| name | change-one-thing |
| description | Reflective career analysis exercise identifying one non-obvious career pivot point |
| disable-model-invocation | true |
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Reading Your Career History
@$1
The Time Travel Exercise
You can travel back in time to any point in your career and change only ONE thing. What's the single most impactful non-obvious change, at what specific moment, and why?
Scope & Constraints
EXCLUDE (too obvious):
- Simple salary negotiations at current employer
- Binary job acceptance/rejection without deeper analysis
- Tenure decisions without strategic context
- Credential timing without market positioning analysis
- Simple promotion pursuit decisions
RECONSIDER (may be non-obvious when analyzed deeply):
- Geographic/geopolitical positioning decisions (where you lived/worked)
- Industry/company moves if they represent inflection points
- Repatriation timing and destination choices
- Market timing decisions with compounding effects
INCLUDE (non-obvious, high-compounding):
- Skill development sequencing or parallel building choices
- Relationship cultivation patterns (mentors, sponsors, peers, adjacent domains)
- Platform/tool adoption timing (early personal vs. late enterprise adoption)
- Intellectual property distribution decisions (internal use vs. public amplification)
- Communication habits or visibility systems (writing, speaking, teaching cadence)
- Knowledge management infrastructure (documentation, frameworks, tooling)
- Cross-domain bridge building (adjacent industries, hybrid skill intersections)
- Side projects or optionality creation (consulting, teaching, open source, thought leadership)
- Learning meta-skills vs. domain skills (teaching ability, product sense, storytelling)
- Strategic positioning vs. tactical execution (brand, reputation, network effects)
Analysis Framework & Instructions
Critical Preliminary Step: User Interview
BEFORE conducting analysis, ASK THE USER these critical questions to avoid recommending infeasible or values-misaligned changes:
Internal Constraints Questions:
-
Relationship & Family Timeline:
- When did you meet your spouse/partner? Where?
- Do you have children? When were they born?
- Did any geographic move directly enable/prevent meeting your spouse?
- Did family obligations (aging parents, partner's career) influence any relocations?
-
Financial State at Key Decision Points:
- [Year of major decision] (if applicable): Savings/debt level? Could you afford major investments (property, business)?
- [Year of inflection point] (if applicable): Financial capacity for side projects? Risk tolerance?
- At each major decision point: Could you afford to fail financially?
-
Health & Energy History:
- Did you experience burnout at any point? When and why?
- Why did you REALLY leave [previous role/location]? (career or personal reasons?)
- Energy levels: Have you had sustained periods of high energy or low energy?
-
Information State at Decision Points:
- What did you NOT know at critical junctures that you know now?
- What surprised you about career outcomes (positive or negative)?
- If you could tell your past self ONE thing, what would create maximum value?
Optimization Target Questions:
-
Primary Life Goals - Rank by Importance (1-5):
-
Regret Minimization Frame - What would you regret MORE:
- Not making $1M-3M more in lifetime earnings?
- Not spending enough time with family/relationships?
- Not teaching/helping/mentoring more people?
- Not taking bold creative/entrepreneurial risks?
- Not building something meaningful beyond your job?
-
Tradeoff Tolerance - Would you accept:
- 10-20% less wealth for 30-50% more family time?
- 20-30% less stability for 50-100% more optionality/freedom?
- 30-40% less compensation for 2-3x more impact/legacy?
- Higher short-term effort (49-hour weeks) for long-term compounding gains?
-
Irreversibility Acceptance:
- If a recommendation means "you never meet your spouse" (butterfly effect), is that acceptable?
- If a recommendation requires relocating away from aging parents, is that acceptable?
- If a recommendation requires sacrificing 5 years of family time, is that acceptable?
Record user responses before proceeding. Analysis MUST align with stated values.
Phase 1: Comprehensive Pattern Recognition (16-Lens Analysis)
Organized into 4 analytical phases covering external patterns, internal constraints, temporal mechanics, and probabilistic outcomes.
PHASE 1A: EXTERNAL CAREER PATTERNS (Lenses 1-7)
For each lens below, provide specific evidence from the resume with dates, roles, projects, and outcomes. Identify patterns across the entire career arc, not isolated incidents.
1. Skill Trajectory Analysis
- Map skill acquisition timeline: What was learned when, and in what sequence?
- Identify serial vs. parallel skill development patterns
- Find skill combinations that created unique positioning or unlocked opportunities
- Detect "just-in-time" learning vs. "speculative investing" in capabilities
- Highlight skills that were built for employers vs. for personal optionality
- Note missing meta-skills despite demonstrated aptitude (teaching, product, systems design)
Critical question: What skill, learned 5+ years earlier or in parallel, would have created exponential rather than linear career value?
2. Network & Relationship Patterns
- Catalog evidence of mentorship given (downward) vs. sought (upward/sideways)
- Identify cross-industry or cross-functional relationship building (or absence)
- Examine professional association engagement depth vs. breadth
- Detect patterns of transactional vs. strategic network building
- Note bridge relationships to adjacent domains (tech, academia, media, consulting)
- Assess sponsor cultivation vs. peer/subordinate relationship investment
Critical question: What relationship-building system or habit, started at a credibility inflection point, would have created 10x more opportunity flow?
3. Technical Decision Points
- Identify technology adoption moments: Early adopter? Late adopter? Enterprise-only?
- Map platform choices that created lock-in or portability
- Detect tools/systems that became personal signature capabilities
- Find technology investments made reactively (job requirement) vs. proactively (curiosity/foresight)
- Examine build vs. buy decisions for frameworks, models, tools
- Note missed opportunities to open-source or productize technical work
Critical question: What technology, learned/adopted 2-3 years before it became mainstream, would have positioned you as "the expert" in that domain?
4. Learning & Growth Gaps
- Compare domain credentials obtained vs. meta-skill credentials not pursued
- Identify demonstrated capabilities (teaching, product design) without formal validation
- Find learning opportunities adjacent to roles that weren't pursued (e.g., UX, programming, executive education)
- Detect implicit expertise that was never formalized or certified
- Note teaching/training/speaking opportunities not taken despite educator aptitude
Critical question: What meta-credential or formalized expertise in an area of demonstrated strength would have unlocked a career tier-change?
5. Visibility & Communication
- Inventory intellectual property created: frameworks, models, research, whitepapers
- Map distribution scope: Internal only? One publication? Systematic amplification?
