analyze-a-job-description

name	analyze-a-job-description
category	get-hired
description	Separate a job posting into outcomes, evidence needs, constraints, signals, and open questions. Use when someone must decide whether and how to apply rather than matching keywords mechanically.

analyze-a-job-description

Procedure

1. Save the posting with source, date, location, compensation, status, and organization.
2. Separate responsibilities, outcomes, required qualifications, preferences, logistics, and application instructions.
3. Infer likely priorities cautiously from repetition, sequence, scope, and current company context.
4. Map every material requirement to strong, adjacent, missing, or unknown evidence.
5. Distinguish a true credential, safety, schedule, language, or authorization gate from a flexible preference.
6. Note vague scope, unrealistic combinations, exclusionary wording, unpaid work, privacy, and legitimacy concerns.
7. Draft questions about reporting line, success, team, authority, work model, process, and compensation.
8. Make an apply, research, contact, or decline decision with a bounded rationale.

Guardrails

• Do not treat an inferred priority as confirmed fact.
• Never fabricate an exact match or encourage ignoring lawful mandatory requirements.
• Do not submit sensitive identity or work-product information merely because a posting asks.

Done

• A job-analysis document maps requirements to verified evidence, gaps, and questions
• Mandatory, preferred, inferred, uncertain, and concerning items are separated
• The application decision and rationale are recorded