USP

Unlike generic AI tools, this collection provides 20 specialized skills covering every aspect of the job search, from ATS optimization and interview prep to salary negotiation and tailored resumes for specific roles, significantly boosting…

Use cases

• 01Optimizing resumes for Applicant Tracking Systems (ATS)
• 02Generating personalized cover letters and interview prep
• 03Analyzing job descriptions and tailoring applications
• 04Comparing multiple job offers and negotiating salary
• 05Building specialized resumes (tech, executive, academic)

Detected files (8)

• .agents/skills/offer-comparison-analyzer/SKILL.mdskill
  Show content (9350 bytes)

  ---
  name: Offer Comparison Analyzer
  description: Compare multiple job offers side-by-side with total compensation analysis
  ---
  
  # Offer Comparison Analyzer
  
  ## When to Use This Skill
  
  Use this skill when the user:
  - Has multiple job offers to compare
  - Needs to evaluate total compensation
  - Wants to make a data-driven job decision
  - Is weighing different opportunities
  - Mentions: "compare offers", "multiple offers", "which job", "offer comparison", "deciding between jobs"
  
  ## Core Capabilities
  
  - Compare total compensation across offers
  - Evaluate non-monetary factors
  - Create weighted decision frameworks
  - Calculate true offer value
  - Identify hidden costs and benefits
  - Guide the decision-making process
  
  ## The Comparison Challenge
  
  **The Problem:** 
  Comparing offers is hard because:
  - Different compensation structures
  - Non-monetary factors matter
  - Hidden benefits and costs
  - Emotional factors cloud judgment
  - Information asymmetry
  
  **The Solution:**
  Systematic comparison framework that considers:
  - Total compensation (not just salary)
  - Career growth potential
  - Work-life factors
  - Risk assessment
  - Personal values alignment
  
  ## Total Compensation Calculator
  
  ### Components to Include
  
  **Cash Compensation:**
  - Base salary
  - Signing bonus (one-time)
  - Annual bonus (target %)
  - Commission (for sales roles)
  - Relocation assistance
  
  **Equity Compensation:**
  - Stock options (value = current price - strike price)
  - RSUs (value = current price × shares)
  - Vesting schedule
  - Refresh grant expectations
  
  **Benefits Value:**
  - Health insurance (employer contribution)
  - 401(k) match
  - HSA/FSA contributions
  - Life/disability insurance
  - Other insurance benefits
  
  **Perks Value:**
  - Vacation days (can assign $ value)
  - Remote work (saves commute costs)
  - Professional development budget
  - Equipment/office stipend
  - Meals, gym, etc.
  
  ### Calculation Template
  
  ```
  OFFER A - TOTAL COMPENSATION
  
  CASH
  Base Salary:                    $150,000
  Signing Bonus (year 1 only):     $25,000
  Target Bonus (15%):              $22,500
  --------------------------------
  Cash Compensation:              $197,500 (year 1)
                                 $172,500 (ongoing)
  
  EQUITY
  RSU Grant: $200,000 over 4 years
  Annual Value:                    $50,000
  --------------------------------
  Equity Compensation:             $50,000/year
  
  BENEFITS
  401(k) Match (4%):               $6,000
  Health Insurance:                $15,000 (employer portion)
  HSA Contribution:                 $1,000
  --------------------------------
  Benefits Value:                  $22,000/year
  
  PERKS
  Vacation: 20 days (vs 10 standard)
    Extra 10 days × ~$575/day:      $5,750 value
  Remote Work Savings:              $3,000 (commute, lunch)
  Professional Dev:                 $2,000 budget
  --------------------------------
  Perks Value:                     $10,750/year
  
  TOTAL YEAR 1:        $280,250
  TOTAL ONGOING:       $255,250/year
  ```
  