- Assess platform building: Speaking, writing, teaching, podcast, newsletter, blog, book
- Examine peer-reviewed publications vs. potential publication opportunities missed
- Detect exceptional work that remained invisible beyond immediate stakeholders
- Compare creation volume vs. distribution volume (high creation, low distribution = common pattern)
Critical question: What systematic content distribution system (not one-off publication), started at a credibility peak, would have created compound visibility and inbound opportunity flow?
6. Cross-Pollination Opportunities
- Identify inflection points where unique skill combinations created "acquirer-target profile"
- Map adjacent industries/roles that would have valued hybrid expertise (e.g., PropTech product, consulting)
- Detect moments of demonstrated innovation that could have bridged to new domains
- Find opportunities to package expertise as products, methodologies, or services
- Note platform/company pivot points where you could have joined the tools you mastered
Critical question: At what moment did you achieve a unique combination of [domain expertise + innovation + measurable outcomes] that would have made you attractive to adjacent high-value markets, and what positioning action would have signaled availability?
7. Geographic & Geopolitical Positioning
- Map complete geographic career arc with compensation, timing, and context
- Identify relocation decisions: Why that city/country? What alternatives existed?
- Analyze market timing: Moving to/from markets at inflection points
- Examine network effects: Where were the strongest relationship ecosystems?
- Assess real estate wealth creation opportunities by geography
- Compare actual path to alternative geographic scenarios (with evidence)
- Identify repatriation timing decisions and destination choices
Critical question: At what geographic inflection point (relocation, repatriation, or staying decision) did you optimize for short-term comfort/salary over long-term compounding (network, real estate equity, market positioning), and what would the alternative path have unlocked?
Analysis Requirements:
- Document ALL relocations with dates, compensation changes, and rationale
- Identify 2-3 year career gaps and their geographic context
- Map network strength by geography (where were your strongest connections?)
- Calculate real estate opportunity costs (could you have bought property? When? Appreciation?)
- Examine cultural/market fit (where did you perform best? Feel most aligned?)
- Consider geopolitical timing (market booms, crisis recoveries, regulatory changes)
PHASE 1B: INTERNAL CONSTRAINTS & CONTEXT (Lenses 8-10)
These lenses test the feasibility of potential recommendations based on personal circumstances.
8. Personal Life & Family Dynamics
Critical Pattern Recognition:
- Map relationship timeline: When did key relationships form? Where?
- Children timeline: When born? How did this affect time/energy/risk capacity?
- Partner career constraints: Did spouse's job limit your geographic mobility?
- Family obligations: Aging parents, caregiving responsibilities, health issues
- Life stage transitions: Single → relationship → marriage → children → empty nest
Evidence to Examine:
- Career gaps often coincide with relationship/family events
- Geographic moves often driven by relationship formation or family needs
- Compensation decisions may reflect family financial needs (kids, mortgage, tuition)
- Exit timing from roles may correlate with family milestones
Critical Question: Which career decisions were actually relationship/family decisions disguised as career decisions? (e.g., "returned to Toronto for better opportunities" = actually "returned for relationship")
Butterfly Effect Mapping:
- If you had stayed in [Location X], would you have met your spouse?
- If you had taken [Job Y], would your family situation be different?
- Which decisions are you happy you made regardless of career outcome because of personal life benefits?
9. Financial Capacity & Risk Tolerance Evolution
Capital Availability Analysis (Critical for feasibility testing):
Create table for each major decision point:
| Decision Point | Age | Savings/Assets | Debt | Risk Capacity | Risk Tolerance | Gap |
|---|
| [Major career transition] | [Age] | $[Amount] | $[Amount] | [High/Med/Low] | [High/Med/Low] | [Can afford to fail?] |
| [Career inflection point] | [Age] | $[Amount] | $[Amount] | [High/Med/Low] | [High/Med/Low] | [Can invest in side projects?] |
Risk Capacity vs. Risk Tolerance:
- Capacity: Objective financial ability to withstand loss (savings, job security, dependents)
- Tolerance: Subjective psychological comfort with uncertainty
- Gap: When tolerance > capacity = dangerous; when capacity > tolerance = missed opportunities
Financial Sophistication Timeline:
- When did you understand real estate as wealth creation?
- When did you understand equity compensation value?
- When did you understand platform/business building economics?
- Critical: Lack of knowledge at decision point makes certain moves impossible even if capital existed
Critical Questions:
- At each inflection point, did you have capital to execute wealth-building moves?
- Did you understand the mechanism (real estate equity, platform compounding, equity value)?
- Was risk tolerance constrained by life stage (kids, mortgage, family obligations)?
10. Health, Energy & Burnout Trajectory
Energy Capacity Analysis:
Map energy levels across career:
| Period | Role/Context | Energy Level (1-10) | Evidence | Burnout Risk |
|---|
| [Year range] | [Role/Location] | [Score] | [Working hours, stress, lifestyle] | [High/Med/Low] |
| [Year range] | [Gap/transition] | [Score] | [What was happening?] | [Recovery period?] |
Burnout Hypothesis Testing:
- Did you leave roles due to burnout rather than opportunity?
- Geographic moves: Escape burnout or pursue growth?
- Career gaps: Recovery periods or job search difficulty?
- Exit timing: Leaving at peak = possible burnout signal
Sustainable Effort Analysis:
- Platform building recommendation = 4 hours/week for 3-5 years
- Feasibility question: Given your life stage at decision point, was this sustainable?
- If you had young children 2015-2020, 4 hours/week might be impossible
- If you were burnt out 2010, "stay Singapore 2 more years" might = health breakdown
Critical Questions:
- What is your actual energy capacity at each life stage?
- Would recommended actions have caused burnout and failure at BOTH job and side project?
- Is there evidence of past burnout that should inform recommendations?
PHASE 1C: TEMPORAL MECHANICS (Lenses 11-13)
These lenses correct for hindsight bias and map irreversible consequences.
