| name | analyze-job-fit |
| description | Analyze a specific job listing against the candidate profile, master resume, and confirmed evidence. Use when deciding whether to apply, identifying hard eligibility gates, extracting role requirements, selecting evidence, or preparing an evidence-backed tailoring strategy without inventing a numeric match score. |
Analyze Job Fit
Turn a job listing into an evidence-backed application decision.
Gather the Real Job Surface
- Read
profile/candidate.md and resolve the configured master and evidence files.
- Inspect the complete current listing or supplied job description. If no live source or publication date is available, label listing currency as unverified.
- When preparing an application, inspect the live form and later screening steps when authorized and accessible.
- Distinguish required qualifications, preferred qualifications, responsibilities, outcomes, logistics, and legal eligibility.
- Record the source and date. Mark anything inferred from the listing as an inference.
Build the Requirement Map
Use this structure:
| Requirement | Priority | Confirmed evidence | Gap or risk | Application treatment |
|---|
For every important requirement:
- Cite specific candidate evidence.
- Mark adjacent evidence as adjacent, not direct.
- Keep missing evidence visibly missing.
- Separate hard gates from trainable gaps.
Do not calculate a match percentage. The inputs are too subjective for the precision to mean anything.
Make a Decision
Choose one recommendation:
Pursue: strong evidence and no known hard gate.Pursue with caveats: credible fit with explicit gaps or eligibility uncertainty.Low priority: possible fit but weak evidence or poor strategic alignment.Do not pursue: a confirmed hard gate or material mismatch makes the application wasteful.
Explain the decisive factors, not every keyword in the listing.
Produce a Tailoring Brief
Identify:
- The role's actual hiring thesis.
- Three to five evidence clusters to foreground.
- Claims and keywords that are supported.
- Claims that must not be made.
- Evidence questions that block responsible tailoring.
- Relevant portfolio projects and likely interview risks.
When the user has requested application preparation, add a dated target-job note to the evidence file. In read-only analysis or evaluation, return the proposed note without editing. Do not alter the master or create a tailored resume unless requested.
If no relevant portfolio project is confirmed, name that gap. Never invent a case study to make the brief look complete.
Guardrails
- Never treat “remote” as proof of international work eligibility.
- Never infer salary, sponsorship, notice period, or personal form answers.
- Never inflate adjacent domain exposure into direct industry experience.
- Prefer the live listing over cached summaries when they conflict.