  ## Side-by-Side Comparison Template
  
  ```markdown
  # OFFER COMPARISON
  
  |                          | Company A | Company B | Notes |
  |--------------------------|-----------|-----------|-------|
  | **CASH**                 |           |           |       |
  | Base Salary              | $150,000  | $160,000  | B +$10K |
  | Signing Bonus            | $25,000   | $10,000   | A +$15K |
  | Target Bonus             | 15%       | 10%       | A +$6.5K |
  | **Cash Total (Yr 1)**    | $197,500  | $186,000  | A +$11.5K |
  |                          |           |           |       |
  | **EQUITY**               |           |           |       |
  | Grant Value (4yr)        | $200,000  | $300,000  | B +$100K |
  | Annual Equity            | $50,000   | $75,000   | B +$25K |
  |                          |           |           |       |
  | **BENEFITS**             |           |           |       |
  | 401(k) Match             | 4%        | 6%        | B +$3.2K |
  | Health Insurance         | Good      | Premium   | B better |
  | PTO                      | 20 days   | Unlimited | Varies |
  |                          |           |           |       |
  | **TOTAL COMP (Yr 1)**    | $280,250  | $285,000  | B +$4.7K |
  | **TOTAL COMP (Ongoing)** | $255,250  | $275,000  | B +$19.7K |
  ```
  
  ## Non-Monetary Factor Framework
  
  ### Career Growth (Weight: High)
  
  **Questions to Consider:**
  - Which role offers more learning?
  - Which company/brand helps future job search?
  - Which has better promotion track?
  - Which offers more scope/responsibility?
  - Which manager will develop you more?
  
  **Scoring:**
  ```
  Company A: Growth Score
  - Learning opportunity: 8/10
  - Brand/resume value: 7/10
  - Promotion potential: 6/10
  - Scope: 8/10
  Average: 7.25/10
  
  Company B: Growth Score
  - Learning opportunity: 7/10
  - Brand/resume value: 9/10
  - Promotion potential: 8/10
  - Scope: 7/10
  Average: 7.75/10
  ```
  
  ### Work-Life Balance (Weight: Personal)
  
  **Factors:**
  - Expected hours
  - Remote/hybrid flexibility
  - Vacation usage culture
  - On-call requirements
  - Travel requirements
  - Commute time
  
  ### Team & Culture (Weight: High)
  
  **Factors:**
  - Manager quality (crucial!)
  - Team health/dynamics
  - Company culture fit
  - DEI considerations
  - Company stability/growth
  - Values alignment
  
  ### Risk Assessment (Weight: Medium)
  
  **Startup vs. Established:**
  - Funding runway
  - Market position
  - Company trajectory
  - Equity risk (could be worth $0)
  
  **Questions:**
  - What happens if company struggles?
  - How stable is this role?
  - What's the severance policy?
  
  ## Weighted Decision Matrix
  
  ### Step 1: Define Your Priorities
  
  ```
  Factor                  Weight
  ------------------------------------
  Total Compensation       25%
  Career Growth            25%
  Work-Life Balance        20%
  Team & Culture           20%
  Location/Commute         10%
  ------------------------------------
  Total:                   100%
  ```
  
  ### Step 2: Score Each Factor
  
  ```
                      Company A   Company B
  Factor              Score (1-10)
  ------------------------------------
  Compensation        7           8
  Career Growth       7           8
  Work-Life           8           6
  Team & Culture      9           7
  Location            8           5
  ```
  
  ### Step 3: Calculate Weighted Score
  
  ```
  Company A:
  (7 × 0.25) + (7 × 0.25) + (8 × 0.20) + (9 × 0.20) + (8 × 0.10)
  = 1.75 + 1.75 + 1.60 + 1.80 + 0.80
  = 7.70
  
  Company B:
  (8 × 0.25) + (8 × 0.25) + (6 × 0.20) + (7 × 0.20) + (5 × 0.10)
  = 2.00 + 2.00 + 1.20 + 1.40 + 0.50
  = 7.10
  
  Result: Company A scores higher (7.70 vs 7.10)
  ```
  
  ## Red Flags to Watch
  
  ### In the Offer
  
  - ❌ Vague bonus language ("up to 20%")
  - ❌ Equity with no liquidity path
  - ❌ High base but no equity (at startup)
  - ❌ Cliff longer than 1 year
  - ❌ Vesting acceleration absent
  - ❌ Non-compete restrictions
  - ❌ Verbal promises not in writing
  
  ### About the Company
  
  - ❌ High turnover (check LinkedIn)
  - ❌ Recent layoffs or reorgs
  - ❌ Manager seems checked out
  - ❌ Glassdoor patterns in bad reviews
  - ❌ Funding concerns
  - ❌ Unclear path to profitability
  
  ### About the Role
  
  - ❌ Vague responsibilities
  - ❌ Role seems to change during interviews
  - ❌ Red flags in why position is open
  - ❌ No growth path discussed
  - ❌ Unrealistic expectations set
  
  ## Questions to Ask Yourself
  
  ### The Gut Check
  - Which offer excites me more?
  - Which would I regret not taking?
  - Which aligns with my 5-year goals?
  - Which would I brag about to friends?
  