11. Information Asymmetry & Temporal Paradox
CRITICAL FRAMEWORK: Two Time-Travel Modes
Mode 1: Perfect Foresight (UNREALISTIC - Do NOT use)
- You go back knowing: Vancouver appreciates 190%, VTS IPOs 2021, PropTech 7x funding
- This is cheating - equivalent to "just buy Bitcoin at $1"
- Not useful for extracting strategic principles
Mode 2: Strategic Upgrade (REALISTIC - Use this)
- You go back with TODAY'S frameworks but ONLY information available THEN
- You understand platform building compounding, but don't know LinkedIn algorithm changes
- You understand real estate wealth creation, but don't know Vancouver will boom specifically
- You have better decision-making frameworks, not perfect prediction
Information State Analysis (for each decision point):
| Decision Point | What You Knew Then | What You Know Now | Knowable with Better Framework? |
|---|
| [Geographic choice] | [Limited info] | [Market appreciation %] | NO - unpredictable |
| [Geographic choice] | [Limited info] | Real estate = wealth creation | YES - learnable principle |
| [Platform opportunity] | [Limited info] | [Platform trend specifics] | MAYBE - observable trend |
| [Platform opportunity] | [Limited info] | Platform compounds exponentially | YES - learnable principle |
Hindsight Bias Correction:
- Remove recommendations that require predicting specific outcomes
- Keep recommendations that apply learnable frameworks to available information
- Example: "Buy property in supply-constrained market" (framework)
- Example: "Buy Vancouver specifically because it will 2x" (prediction)
Critical Questions:
- What was unknowable at the decision point even with better frameworks?
- What was learnable through frameworks that you lacked then?
- Which recommendations require prediction vs. framework application?
12. Butterfly Effects & Path Dependencies
Irreversible Fork Mapping:
For each major decision, map what becomes IMPOSSIBLE if alternative path chosen:
Example Structure:
DECISION: [Geographic move to Location A] [YEAR] (ACTUAL)
ENABLES:
- Meeting [spouse] in [Location A] [year]
- Children: [names, ages] - born in [Location A]
- [Professional network]: [Region/sector] connections
- [Employer opportunity] [year]
- [Key achievement] (company-specific success)
PRECLUDES:
- [Alternative region] network depth
- [Alternative location] property equity
- [Alternative employer] career path
- Different spouse/family if met someone in [Alternative location]
ALTERNATIVE: Stay [Location B] [YEAR RANGE]
ENABLES:
- [Regional] network (Nx larger)
- [Location B] property equity ($X-$Y)
- Regional speaking circuit
- Earlier [industry] exposure
PRECLUDES:
- Meeting [Location A] spouse (if geographic-dependent)
- Current children (different partner = different kids)
- [Company]-specific achievements
- [Home region] network depth
The Identity Question:
- Are we recommending a different life or same life, better optimized?
- If "Stay [Location]" = different spouse/kids, is that the same person?
- Would you trade current family for $[X]M more wealth?
Path Dependency Chain:
Map cascading dependencies:
- [Geographic decision] [Year] -> Meet spouse [Year+1] -> Married [Year+3] -> Kids [Year+5] ->
- Need family income -> Stay at [Employer] longer -> Delay career pivot ->
- Eventually leave [Year] -> [Next role] -> [Current role] [Year]
Critical Questions:
- Which decisions were one-way doors (can't undo)?
- Which achievements were path-dependent (only possible because of prior choices)?
- If you change the inflection point, what disappears from your life?
13. Irreversibility & Option Value Preservation
Decision Reversibility Classification:
| Decision Type | Examples | Reversibility | Option Value |
|---|
| Reversible | Platform building, consulting, speaking | High - can stop anytime | PRESERVES future options |
| Semi-reversible | Job changes, skill learning, certifications | Medium - career capital but network decay | NEUTRAL on options |
| Irreversible | Geographic moves, marriage, children, immigration | Low - can't undo life choices | CONSUMES options (but may be worth it) |
Option Value Calculation:
High Option Value Moves (preserve or create future choices):
- Platform building: Can pivot to consulting, teaching, products, speaking
- Consulting: Can return to employment or scale to firm
- Generic skills: Transferable across industries/geographies
- Geographic flexibility: Can relocate for opportunities
Low Option Value Moves (commit to specific path):
- Specialist expertise: Deep in narrow domain, hard to pivot
- Single employer long tenure: Network/skills may not transfer
- Geographic lock-in: Property ownership, family roots, school
The Option Premium:
- Sometimes LOWER expected value but HIGHER option value is better
- Example: Consulting at $175K (high options) vs. VP at $200K (golden handcuffs)
- Optionality has value even if you never exercise it (insurance)
Critical Questions:
- At each decision point, did you preserve or consume optionality?
- Were low-option moves worth it? (e.g., geographic lock-in for family)
- Should recommendations prioritize reversible experiments over irreversible commitments?
PHASE 1D: PROBABILISTIC OUTCOMES (Lenses 14-16)
These lenses separate skill from luck and model variance.
14. Luck Surface Area & Serendipity Manufacturing
The Luck Equation:
Luck = Preparation x Surface Area x Randomness
Surface Area Analysis:
| Activity | Surface Area Metric | Annual "At Bats" | Probability of "Lucky Break" |
|---|
| Platform building (25K followers) | 250 engaged readers/month | 3,000/year | ~5-10% (150-300 qualified leads) |
| Corporate job only | ~100 professional contacts | 5-10 new contacts/year | ~0.5-1% (1-2 opportunities) |
| Speaking circuit (20 gigs/year) | ~1,000 attendees | 20 events | ~10-20% (100-200 quality connections) |
Serendipity Mechanisms:
- Network Effects: More followers -> More engagement -> More inbound leads
- Credibility Cascade: Publication -> Speaking -> Book -> Media -> Consulting
- Platform Multiplier: One viral post -> 10x reach -> Quantum leap in opportunities
Geographic Serendipity:
- [Location A] [Year range]: Likely to meet [industry sector] founders/leaders
- [Location B] [Year range]: Likely to meet [professional network], attend industry events
- [Location C] [Year range]: Likely to meet [emerging sector], [cross-regional] bridge builders
The Manufactured Luck Hypothesis:
- Platform building doesn't guarantee specific outcomes
- But it increases probability of lucky breaks by 10-50x
- Success = skill x (many attempts) x (slightly higher probability each time)
Critical Questions:
- Which recommendations manufacture luck vs. rely on single lucky break?
- How many "at bats" does each path provide?
- Is variance friend (many attempts) or enemy (all-or-nothing bet)?
15. Values Hierarchy & Identity Evolution
Values Timeline Reconstruction:
| Age/Period | Life Stage | Likely Top Values | Evidence from Choices |
|---|
| [Age] ([Year]) | Young professional | Career, growth, money, adventure | [Geographic/role choice showing values] |
| [Age] ([Year]) | ??? | ??? | [Major decision] - WHY? |
| [Age] ([Year]) | Established mid-career | Expertise, achievement, security | [Career choice showing values] |
| [Age] ([Year]) | ??? | ??? | [Exit decision] - WHY? |
The Hidden Values Evidence:
Decisions reveal values better than words:
- Geographic moves -> What were you optimizing for?
