| name | comparejobs |
| description | Compare assessment files across application folders under applications_root |
| disable-model-invocation | true |
Configuration
Read .jobops/config.json. If missing, stop with:
JOBOPS NOT CONFIGURED
Run /jobops:setup to initialize your workspace.
Use config.directories.<key> for all file paths in this skill.
Use config.preferences.cultural_profile if this skill generates resume-style content.
Use config.preferences.default_jurisdiction if this skill has jurisdiction-sensitive logic (crisis/legal skills accept --jurisdiction=<ISO-3166-2> to override).
Your Task
Compare 2-4 assessment files produced by /assessjob (one per application folder under {config.directories.applications_root}) — or ideal-role archetype files produced by /idealjob — to analyze candidate performance across different roles, identify patterns, and provide strategic hiring recommendations.
Each {{ARGn}} is either:
- an application slug (
{Company}_{Role}_{Date}) — the skill loads {applications_root}/{{ARGn}}/assessment/assessment.md, or
- a direct file path — any argument containing
/ or ending in .md is read as-is (e.g., {career_analysis}/idealjob_{YYYYMMDD}_anchor.md). /idealjob archetype files carry assessjob-compatible score keys (overall_score: <XX/200>, normalized_score: <XX%>) and compare like any assessment. Their synthetic: true front matter MUST be called out in the report (label the column/row "synthetic benchmark") so an ideal-role benchmark is never mistaken for a real application.
WORKFLOW ARCHITECTURE
Phase 1 (Parallel batch): Load all 2-4 assessment files simultaneously
Phase 2 (Sequential): Extract and normalize scoring data
Phase 3 (Sequential): Perform comparative analysis + strategic insights
Phase 4 (Sequential): Generate report → Save
Dependency Rules:
- All assessment file reads are INDEPENDENT - load in single parallel batch
- Extraction can begin as soon as all files are loaded
- Analysis and report are sequential cognitive work
PROGRESS TRACKING (MANDATORY)
Before starting any work, create all tasks for user visibility:
| # | Task Subject | activeForm |
|---|
| 1 | Load assessment files | Loading assessment files |
| 2 | Extract and normalize scoring data | Extracting and normalizing scoring data |
| 3 | Perform comparative analysis | Performing comparative analysis across assessments |
| 4 | Generate strategic insights | Generating strategic insights and recommendations |
| 5 | Create comparison report | Creating comprehensive comparison report |
| 6 | Save comparison report | Saving comparison report |
Task Update Rules:
- Mark each task
in_progress BEFORE starting work on it
- Mark each task
completed AFTER finishing it
YAML FRONT MATTER
Prepend the comparison output with:
---
assessments:
- {{ARG1}}
- {{ARG2}}
generated_by: /comparejobs
generated_on: <ISO8601 timestamp>
output_type: assessment_comparison
status: draft
version: 1.0
---
Replace the placeholder comment with the additional assessment filenames you compare. Insert before the report heading and update on reruns.
PHASE 1: LOAD INPUTS (Parallel batch)
Task: Mark task 1 in_progress.
Read ALL assessment files in a single parallel batch using multiple Read tool calls. Resolve each {{ARGn}} first:
- If
{{ARGn}} contains / or ends in .md, read it directly as a file path (e.g., an /idealjob archetype file).
- Otherwise read
{config.directories.applications_root}/{{ARGn}}/assessment/assessment.md.
Load {{ARG1}} and {{ARG2}} always; {{ARG3}} and {{ARG4}} if provided.
CRITICAL: Use parallel Read tool calls for all files in a single message. Do NOT read them sequentially.
Task: Mark task 1 completed.
PHASE 2: EXTRACT DATA
Task: Mark task 2 in_progress.
Extract key information from each assessment:
- Candidate Information: Name, role applied for, company
- Front Matter Keys:
overall_score (XX/200), normalized_score (XX%), role_variant (Technical IC | People Manager | Executive), and synthetic if present
- Scoring Breakdown: Per-category raw points, variant-adjusted maximum, and percentage for the five rubric categories (Skills Inventory, Experience Relevance, Demonstrated Impact, Credentials, Fit & Readiness). Read these from the assessment body's category scoring sections — front matter carries only the overall score. If a category's numbers are absent from the body, mark its cells
not reported; never invent them.