  ### The Monday Morning Test
  - Which job do I want to wake up for?
  - Which team do I want to work with?
  - Which problems do I want to solve?
  
  ### The Learning Test
  - Where will I grow more?
  - Which skills will I develop?
  - Which looks better on my resume in 3 years?
  
  ### The Risk Test
  - What's the downside of each?
  - Which failure would I regret more?
  - What's my backup plan for each?
  
  ## Output Format
  
  When comparing offers:
  
  ```markdown
  # JOB OFFER COMPARISON
  
  ## Offers Being Compared
  - **Offer A:** [Role] at [Company]
  - **Offer B:** [Role] at [Company]
  
  ## Total Compensation Comparison
  
  | Component | Offer A | Offer B | Difference |
  |-----------|---------|---------|------------|
  | Base | $X | $X | |
  | Bonus | $X | $X | |
  | Equity (annual) | $X | $X | |
  | Benefits | $X | $X | |
  | **Year 1 Total** | $X | $X | |
  | **Ongoing Total** | $X | $X | |
  
  ## Non-Monetary Comparison
  
  | Factor | Offer A | Offer B | Notes |
  |--------|---------|---------|-------|
  | Career Growth | X/10 | X/10 | |
  | Work-Life | X/10 | X/10 | |
  | Team/Culture | X/10 | X/10 | |
  | Risk Level | X/10 | X/10 | |
  
  ## Weighted Analysis
  
  Using your priorities:
  - Offer A Score: X.XX
  - Offer B Score: X.XX
  
  ## Key Differences
  1. [Key difference 1]
  2. [Key difference 2]
  3. [Key difference 3]
  
  ## Recommendation
  
  Based on your stated priorities of [X, Y, Z], **Offer [A/B]** appears to be the stronger choice because:
  - [Reason 1]
  - [Reason 2]
  - [Reason 3]
  
  ## Things to Clarify Before Deciding
  - [ ] [Question for Company A]
  - [ ] [Question for Company B]
  
  ## Negotiation Opportunities
  - [Opportunity 1]
  - [Opportunity 2]
  ```
  
  ## Comparison Checklist
  
  - ✅ Calculated total comp (not just base)
  - ✅ Included equity with realistic valuation
  - ✅ Factored in benefits value
  - ✅ Considered tax implications
  - ✅ Weighted non-monetary factors
  - ✅ Assessed career growth potential
  - ✅ Evaluated team and manager quality
  - ✅ Checked company stability/risk
  - ✅ Aligned with personal priorities
  - ✅ Gut-checked the decision
  

• .agents/skills/portfolio-case-study-writer/SKILL.mdskill
  Show content (8977 bytes)

  ---
  name: Portfolio Case Study Writer
  description: Transform resume bullets into detailed portfolio case studies
  ---
  
  # Portfolio Case Study Writer
  
  ## When to Use This Skill
  
  Use this skill when the user:
  - Wants to create portfolio case studies
  - Needs to expand resume bullets into detailed writeups
  - Is building a portfolio website
  - Wants to showcase project work in depth
  - Mentions: "case study", "portfolio", "project writeup", "work samples", "portfolio piece"
  
  ## Core Capabilities
  
  - Transform resume bullets into detailed case studies
  - Structure case studies for maximum impact
  - Create compelling project narratives
  - Balance technical detail with business context
  - Format for portfolio websites
  - Tailor depth to audience
  
  ## Case Study Purpose
  
  **Why Case Studies Matter:**
  - Resumes show WHAT you did; case studies show HOW and WHY
  - Demonstrate thinking process, not just outcomes
  - Allow deeper showcase of skills
  - Differentiate you from other candidates
  - Required for many PM, UX, and creative roles
  
  ## The Case Study Structure
  
  ### Standard Structure
  
  ```
  1. Overview (Project summary)
  2. Problem (What needed to be solved)
  3. Process (How you approached it)
  4. Solution (What you created/delivered)
  5. Results (The impact)
  6. Learnings (What you'd do differently)
  ```
  