- Exit timing -> What pushed you to leave despite success?
- Career gaps -> What were you prioritizing instead of career?
- Compensation tradeoffs -> What did you value more than money?
Identity Evolution:
[Early career period] Identity ([Major decision]):
- "Ambitious professional climbing ladder"
- "Experience seeker, risk-taker"
- Values: Career >> Family >> Stability
[Mid-career period] Identity ([Major transition]):
- "???" <- This is the mystery
- Possible: "Relationship prioritizer", "Burnt out professional", "Seeking change"
- Values: ??? >> Career (something outranked career)
[Later career period] Identity ([Major exit/pivot]):
- "???" <- Another mystery
- Possible: "Flexibility seeker", "Independent professional", "Portfolio career builder"
- Values: Autonomy/Flexibility >> Corporate compensation
The Identity-Recommendation Alignment:
| Recommendation | Required Identity | Your Demonstrated Identity | Alignment |
|---|
| "Stay [Location], maximize wealth" | "Career-first striver" | "???" (return decision suggests NOT this) | LOW |
| "Platform building [Year]" | "Teacher/educator" | [Teaching evidence from career] | [High/Med/Low] |
| "Geographic arbitrage [Year]" | "Flexibility-seeking professional" | [Consulting/independence evidence] | [High/Med/Low] |
Critical Questions:
- What do your ACTUAL decisions reveal about your core values?
- If recommendations conflict with demonstrated values, should we recommend differently or question the values?
- Has your identity evolved? (30-year-old you != 50-year-old you)
16. Market Timing & Skill vs. Luck Attribution
Success Decomposition Analysis:
For each major achievement, calculate:
Total Success = Skill Component x Timing Component x Luck Component
Example: [Major Career Achievement]
| Component | Contribution % | Replicable? | Evidence |
|---|
| Skill | [%] | YES | [Frameworks, systems, methodologies you developed] |
| Timing | [%] | NO | [Market boom/trend that was external to you] |
| Luck | [%] | NO | [Specific circumstances, management support, right place/time] |
Portability Test:
- Could you replicate [achievement metric] at different employer in different time period?
- Skill components: [YES/NO] (frameworks are/aren't portable)
- Timing components: [YES/NO] (market conditions were unique/replicable)
- Verdict: [Full/Partial/No] replicability (~[%] of results)
Timing Windows Analysis:
| Opportunity | Window Open | Window Closed | Duration | Did You Capture? |
|---|
| [Market opportunity 1] | [Year]-[Year] | [Year] | [Duration] | [Yes/No + context] |
| [Market opportunity 2] | [Year]-[Year] | [Year]+ | [Duration] | [Yes/No + context] |
| [Technology/platform window] | [Year]-[Year] | [Year]-[Year] | [Duration] | [Yes/No + context] |
| [Industry boom] | [Year]-[Year] | [Year]+ | [Duration] | [Yes/No + context] |
| [Content platform golden era] | [Year]-[Year] | [Year]+ | [Duration] | [Yes/No + context] |
The Timing Paradox:
- Some opportunities ONLY exist in specific windows
- Missing the window = can't recapture value later
- But: You can't know windows in advance (information asymmetry)
- Solution: Position for optionality so you can capitalize when windows appear
Critical Questions:
- Which successes were skill (replicable) vs. timing (unrepeatable)?
- Which missed opportunities were timing windows that are now closed?
- Which recommendations rely on timing that may not recur?
Phase 2: Multiple Change Recommendations
After completing the seven-lens analysis, synthesize findings into 2-4 CANDIDATE recommendations ranked by impact, then select the ultimate "one change."
Step 1: Generate Candidate Recommendations
Identify 3-5 distinct "one change" candidates from different lenses, optimized for different objectives:
Candidate A: Wealth Maximization
- Often geographic/positioning decision (e.g., "Stay in [high-growth market] [Year]")
- Optimization target: Maximum net worth at retirement
- Typical tradeoffs: Sacrifices family time, relationships, health, geographic flexibility
- Best for: Career-first strivers, single/no kids, high risk tolerance
Candidate B: Platform/Optionality Building
- Often visibility/communication decision (e.g., "Launch content system [Year]")
- Optimization target: Maximum future options + moderate wealth
- Typical tradeoffs: 5-10% working time for 3-5 years, public vulnerability
- Best for: Demonstrated teachers/educators, strong written communication
Candidate C: Career Satisfaction + Impact
- Often network/relationship or teaching decision (e.g., "Join [industry company] [Year]" or "University adjunct [Year]")
- Optimization target: Maximum fulfillment + recognition + legacy
- Typical tradeoffs: 20-40% less comp for 2-3x more impact
- Best for: Mid-career professionals seeking meaning over money
Candidate D: Life Balance Optimization
- Often geographic or flexibility decision (e.g., "Return [home city] [Year] + buy property")
- Optimization target: Maximum life satisfaction (family, health, balance)
- Typical tradeoffs: Lower wealth ceiling for higher quality of life floor
- Best for: Family-focused professionals, burnout recovery, geographic roots
Candidate E: Reversible Experiment
- Often skill/credential or side project (e.g., "Launch consulting practice [Year]")
- Optimization target: Low-risk option preservation
- Typical tradeoffs: Slower wealth accumulation but maximum flexibility
- Best for: Risk-averse, career transitions, maintaining employment
For each candidate, create summary table:
| Candidate | Change Description | Optimization Target | 10-Year Value Estimate | Feasibility (Constraints) | Alignment with User Values |
|---|
| A | [Specific change] | Wealth max | +$[Amount] | [High/Med/Low] | [High/Med/Low - based on user interview] |
| B | [Specific change] | Optionality | +$[Amount] + [Options] | [High/Med/Low] | [High/Med/Low] |
| C | [Specific change] | Impact/satisfaction | +[Intangible] | [High/Med/Low] | [High/Med/Low] |
| D | [Specific change] | Life balance | +[Quality of life] | [High/Med/Low] | [High/Med/Low] |
| E | [Specific change] | Risk minimization | +[Moderate returns] | [High/Med/Low] | [High/Med/Low] |
Step 2: Selection Criteria (Rank candidates by weighted importance)
- Compounding Duration (30%): Earlier changes with longer compounding windows score higher
- Non-Linearity (25%): Changes that create network effects, exponential growth, or step-function outcomes
- Leverage (20%): Maximum impact for minimal time/cost investment (high ROI)
- Specificity (15%): Concrete, actionable, implementable (not vague advice)
- Non-Obviousness (10%): Genuinely surprising; something 90%+ of people in the same situation wouldn't think to do
Step 3: Select the Ultimate "One Change" (Values-Aligned Selection)
Selection Method: Do NOT automatically pick highest $ value. Instead:
- Apply Feasibility Filter: Remove candidates with LOW feasibility (no capital, no energy, family conflict)
- Apply Values Filter: Rank remaining by alignment with user's stated optimization target (from interview)
- Apply Butterfly Effect Filter: Flag candidates that destroy what user values (e.g., "never meet spouse")
- Select top 1-2 candidates that pass all filters AND align with demonstrated values
Recommendation Philosophy:
- If user values life satisfaction > wealth, recommend Candidate D even if Candidate A has higher $
- If user would never sacrifice family, exclude any candidate requiring geographic separation
- If user has low risk tolerance, exclude high-variance all-or-nothing bets
Present finalist(s) with this framing:
RECOMMENDED: Candidate [X] - [Name]
Why this beats alternatives:
- Aligns with your stated priority: [User's #1 value]
- Feasible given constraints: [Capital/Energy/Family]
- Preserves what you value: [Family/Relationships/Health]
- Sacrifices: [What you give up - be honest]
- Expected outcome: [Quantified + intangible benefits]
Alternative to consider: Candidate [Y] - [Name]
- Offers: [Different tradeoff]
- Choose this if: [Conditions where it's better]
Then develop the selected recommendation fully using this structure:
Required Output Structure for Final Recommendation:
THE ONE CHANGE:
[One sentence: "At [SPECIFIC DATE/ROLE], you should have [SPECIFIC ACTION] by [SPECIFIC METHOD]"]
WHY THIS MOMENT:
- What credibility/capability convergence made this the optimal timing?