- Strengths & Gaps: Key strengths and areas of concern
- Hiring Recommendations: Final recommendations and rationale
- Assessment Date: When evaluation was conducted
Legacy inputs: if an assessment carries a bare 0–100 overall_score (no /200 suffix), treat that value as its normalized percentage and compare it at the overall level only — its category cells in the report read N/A (legacy scale).
Task: Mark task 2 completed.
PHASE 3: COMPARATIVE ANALYSIS
3.1 Score Comparison
Task: Mark task 3 in_progress.
Conduct multi-dimensional comparison across:
Score Comparison
- Overall scores and rankings
- Category-wise performance patterns
- Consistency across different role requirements
- Score distribution and variance analysis
Role Suitability Analysis
- Best-fit roles based on skill alignment
- Transferable skills across positions
- Role-specific strengths and limitations
- Growth trajectory implications
Competitive Positioning
- Relative candidate strengths
- Market positioning against role requirements
- Differentiation factors
- Risk/reward profiles
Pattern Recognition
- Consistent performance areas
- Recurring gaps or concerns
- Cultural fit trends
- Experience leverage opportunities
Task: Mark task 3 completed.
3.2 Strategic Insights
Task: Mark task 4 in_progress.
Analyze deeper implications:
- Career Trajectory: How roles complement candidate's progression
- Skill Development: Areas for professional growth
- Market Positioning: How candidate compares across different markets/roles
- Strategic Recommendations: Optimal role selection and negotiation insights
Task: Mark task 4 completed.
PHASE 4: REPORT AND SAVE
4.1 Create Comprehensive Comparison Report
Task: Mark task 5 in_progress.
# Job Assessment Comparison Report
**Analysis Date:** [Date]
**Assessments Compared:** [Number] assessments across [Number] roles/companies
## Executive Summary
[2-3 sentence overview highlighting key findings and strategic recommendations]
## Assessment Overview
| Assessment | Role | Company | Variant | Overall Score | Recommendation | Date |
|------------|------|---------|---------|---------------|-----------------|------|
| {{ARG1}} | [Role] | [Company] | [Variant] | [XXX]/200 ([XX%]) | [Recommendation] | [Date] |
| {{ARG2}} | [Role] | [Company] | [Variant] | [XXX]/200 ([XX%]) | [Recommendation] | [Date] |
| {{ARG3}} | [Role] | [Company] | [Variant] | [XXX]/200 ([XX%]) | [Recommendation] | [Date] |
| {{ARG4}} | [Role] | [Company] | [Variant] | [XXX]/200 ([XX%]) | [Recommendation] | [Date] |
For any input whose front matter has `synthetic: true`, append ` (synthetic benchmark)` to its Company cell in this table and prefix its name with `Synthetic:` everywhere it appears in the report.
## Detailed Score Comparison
### Overall Performance Rankings
Rank by `normalized_score` — the percentage is the cross-assessment comparison basis; raw points are context.
1. **[Highest Scoring Role]**: [XXX]/200 ([XX%]) - [Company] - [Brief rationale]
2. **[Second Highest]**: [XXX]/200 ([XX%]) - [Company] - [Brief rationale]
3. **[Third]**: [XXX]/200 ([XX%]) - [Company] - [Brief rationale]
4. **[Lowest]**: [XXX]/200 ([XX%]) - [Company] - [Brief rationale]
### Category Performance Analysis
Category maxima vary by role variant (e.g., Skills Inventory is /60 for a Technical IC assessment but /40 for People Manager), so **compare on percentages, not raw points**. `[Max]` is each assessment's variant-adjusted category maximum from its rubric. For legacy 0–100 inputs, every category cell reads `N/A (legacy scale)`.