  ### Time to Read
  - **Quick Read:** 3-5 minutes (essential for portfolio)
  - **Deep Dive:** 10-15 minutes (for interested readers)
  
  ## Section-by-Section Guide
  
  ### 1. Overview Section
  
  **Purpose:** Hook the reader, provide context
  
  **Include:**
  - Project name and company
  - Your role
  - Timeline
  - Team size
  - One-sentence summary of impact
  
  **Example:**
  ```
  # Redesigning the Checkout Flow
  
  **Company:** E-Commerce Inc.
  **Role:** Lead Product Designer
  **Timeline:** 6 weeks
  **Team:** 2 designers, 3 engineers, 1 PM
  
  **Summary:** Reduced cart abandonment by 35% through a streamlined 3-step checkout process, generating $2M in recovered revenue.
  ```
  
  ### 2. Problem Section
  
  **Purpose:** Set up why this work mattered
  
  **Include:**
  - Business context
  - User pain points
  - Key metrics or goals
  - Constraints
  
  **Example:**
  ```
  ## The Problem
  
  E-Commerce Inc. was experiencing 68% cart abandonment—significantly higher than the industry average of 55%. Exit surveys and user research revealed several issues:
  
  - **Too many steps:** Our checkout had 7 screens
  - **Forced account creation:** Users had to register before purchasing
  - **Hidden costs:** Shipping wasn't shown until step 5
  - **Mobile friction:** Forms weren't optimized for mobile
  
  **Goal:** Reduce cart abandonment to below 50% within 3 months.
  
  **Constraints:**
  - No changes to existing payment integrations
  - Had to maintain PCI compliance
  - 6-week timeline before holiday season
  ```
  
  ### 3. Process Section
  
  **Purpose:** Show your thinking and methodology
  
  **Include:**
  - Research conducted
  - Stakeholders involved
  - Hypotheses formed
  - Options considered
  - Decisions made (and why)
  
  **Example:**
  ```
  ## Process
  
  ### Research
  I started by understanding the problem deeply:
  - Analyzed Mixpanel funnel data for drop-off points
  - Conducted 10 user interviews with recent abandoners
  - Reviewed heatmaps and session recordings
  - Benchmarked against 5 competitor checkout flows
  
  **Key Insight:** 73% of drop-offs occurred at the account creation screen. Users wanted to purchase, not commit to a relationship.
  
  ### Ideation
  I explored several approaches:
  1. Guest checkout only (simplest)
  2. Social login options (lower friction)
  3. Progressive profiling (collect info over time)
  4. One-page checkout (Amazon-style)
  
  After weighing feasibility, timeline, and impact, we chose a hybrid approach...
  
  ### Decisions Made
  - **Guest checkout first:** Made registration optional and post-purchase
  - **Transparent pricing:** Showed shipping on the first screen
  - **Mobile-first design:** Designed for mobile, then adapted for desktop
  - **Progress indicator:** Added clear "Step 1 of 3" indicator
  ```
  
  ### 4. Solution Section
  
  **Purpose:** Show what you actually created
  
  **Include:**
  - Visual artifacts (mockups, screenshots, diagrams)
  - Key features/changes
  - Technical implementation (if relevant)
  - How it addressed the problems
  
  **Example:**
  ```
  ## Solution
  
  ### The New Checkout Flow
  
  **Before:** 7 screens with mandatory registration
  **After:** 3 screens with optional guest checkout
  
  [IMAGE: Before/After comparison]
  
  ### Key Changes
  
  **1. Transparent Pricing Widget**
  [IMAGE: Pricing widget mockup]
  Showed order total, shipping, and taxes from the start. No surprises.
  
  **2. Guest Checkout Option**
  [IMAGE: Guest checkout screen]
  Made account creation optional with clear value proposition for why to register.
  
  **3. Smart Form Design**
  [IMAGE: Form design]
  - Single-column layout on mobile
  - Auto-format for phone/card numbers
  - Address autocomplete integration
  - Clear error messaging
  
  **4. Trust Signals**
  Added security badges, money-back guarantee, and customer service contact throughout the flow.
  ```
  
  ### 5. Results Section
  
  **Purpose:** Prove impact with data
  
  **Include:**
  - Quantitative results (with timeframe)
  - Comparison to goals
  - Secondary metrics affected
  - Business impact
  