- What external market conditions created a window?
- Why earlier would be too soon, later would miss compounding?
- What specific career evidence proves readiness?
THE SUBTLE EXECUTION (Non-Obvious Elements):
- Not just WHAT, but exactly HOW (time commitment, sequence, milestones)
- Month-by-month breakdown for Year 1
- Year-by-year evolution for Years 2-5
- Specific platforms, forums, or channels (not generic "build a blog")
WHAT THIS UNLOCKS (Compounding Timeline):
- Years 1-2: [Immediate effects with evidence]
- Years 3-5: [Secondary network effects with evidence]
- Years 6-10: [Exponential/step-function outcomes with evidence]
- Quantified estimates where possible: [$X income delta, Y followers, Z speaking engagements, etc.]
WHY THIS IS NON-OBVIOUS:
- What makes this subtle rather than obvious?
- What percentage of time/effort required (should be <5-10% of working hours)?
- Why wouldn't a typical career advisor suggest this?
- What psychological barrier likely prevented this?
THE PSYCHOLOGICAL BARRIER:
- Based on career patterns, what mindset, belief, or assumption likely blocked this action?
- Provide specific evidence from career choices that reveal this barrier
- Not generic (e.g., "fear of failure"), but specific to this person's demonstrated patterns
- Identify the identity-level block (not just time management or awareness)
BUTTERFLY EFFECT ANALYSIS (What Becomes Impossible):
- Map what you would LOSE if this change had been made
- Specific relationships, experiences, achievements that wouldn't exist
- The Identity Question: Is this "same life, optimized" or "different life entirely"?
- Irreversibility Check: What one-way doors would this open/close?
- Honesty requirement: If this means "never meet your spouse," say it explicitly
ALTERNATIVE SCENARIOS (Runner-Up Recommendations):
- Briefly document the 2nd and 3rd ranked changes (with their optimization targets)
- Explain why they scored lower than the primary recommendation
- Note if they could be combined with the primary change for even greater impact
- Identify if any runner-ups are still fully actionable today (whereas the primary might be time-sensitive)
- Multi-optimization strategy: Can you execute multiple recommendations in sequence? (e.g., Platform 2015 + PropTech 2018)
WHAT YOU CAN STILL DO NOW ([CURRENT YEAR]):
- 5-7 specific actions that capture 60-80% of the value starting today
- Prioritized by quick wins vs. long-term investments
- Concrete next steps with timelines
- Include geographic arbitrage options if relevant (relocation, remote work, market timing)
Phase 3: Counterfactual Rigor
Address these validation questions with quantified evidence:
1. What DIDN'T happen because the current path was chosen?
Specific Opportunity Costs (create table format):
| Window (Years) | Opportunity Lost | Value Estimate | Evidence |
|---|
| Year X-Y | [Specific outcome] | $[Amount] or [Metric] | [Resume evidence] |
- Include: Compensation deltas, equity missed, network size, platform reach, credentials not obtained
- Be specific: Not "could have made more money" but "VP role at Company X ($250K) vs actual role ($180K) = $70K/year x 5 years = $350K"
- Document real estate opportunity costs if geographic decision
- Calculate compounding effects (e.g., followers, network contacts, speaking fees over time)
2. What second-order effects would this change have triggered?
Cascading Consequences (map the chain):
- First-order: Direct immediate outcome
- Second-order: What that outcome would have enabled (6-18 months later)
- Third-order: What the second-order outcomes would have unlocked (2-5 years later)
Example structure:
- First-order: Published article -> 5K LinkedIn followers
- Second-order: 5K followers -> Speaking invitations -> Conference network -> Book deal
- Third-order: Book -> University affiliation -> PhD students -> Research collaborations -> Tenure track offer
Key mechanisms to identify:
- Network effects (followers -> engagement -> leads -> revenue)
- Credibility cascades (publication -> speaking -> book -> media -> consulting)
- Geographic cascades (relocate -> buy property -> equity -> leverage for next move)
- Platform cascades (content -> audience -> products -> consulting -> full-time business)
3. What risks or downsides could this change have introduced?
Honest Risk Assessment (probability x impact):
| Risk Category | Probability | Impact | Mitigation | Net Assessment |
|---|
| [Risk name] | [High/Med/Low] | [High/Med/Low] | [How to reduce] | [Worth it? Y/N] |
Categories to examine:
- Professional: Employer backlash, IP disputes, pigeonholing, career limiting
- Personal: Burnout, relationship strain, time opportunity cost
- Financial: Income volatility, upfront investment, alternative uses of capital
- Psychological: Public criticism, imposter syndrome, identity conflict
- Geographic: Visa issues, cultural misfit, family separation, repatriation difficulty
Calculate risk-adjusted return:
- Expected value = (Probability of success x Upside) - (Probability of failure x Downside)
- Compare to "doing nothing" baseline
- Document which risks are real vs psychological
4. How does this change align with demonstrated strengths vs. require new capabilities?
Capability Audit (80/20 analysis):
LEVERAGE Existing Strengths (document with evidence):
| Required Capability | Career Evidence | Readiness Score (1-10) |
|---|
| [Skill/trait] | [Specific examples from resume] | [Score] |
NEW Capabilities Required (document learning curve):
| New Capability | Difficulty | Time to Acquire | Mitigations |
|---|
| [Skill/trait] | [High/Med/Low] | [Estimate] | [How to accelerate] |
The Critical Question:
- Is this 80% leverage, 20% learn (excellent fit) or 50/50 (risky) or 20% leverage, 80% learn (personality transplant required)?