#### 1. Skills Inventory
| Role/Company | Points | Variant Max | % | Analysis |
|--------------|--------|-------------|---|----------|
| [Role 1] | [X] | [Max] | [XX%] | [Strength/Gap summary] |
| [Role 2] | [X] | [Max] | [XX%] | [Strength/Gap summary] |
[Consistent technical strengths across roles]
[Skills gaps that appear across multiple assessments]
[Role-specific technical advantages]
| Role/Company | Points | Variant Max | % | Analysis |
|--------------|--------|-------------|---|----------|
| [Role 1] | [X] | [Max] | [XX%] | [Experience alignment] |
| [Role 2] | [X] | [Max] | [XX%] | [Experience alignment] |
[Best experience matches and why]
[Experience transfer opportunities]
| Role/Company | Points | Variant Max | % | Analysis |
|--------------|--------|-------------|---|----------|
| [Role 1] | [X] | [Max] | [XX%] | [Impact evidence] |
| [Role 2] | [X] | [Max] | [XX%] | [Impact evidence] |
| Role/Company | Points | Variant Max | % | Analysis |
|--------------|--------|-------------|---|----------|
| [Role 1] | [X] | [Max] | [XX%] | [Credential match] |
| [Role 2] | [X] | [Max] | [XX%] | [Credential match] |
| Role/Company | Points | Variant Max | % | Analysis |
|--------------|--------|-------------|---|----------|
| [Role 1] | [X] | [Max] | [XX%] | [Fit assessment] |
| [Role 2] | [X] | [Max] | [XX%] | [Fit assessment] |
[Strength 1]: Evidence from [X] assessments
[Strength 2]: Consistent high scoring in [category]
[Strength 3]: Competitive advantage
[Gap 1]: Identified in [X] assessments, requiring [development approach]
[Gap 2]: Could limit success in [specific contexts]
: [Detailed reasoning]
: [X] percentage points above the average normalized score
: [High/Medium/Low] with rationale
: [Why second choice]
: [What candidate gives up vs. top choice]
: [Strong/Moderate/Weak]
: [Unique value propositions]
[Focus Area 1]: [Why important across roles]
[Focus Area 2]: [Validation needed]
: [Specific areas]
: [Strongest areas]
: [Address concerns]
: [Role/Company] - [Reasoning]
: [Role/Company] - [Reasoning]
: [Role/Company] - [Reasoning]
: [Role]
: [Insights]
: [Role/situation]
: [Approaches]
[Specific action]
[Interview preparation focus]
[Research or networking]
[Skill development]
[Experience building]
[Strategic role progression]
[Professional development]
[Detailed table showing all scores across the five rubric categories — points, variant max, and percentage per assessment]
[Cross-reference of major claims/achievements across assessments]
Task: Mark task 5 completed.
4.2 Save Comparison Report
Task: Mark task 6 in_progress.
Save the comparative analysis to: {config.directories.career_analysis}/comparison_{YYYYMMDD}_{slug}.md, where {slug} is built from the companies being compared, lowercased and joined with _vs_ (e.g., google_vs_meta, or google_vs_meta_vs_amazon for 3+). For an input with no company (e.g., an /idealjob archetype), use its input filename stem instead (e.g., google_vs_idealjob_20260604_anchor).
Task: Mark task 6 completed.
Usage Guidelines
When to Use This Command
- Candidate is applying to multiple roles simultaneously
- Need to prioritize multiple opportunities
- Strategic career planning and role selection
- Comparative analysis for negotiation positioning
- Understanding transferable skills across roles
- Identifying consistent patterns in assessments
Best Practices
- Minimum 2 assessments: Ensure meaningful comparison
- Recent assessments: Use assessments from similar time periods
- Diverse roles: Compare different role types/companies for insights
- Complete analysis: Don't skip sections - full analysis provides best insights
- Evidence-based: Reference specific scores and evidence from assessments
- Strategic focus: Emphasize actionable insights and recommendations
Limitations
- Comparisons only as good as underlying assessment quality
- Cultural fit may vary significantly by company even for similar roles
- Market conditions may change between assessment dates
- Candidate preferences and priorities not captured in assessments
Example Usage
claude /comparejobs JLL_VP_Office_Leasing_2025-09-25 Canerector_Vice_President_Real_Estate_2025-09-26
claude /comparejobs JLL_VP_Office_Leasing_2025-09-25 Career_Analysis/idealjob_20260604_anchor.md
(Each argument is either an application slug under {config.directories.applications_root} or a direct assessment-file path — see Your Task.)