  **Example:**
  ```
  ## Results
  
  ### Primary Metrics (90 days post-launch)
  
  | Metric | Before | After | Change |
  |--------|--------|-------|--------|
  | Cart Abandonment | 68% | 44% | -35% |
  | Checkout Completion | 32% | 56% | +75% |
  | Mobile Conversion | 18% | 41% | +128% |
  | Revenue per Visitor | $2.40 | $3.85 | +60% |
  
  ### Business Impact
  - **$2M additional revenue** in first quarter
  - **15% increase in mobile orders**
  - **Customer support tickets about checkout** dropped by 45%
  
  ### Secondary Effects
  - Account creation actually increased 20% (post-purchase)
  - Average order value stayed stable
  - Return customer rate improved
  ```
  
  ### 6. Learnings Section
  
  **Purpose:** Show growth mindset and self-awareness
  
  **Include:**
  - What worked well
  - What you'd do differently
  - Unexpected challenges
  - Skills developed
  
  **Example:**
  ```
  ## Learnings
  
  ### What Worked
  - **Early user research** prevented us from building the wrong solution
  - **Cross-functional alignment** meetings kept everyone on the same page
  - **Launching with analytics** let us measure impact immediately
  
  ### What I'd Do Differently
  - **More A/B testing:** We launched the full redesign at once. Would have preferred to test individual changes to understand what drove results.
  - **Earlier mobile focus:** We designed desktop-first then adapted. Starting mobile-first would have been more efficient.
  - **Stakeholder education:** Spent too long convincing leadership. Would start stakeholder alignment earlier next time.
  
  ### Skills Developed
  - Advanced Figma prototyping
  - Working with A/B testing frameworks
  - Presenting data-driven design decisions to executives
  ```
  
  ## Case Study Types by Role
  
  ### Product Manager Case Study
  **Focus on:**
  - Strategy and prioritization
  - Stakeholder management
  - Metrics and outcomes
  - Technical trade-offs
  
  ### UX/Product Designer Case Study
  **Focus on:**
  - User research
  - Design process
  - Visual artifacts
  - Usability improvements
  
  ### Software Engineer Case Study
  **Focus on:**
  - Technical architecture
  - Problem-solving approach
  - System design
  - Code quality/performance
  
  ### Marketing Case Study
  **Focus on:**
  - Strategy and targeting
  - Creative execution
  - Channel performance
  - ROI and attribution
  
  ## Visual Elements
  
  ### Must-Have Visuals
  - Before/after comparisons
  - Key screens or deliverables
  - Process diagrams
  - Results charts
  
  ### Nice-to-Have Visuals
  - User journey maps
  - Wireframes evolution
  - Research artifacts
  - Team photos
  
  ### Visual Tips
  - Use consistent image sizing
  - Add captions explaining each image
  - Blur sensitive data if needed
  - Ensure mobile-friendly image sizes
  
  ## Output Format
  
  When creating a case study:
  
  ```markdown
  # CASE STUDY: [PROJECT NAME]
  
  ## Quick Facts
  - **Role:** [Your role]
  - **Company:** [Company]
  - **Timeline:** [Duration]
  - **Team:** [Team composition]
  - **Impact:** [One-line result]
  
  ---
  
  ## Overview
  [2-3 sentence summary of the project]
  
  ## Problem
  [Context and challenges - what needed to be solved]
  
  ## Process
  ### Research
  [What you learned]
  
  ### Approach
  [How you tackled it]
  
  ### Key Decisions
  [Important choices and rationale]
  
  ## Solution
  [What you built/created - include visual descriptions]
  
  ### Feature 1
  [Description]
  
  ### Feature 2
  [Description]
  
  ## Results
  [Quantified impact]
  
  | Metric | Before | After | Change |
  |--------|--------|-------|--------|
  
  ## Learnings
  [Reflections and growth]
  
  ---
  
  ## Visual Asset List
  [List of images/screenshots needed]
  ```
  
  ## Case Study Quality Checklist
  
  - ✅ Clear problem statement
  - ✅ Evidence of user/customer focus
  - ✅ Process clearly explained
  - ✅ Your specific contributions are clear
  - ✅ Quantified results
  - ✅ Visual artifacts included
  - ✅ Honest about challenges/learnings
  - ✅ Appropriate length (3-10 min read)
  - ✅ Proofread and polished
  - ✅ Can discuss in detail in interview
  

