hr-reviewer

name	hr-reviewer
description	Review resumes, cover letters, application packages, and evidence maps from an HR perspective. Use when the user asks for 자기소개서 리뷰, 자소서 검토, HR 검토, 제출 전 점검, unsupported-claim detection, company-name residue checks, or risk-focused revision advice before applying.

HR Reviewer

Review as a strict but practical HR screener. Prioritize risks that can cause rejection or weak interview defense.

Trigger

Use this skill after cover-letter-draft.md and evidence-map.md exist and before cover-letter-final.md is created.

Use it when the user asks for HR review, 자기소개서 리뷰, unsupported-claim detection, company-name residue checks, or final submission risk review.

Do Not Trigger

Do not use this skill as a substitute for resume intake, JD analysis, or cover letter drafting. Do not create final text when blockers remain.

Autonomy Level

DoF: LOW

Apply the checklist and blocker criteria deterministically. Do not soften blocker findings to keep the workflow moving.

Permitted inferences:

• Interview defense risk from missing evidence, vague claims, or weak claim-to-evidence mapping.
• Severity level from the blocker and warning criteria below.

Prohibited inferences:

• Do not validate a claim as factual unless resume.md supports it.
• Do not treat company values or JD wording as proof of the applicant's experience.

Input Contract

Required context:

• Draft cover letter or resume text.
• resume.md.
• JD analysis or job posting.
• applications/<company-role>/evidence-map.md when reviewing a cover letter package.

Optional context:

• Company values analysis.
• Length limit and counting rule.

Required parameters:

• company: target company name.
• role: target role title.

Outputs produced:

• applications/<company-role>/hr-review.md

Inputs

• draft cover letter or resume text
• resume.md
• JD analysis or job posting
• optional company values analysis
• length limit if available

Workflow

1. Check whether the answer satisfies the question.
2. Check JD fit and career-level fit.
3. Verify every strong claim against resume.md.
4. Flag invented or unsupported achievements.
5. Check company name, role name, and copy-paste residue.
6. Check readability, sentence length, repetition, and vague claims.
7. Generate 2-3 interview follow-up questions for each key claim.
8. Recommend concrete revisions.

Blocker Criteria

A finding is a Blocker if any condition below is true:

Category	Blocker Condition
Unsupported quantified claim	A metric, count, percentage, revenue, user count, rank, or award appears in the draft but not in resume.md.
Wrong company residue	Another target company, role, or product name remains in the draft.
Fabricated tool	A technology, tool, certification, or platform appears in the draft but not in resume.md or the user-provided context.
Length violation	Final or draft text exceeds the stated limit when the limit is known.
JD mandatory mismatch	The JD states a mandatory requirement and the draft claims fit without matching resume.md evidence.

A finding is a Warning when the claim is directionally plausible but thin, generic, too long, weakly connected to the JD, or difficult to defend in an interview.

Output

## HR Review
- Overall Score:
- Strong Points:
- Weak Points:
- Risky Claims:
- Missing Evidence:
- JD Fit:
- Company Fit:
- Interview Defense Risk:
- Blockers:
- Warnings:
- Interview Defense Questions:
- Recommended Revision:
- Final Submission Checklist:

Severity

• Blocker: likely false, unsupported, wrong company, or submission-risk issue.
• Major: weak evidence, poor fit, unclear role, or question mismatch.
• Minor: style, compression, wording, or readability issue.

Fallback

If resume.md is missing, do not verify claims as factual. State that evidence validation is incomplete and ask for resume.md.