- If requiring major personality change, is there a different recommendation that achieves 70% of the value with 90% existing capabilities?
Identity Alignment Check:
- Does this change require you to be a different person (hard) or do different actions with existing personality (easier)?
- What's the ONE fundamental identity shift required (if any)?
- Is this shift additive (add new dimension) or replacement (become someone else)?
Output Quality Standards
- Evidence-grounded: Every claim tied to specific resume data (dates, roles, outcomes)
- Quantified rigorously:
- Dollar amounts with ranges (conservative/moderate/aggressive scenarios)
- Timeframes with month/year specificity
- Percentages, multiples, and compound growth rates
- Network metrics (followers, connections, reach)
- Opportunity counts (speaking gigs, consulting clients, job offers)
- Actionable immediately: Reader could execute the "what you can still do now" section tomorrow
- Non-obvious and surprising: Something 90%+ of people in the same situation wouldn't think to do
- Psychologically astute: Demonstrates deep understanding of individual patterns, identity, and barriers
- Counterfactually rigorous: Addresses "what didn't happen" and "what risks existed" honestly
- Multiple scenarios considered: Not just one answer, but ranked alternatives with tradeoff analysis
Special Considerations
For International Careers:
- Always include Lens 7 (Geographic & Geopolitical) with depth
- Map compensation in both local currency AND home currency with exchange rates
- Document visa/immigration status and how it constrained choices
- Analyze real estate opportunity costs in each geography
- Consider repatriation timing and destination alternatives
For Careers with Gaps:
- Investigate WHY the gap exists (laid off? relocated? personal? sabbatical?)
- Gaps often reveal hidden inflection points or missed opportunities
- Document what was happening during the gap (job search? relocating? upskilling?)
For Careers with Demonstrated Teaching/Mentoring:
- Platform building recommendations are usually HIGH-leverage
- Teaching -> Content -> Audience -> Products is proven pattern
- Look for "implicit educator" who never formalized it
For Careers with Publications/IP:
- Distribution gap is common pattern (created IP, didn't amplify)
- Post-publication windows are critical (3-6 months to capitalize)
- One publication -> systematic platform is the missed opportunity
For Technical/Specialized Careers:
- Adjacent domain bridges (PropTech, consulting, education) often missed
- "User of tools" -> "Builder of tools" transition point
- Deep expertise -> teaching/productizing pattern
Final Output Format
Deliver analysis in this sequence:
PART 0: USER INTERVIEW RESULTS (Document responses)
- Internal constraints: Family/financial/health/energy state
- Optimization target: Ranked priorities (wealth/satisfaction/optionality/legacy/impact)
- Regret framing: What would they regret MORE
- Tradeoff tolerance: Specific acceptable tradeoffs
- Irreversibility acceptance: Butterfly effect boundaries
PART 1: EXECUTIVE SUMMARY (3-4 sentences)
- The ultimate "one change" recommendation headline
- Why it aligns with user's stated values (not just highest $)
- Estimated total value impact (quantified + intangible)
- Why this beats other alternatives given their priorities
PART 2: 16-LENS PATTERN ANALYSIS (Comprehensive evidence)
Organize by 4 phases:
Phase 1A: External Career Patterns (Lenses 1-7)
- Skill Trajectory, Network, Technical Decisions, Learning Gaps, Visibility, Cross-Pollination, Geographic
- Evidence tables with dates, roles, outcomes
- Critical insights from each lens
Phase 1B: Internal Constraints (Lenses 8-10)
- Personal Life & Family, Financial Capacity, Health & Energy
- Feasibility testing for each potential recommendation
- What is actually POSSIBLE given constraints
Phase 1C: Temporal Mechanics (Lenses 11-13)
- Information Asymmetry (what was unknowable), Butterfly Effects, Irreversibility
- Hindsight bias correction
- Path dependency mapping
Phase 1D: Probabilistic Outcomes (Lenses 14-16)
- Luck Surface Area, Values Evolution, Skill vs. Timing
- Variance modeling, not just expected value
- Success attribution decomposition
PART 3: CANDIDATE RECOMMENDATIONS (3-5 scenarios)
For each candidate (A-E), provide:
- Change description: Specific action, timing, method
- Optimization target: What this maximizes (wealth/optionality/impact/balance/risk-min)
- 10-year value estimate: Quantified with ranges (conservative/moderate/aggressive)
- Feasibility score: High/Med/Low (based on Lenses 8-10)
- Values alignment: High/Med/Low (based on user interview)
- Butterfly effects: What becomes impossible if this path chosen
- Key tradeoffs: What must be sacrificed
Scoring table:
| Candidate | Compounding (30%) | Non-Linearity (25%) | Leverage (20%) | Specificity (15%) | Non-Obvious (10%) | Total Score | Values Alignment |
|---|
| A | [Score] | [Score] | [Score] | [Score] | [Score] | [Total] | Low (conflicts with life satisfaction priority) |
| B | [Score] | [Score] | [Score] | [Score] | [Score] | [Total] | High (aligns with teaching aptitude) |
| C | [Score] | [Score] | [Score] | [Score] | [Score] | [Total] | Med (moderate fit) |
PART 4: THE ULTIMATE RECOMMENDATION (Deep dive on selected candidate)
Present with values-alignment framing:
RECOMMENDED: Candidate B - [Name]
Why this recommendation (not just highest score):
- Aligns with your #1 priority: [User's top value]
- Feasible given constraints: [Specific evidence]
- Preserves what matters: [Family/relationships/health]
- Honest tradeoffs: [What must be sacrificed]
- Expected outcomes: [Quantified + intangible]
Alternative considered: Candidate A - [Name]
- Higher $ value (+$2M more) but conflicts with your stated life satisfaction priority
- Only choose this if you're willing to sacrifice [specific butterfly effect]
Then provide full detailed structure:
- THE ONE CHANGE (one sentence)
- WHY THIS MOMENT (convergence of factors)
- THE SUBTLE EXECUTION (month-by-month Year 1, year-by-year thereafter)
- WHAT THIS UNLOCKS (compounding timeline with quantification)
- WHY THIS IS NON-OBVIOUS (surprising elements)
- THE PSYCHOLOGICAL BARRIER (identity-level block with evidence)
- BUTTERFLY EFFECT ANALYSIS (what becomes impossible)
- ALTERNATIVE SCENARIOS (runner-ups and combinations)
- WHAT YOU CAN STILL DO NOW (immediate actionable steps)
PART 5: COUNTERFACTUAL RIGOR (Validation with quantification)
5.1 Opportunity Costs (What Didn't Happen)
