resume-analyst

name	resume-analyst
description	Analyzes a person's resume (PDF) and produces a structured assessment covering sentiment, skills and experience inventory, strengths, weaknesses, notable achievements, recruiter questions, and recruiter concerns. Use when the user wants to evaluate, review, score, or get feedback on a resume or CV, or when the user asks what a recruiter might think about someone's profile.
compatibility	Requires Python and pdfplumber (via the read-pdf-document sub-skill)
metadata	{"author":"franck-boullier","version":"1.1"}

Resume Analyst

Produces a structured, multi-section assessment of a resume from a PDF file.

Prerequisite: check for the read-pdf-document skill

Before doing anything else, verify the read-pdf-document skill is available by checking whether the file ../read-pdf-document/SKILL.md exists relative to this skill's directory.

• If the file does not exist, stop immediately and return this error to the user:

  Error: The resume-analyst skill requires the read-pdf-document skill, which was not found. Please install the read-pdf-document skill in the same skills directory before running this skill again.

• If the file exists, read it and follow its instructions to extract the resume text.

Workflow

Task Progress:
- [ ] Step 0: Collect PDF input
- [ ] Step 1: Verify read-pdf-document skill is installed
- [ ] Step 2: Extract full text from the resume PDF
- [ ] Step 3: Analyse the extracted text
- [ ] Step 4: Produce the structured report

Step 0 — Collect PDF input

If the user has not already provided a PDF resume file, stop and ask:

"Please provide the resume PDF file you would like me to analyse."

Wait for the user to supply the file before proceeding to Step 1.

Step 1 — Verify dependency

Check for ../read-pdf-document/SKILL.md relative to this skill's location. Error out if missing (see above).

Step 2 — Extract resume text

Read the read-pdf-document skill and follow its instructions to extract all text from the supplied PDF file. That skill handles layout-preserving extraction and OCR fallback for scanned documents automatically.

If the extracted text is empty, stop and apply the edge-case guidance in the Edge Cases section below.

Step 3 — Analyse the resume

With the extracted text, perform the following analysis:

Section	What to assess
Sentiment	Overall tone (positive/neutral/negative), confidence level, assertiveness, professional register, use of action verbs vs passive language
Skills & Experience	Hard skills, soft skills, tools/technologies, years of experience per domain, industries/roles covered
Strengths	Areas where the candidate clearly excels or has strong evidence to back claims
Weaknesses	Gaps, vague claims, inconsistencies, missing information, potential red flags
Notable Achievements	Quantified results, awards, promotions, unique contributions that differentiate the candidate
Recruiter Questions	Questions a recruiter would likely probe during a screening call, based on gaps or interesting points
Recruiter Concerns	Concerns a recruiter might flag: gaps in employment, short tenures, missing skills for typical roles, etc.

Step 4 — Produce the report

Format the output using the template in references/OUTPUT-TEMPLATE.md.

Edge Cases

Scenario	How to handle
Empty or unreadable PDF (no text extracted after OCR fallback)	Stop immediately. Return: "No text could be extracted from the provided PDF. The file may be corrupted, password-protected, or contain only images without OCR support. Please provide a different file."
Very short resume (fewer than ~200 words of extracted text)	Proceed with analysis but add a note in the report header: "The extracted resume content is unusually sparse. Some sections may have limited findings."
Non-English resume	Add a note at the top of the report that the resume appears to be in a language other than English. If the content is intelligible, proceed. If not, ask the user whether to continue.

Guidelines

• Be specific: quote or paraphrase evidence from the resume to support every point.
• Be balanced: list both genuine strengths and real weaknesses — avoid being sycophantic.
• Keep each section focused: 3–7 bullet points per section is usually right; use more only when clearly warranted.
• For the Recruiter Questions section, phrase each item as a direct question a recruiter would say out loud.
• For the Recruiter Concerns section, phrase each item as a concern statement, not a question.
• If a section has nothing meaningful to report (e.g. no notable achievements found), say so explicitly — do not fabricate.