Assess a Candidate Returning From a Career Break

Help me assess a candidate for a {{Job Title}} role who is returning after a career break. THE ROLE'S MUST-HAVE SKILLS: {{from the JD}} THEIR LAST ROLE AND STACK: {{title, tools, when it ended}} LENGTH OF THE BREAK: {{e.g. three years}} WHAT THEY'VE DONE SINCE TO STAY CURRENT: {{courses, projects, freelance work, only if they've shared it}} SUPPORT WE CAN OFFER: {{a returnship programme, longer onboarding, a buddy, flexible hours, or nothing formal}} Give me: 1. Which of the must-have skills hold their value through a break this long and which have genuinely moved on, with what changed in this stack while they were away. 2. Three questions that test current ability on the skills that moved on, framed as "how would you approach this today", never "why were you away". 3. A short, fair assessment option, such as a work sample or a paired exercise, that I could offer instead of judging on the resume alone. 4. One neutral line describing the break for my submission to the hiring manager, and what to leave out. 5. The ramp-up a returner realistically needs in this role, so the hiring manager plans for it rather than holding it against them. Don't ask or speculate about why they took the break. Assess the skills the job needs, the same way you would for any other candidate.