Table format with evidence:
| Window (Years) | Opportunity Lost | Value Estimate | Evidence from Resume | Feasibility Constraint |
|---|
| [Year]-[Year] | [Geographic] property equity | +$[Amount range] | [Left location Year, didn't return] | Unknown capital availability [Year] |
| [Year]-[Year] | Platform building | +$[Amount range] supplemental | [Publication/credential Year, no follow-up] | Unknown energy/family constraints |
| [Year]-[Year] | [Industry] equity opportunity | +$[Amount range] (est) | [Achievement/award Year, stayed at employer] | Risk tolerance? Family obligations? |
Total quantified opportunity cost: $[Conservative range] to $[Aggressive range]
5.2 Cascading Effects (Second & Third Order)
Map the chain with probability weights:
First-order: [Credential/Publication] ([Year]) -> [X] platform followers ([%] probability)
|
Second-order: [X] followers -> [N] speaking invitations ([%] probability)
|
Third-order: Speaking circuit -> Book deal ([%] probability)
|
Fourth-order: Book -> University adjunct ([%] probability | book exists)
|
Fifth-order: University -> [Outcome] -> [Outcome] ([%] probability | adjunct)
Expected value path: [%] x [%] x [%] x [%] x [%] = [%] probability of end state
Not all cascades are likely - model realistically
5.3 Risk Assessment (Honest downside analysis)
Probability x Impact table:
| Risk Category | Specific Risk | Probability | Impact if Occurs | Mitigation | Net Assessment |
|---|
| Professional | Employer backlash for platform | [%] | [High/Med/Low] (context) | Anonymize case studies | [Assessment] |
| Personal | Burnout from extended hours | [%] | High (fail at both job + side project) | Strict time-boxing, can pause | Monitor carefully |
| Financial | Side project fails, $[X] sunk cost | [%] | [High/Med/Low] ([%] of annual income) | Start lean, test demand first | [Assessment] |
| Family | Spouse/partner resentment | [%] | High (relationship strain) | Discuss upfront, set boundaries | Communication critical |
| Geographic | Miss spouse if stayed [Location] | [%]* | UNACCEPTABLE (different life) | N/A | VETO this option |
*If geographic move directly enabled meeting spouse
Risk-adjusted expected value:
Naive EV = $[Amount] ([recommendation type])
Risk-adjusted EV = $[Amount] x (1 - P(burnout x failure)) x (1 - P(relationship damage))
= $[Amount] x [probability] x [probability]
= $[Amount] risk-adjusted
[Still positive/negative], [%] [higher/lower] than naive estimate
5.4 Capability Alignment (80/20 analysis)
LEVERAGE Existing Strengths:
| Required Capability | Career Evidence | Readiness (1-10) | Comments |
|---|
| Technical writing | [Specific documents, publications, page counts] | [Score]/10 | [Assessment - proven through X] |
| Teaching | [Specific teaching/mentoring evidence, outcomes] | [Score]/10 | [Assessment - success metrics] |
| Framework creation | [Specific frameworks, tools, systems created] | [Score]/10 | [Assessment - adoption evidence] |
LEARN New Capabilities:
| New Capability | Difficulty | Time to Acquire | Mitigations | Comments |
|---|
| Public vulnerability | Moderate-High | 6-12 months (habit) | Start small, build confidence | Identity-level shift required |
| Consistent publishing | Moderate | 3-6 months (discipline) | Time-blocking, accountability | Needs system, not motivation |
| Self-promotion | Moderate | 6-12 months (reframe) | Position as "service" not "ego" | Conflicts with humility value |
The 80/20 Verdict:
- This is 80% leverage, 20% learn (excellent fit)
- Required capabilities align with demonstrated strengths
- New capabilities are skills (learnable) not personality (identity change)
- Identity shift: "Institutional contributor" -> "Public teacher" (additive, not replacement)
PART 6: WHAT YOU CAN STILL DO NOW (Actionable recovery plan)
Immediate Actions (This Week):
- [30-min win with expected outcome]
- [60-min win with expected outcome]
- [90-min win with expected outcome]
Short-term Plays (This Month):
4. [Action with 4-hour commitment]
5. [Action with 6-hour commitment]
Medium-term Plays (This Quarter):
6. [Action with timeline and milestones]
7. [Action with timeline and milestones]
Long-term Plays (6-18 months):
- Option A: [Path with characteristics and fit]
- Option B: [Alternative path with characteristics]
- Option C: [Hybrid combining multiple recommendations]
Geographic Arbitrage Options (if relevant):
- Current location: [Pros/cons]
- Alternative A: [Location + rationale + expected value delta]
- Alternative B: [Location + rationale + expected value delta]
Multi-Recommendation Integration:
- Can you execute multiple recommendations in sequence?
- Example: Platform [Year] (Years 1-3) -> Consulting scale-up [Year+2] (Years 4-5) -> Geographic arbitrage [Year+4]
- Cumulative value: Greater than any single recommendation
CRITICAL PHILOSOPHY: This Is NOT Generic Career Advice
This framework is designed to produce radically personalized recommendations that:
- Align with YOUR values, not maximize abstract metrics
- Test feasibility against real constraints (capital, energy, family)
- Correct for hindsight bias using "strategic upgrade mode" not "perfect foresight mode"
- Map butterfly effects honestly (what you'd lose, not just what you'd gain)
- Model variance and risk, not just expected value
- Separate skill from luck to identify replicable patterns
- Preserve what you value even if it means lower financial returns
Rejection Criteria:
A recommendation should be REJECTED if:
- Requires sacrificing relationships/family you value
- Needs capital/energy you didn't have at decision point
- Depends on predicting unknowable future events
- Creates butterfly effect destroying what you value most
- Conflicts with your demonstrated core values/identity
- Requires personality transplant vs. skill building
Success Criteria:
A recommendation is EXCELLENT if:
- You read it and think "I COULD have done that" (feasible)
- You read it and think "I SHOULD have done that" (regret-inducing)
- You read it and think "I WOULD have done that if I'd known this framework" (learnable)
- You can start executing the 2025 version THIS WEEK
- It feels non-obvious (surprising) but inevitable (obvious in hindsight)
- It aligns with who you ARE, not who you think you SHOULD BE
Note: This exercise isn't about regret--it's about extracting strategic patterns from your career history to inform high-leverage decisions going forward. The goal is to identify the 1% different choice that would have created 10x different outcomes through compounding effects over time.
