: what the job is for and what a normal week involves, from the job details only.
3. Questions: 6 to 8, each tied to one must-have, with what a clear answer would include and one neutral follow-up. For example, the form of one question: "Tell me about the last time you [task from the must-haves]. What part did you do yourself?" Follow-up: "What would you do differently next time?"
4. Practical checks: start date, location or travel, whether they can work where the job is based (in wording your HR team approves), and pay expectations where the law allows the question. Never ask about pay history, which many places ban.
5. Their questions: answers to the five most likely ones, from the practical facts.
6. Close: what happens next and by when.
7. Note sheet: a table with the columns Must-have, Evidence heard (their words), Not covered.

A good script lets two different screeners run the same call and come back with notes the hiring manager can compare. Ask only about the job: no questions about age, family, health, religion, nationality or anything else unrelated to the work, because they are unfair and in many places unlawful. Do not include a score or a pass or fail line; the note sheet records evidence, and the decision stays with {{hiring_manager}}.

If the must-haves are vague, such as "strong communicator", rewrite each one as something a candidate can show and mark it "[agree with the hiring manager]". If a practical fact candidates will ask about is missing, write "[not yet known]" rather than guessing an answer.