The analysis should be:
- Rigorous enough to change behavior (not generic platitudes)
- Specific enough to execute immediately (actionable this week)
- Honest enough to be painful (surfaces real tradeoffs and sacrifices)
- Values-aligned enough to be motivating (not just "make more money")
- Probabilistic enough to be realistic (models variance and risk, not just best-case)
- Evidence-grounded enough to be credible (every claim tied to resume data)
OUTPUT DELIVERY INSTRUCTIONS
CRITICAL: You MUST save the analysis to a single file in the following format:
File Output Structure
Primary Output File: {config.directories.career_analysis}/change_one_thing_{YYYYMMDD}.md
Consolidate the full analysis (Parts 0 through 6) into this one timestamped file, in the order described below. Do not split into multiple part files.
Section ordering within the single output file:
- PART 0: User Interview Results (if conducted)
- PART 1: Executive Summary (brief version, 3-4 sentences)
- PART 2: PHASE 1A - External Career Patterns (Lenses 1-7)
- Skill Trajectory Analysis
- Network & Relationship Patterns
- Technical Decision Points
- Learning & Growth Gaps
- Visibility & Communication
- Cross-Pollination Opportunities
- Geographic & Geopolitical Positioning
- PART 2 (continued): PHASE 1B - Internal Constraints (Lenses 8-10)
- Personal Life & Family Dynamics
- Financial Capacity & Risk Tolerance Evolution
- Health, Energy & Burnout Trajectory
- PART 2 (continued): PHASE 1C - Temporal Mechanics (Lenses 11-13)
- Information Asymmetry & Temporal Paradox
- Butterfly Effects & Path Dependencies
- Irreversibility & Option Value Preservation
- PART 2 (continued): PHASE 1D - Probabilistic Outcomes (Lenses 14-16)
- Luck Surface Area & Serendipity Manufacturing
- Values Hierarchy & Identity Evolution
- Market Timing & Skill vs. Luck Attribution
- PART 3: Candidate Recommendations (3-5 scenarios with scoring)
- PART 4: The Ultimate Recommendation (full detailed execution)
- THE ONE CHANGE
- WHY THIS MOMENT
- THE SUBTLE EXECUTION (month-by-month, year-by-year)
- WHAT THIS UNLOCKS (compounding timeline)
- WHY THIS IS NON-OBVIOUS
- THE PSYCHOLOGICAL BARRIER
- BUTTERFLY EFFECT ANALYSIS
- ALTERNATIVE SCENARIOS
- WHAT YOU CAN STILL DO NOW
- PART 5: Counterfactual Rigor (all 4 validation sections)
- Opportunity Costs
- Cascading Effects
- Risk Assessment
- Capability Alignment
- PART 6: What You Can Still Do Now (detailed recovery plan)
Prepend an Executive Summary section (<=6,000 tokens) at the top of the file, immediately after any YAML frontmatter and before PART 0, using the template below:
# THE TIME TRAVEL EXERCISE
## Executive Summary -- Career Retrospective Analysis
**Subject:** [Name]
**Analysis Date:** [Date]
**Complete Analysis:** 3-part deep dive ([X] words total)
---
## THE ONE CHANGE
[One clear sentence with the specific recommendation]
---
## WHY THIS MOMENT SPECIFICALLY
[2-3 paragraphs explaining timing convergence]
---
## THE COMPOUNDING TIMELINE
### Years 1-2 (Foundation)
- [Key outcomes with metrics]
### Years 3-5 (Acceleration)
- [Key outcomes with metrics]
### Years 6-10 (Exponential Returns)
- [Key outcomes with metrics by path A/B/C]
---
## THE ECONOMIC IMPACT
### Actual Path (No Platform)
- [10-year outcomes]
### Alternative Paths (With Platform)
- **Conservative**: [outcomes]
- **Moderate**: [outcomes]
- **Aggressive**: [outcomes]
### Lost Opportunity Cost
- [Quantified total]
---
## WHY THIS IS NON-OBVIOUS
[3-4 paragraphs explaining subtlety]
---
## WHAT YOU CAN STILL DO NOW (2025)
### IMMEDIATE ACTIONS (Next 30 Days)
1. [Specific action with timeline]
2. [Specific action with timeline]
...
### 90-DAY SPRINT
- [Monthly breakdown]
### 12-MONTH ROADMAP
- [Quarterly breakdown with financial outcomes]
### 5-YEAR VISION (2025-2030)
- **Option A**: [Path with outcomes]
- **Option B**: [Path with outcomes]
- **Option C**: [Path with outcomes]
### THE 7 SPECIFIC ACTIONS (Prioritized)
1. [Action + impact]
2. [Action + impact]
...
---
## FINAL TAKEAWAY
[Motivating conclusion with specific next step]
---
## COMPLETE ANALYSIS BELOW
(Full 16-lens analysis and recommendations follow in the same file.)
File Creation Process
Step 1: Complete full analysis following all 16 lenses and phases
Step 2: Assemble the Executive Summary plus PARTS 0-6 into one consolidated document
Step 3: Save to {config.directories.career_analysis}/change_one_thing_{YYYYMMDD}.md using the Write tool
Step 4: Inform the user of the single file path created
Quality Control
- Token counting: Executive Summary section MUST be <=6,000 tokens (approximately 4,500-5,000 words)
- File naming: Use YYYYMMDD format (e.g., 20260423 for April 23, 2026)
- Completeness: Executive Summary plus all six PARTs must appear in the single output file
- Evidence: Every quantified claim must cite specific resume data with dates
- Actionability: "What You Can Still Do Now" section must be executable this week
EXECUTION ORDER:
- Conduct analysis following all frameworks
- Assemble Executive Summary plus PARTS 0-6 into one document
- Save to
{config.directories.career_analysis}/change_one_thing_{YYYYMMDD}.md
- Confirm to user the file path created