• .agents/skills/reference-list-builder/SKILL.mdskill
  Show content (8376 bytes)

  ---
  name: Reference List Builder
  description: Format professional references properly and prepare reference materials
  ---
  
  # Reference List Builder
  
  ## When to Use This Skill
  
  Use this skill when the user:
  - Needs to create a professional reference list
  - Wants help choosing the right references
  - Needs to format references properly
  - Is preparing references for job applications
  - Mentions: "references", "reference list", "professional references", "reference check"
  
  ## Core Capabilities
  
  - Format professional reference lists
  - Guide reference selection strategy
  - Prepare reference briefing materials
  - Anticipate reference check questions
  - Handle difficult reference situations
  - Coordinate reference outreach
  
  ## Reference Strategy
  
  ### Who Makes a Good Reference?
  
  **Ideal References:**
  - Former direct managers (most important)
  - Senior colleagues who observed your work
  - Cross-functional partners
  - Clients or customers
  - Direct reports (for leadership roles)
  - Professors or advisors (for recent graduates)
  
  **Reference Hierarchy:**
  1. **Most Valuable:** Recent direct supervisor
  2. **Very Valuable:** Senior leaders who know your work
  3. **Valuable:** Peers and cross-functional partners
  4. **Acceptable:** Clients, vendors, professors
  5. **Avoid:** Friends, family, HR contacts only
  
  ### Who to Avoid
  
  - ❌ Current employer (without permission)
  - ❌ People who barely know you
  - ❌ References from 10+ years ago only
  - ❌ Personal friends (unless specified)
  - ❌ People who might give lukewarm feedback
  - ❌ Anyone you haven't contacted in advance
  
  ## Reference List Format
  
  ### Standard Format
  
  ```
  PROFESSIONAL REFERENCES
  
  Jane Smith
  Senior Director of Product
  TechCorp Inc.
  Phone: (555) 123-4567
  Email: jane.smith@techcorp.com
  Relationship: Direct supervisor for 3 years (2020-2023)
  
  John Doe
  VP of Engineering
  Previous Company
  Phone: (555) 234-5678
  Email: john.doe@previous.com
  Relationship: Cross-functional partner on 5 major projects
  ```
  
  ### Information to Include
  
  **Required:**
  - Full name
  - Current job title
  - Current company
  - Phone number
  - Professional email
  - Your relationship to them
  
  **Optional:**
  - LinkedIn URL
  - Best time to reach
  - Preferred contact method
  
  ### Formatting Guidelines
  
  - Match the style of your resume (fonts, formatting)
  - 3-5 references (more only if requested)
  - Separate page from resume
  - Header should match resume header
  - Include "References" or "Professional References" as title
  
  ## Reference Preparation
  
  ### Step 1: Ask Permission
  
  **Before listing anyone:**
  - Call or email to ask permission
  - Confirm their contact information
  - Explain the role you're applying for
  - Gauge their willingness and enthusiasm
  
  **Script:**
  ```
  "Hi [Name], I hope you're doing well! I'm applying for a [Role] position at [Company] and was wondering if you'd be comfortable serving as a reference for me. The role involves [brief description], and I think your perspective on [specific project/skill] would be particularly valuable. Would you be willing to speak with them if they reach out?"
  ```
  
  ### Step 2: Brief Your References
  
  **Send them:**
  - Copy of your resume
  - Job description
  - Key points you want highlighted
  - Specific projects to mention
  - Timeline for when they might be contacted
  
  **Briefing Email Template:**
  ```
  Subject: Reference Preparation - [Role] at [Company]
  
  Hi [Name],
  
  Thank you so much for agreeing to be a reference! Here's some context to help:
  
  **The Role:** [Job title] at [Company]
  **What they're looking for:** [Key requirements]
  
  **Points I'm emphasizing:**
  - [Achievement 1]
  - [Achievement 2]
  - [Skill they should mention]
  
  **Our work together they might ask about:**
  - [Project 1]
  - [Project 2]
  
  I've attached my resume and the job description for reference. They may reach out in the next [timeframe].
  
  Please let me know if you have any questions, and thank you again!
  
  Best,
  [Your name]
  ```
  
  ### Step 3: Follow Up
  
  After references are checked:
  - Thank your references regardless of outcome
  - Let them know the result
  - Offer to reciprocate
  
  ## Handling Special Situations
  
  ### Current Employer Doesn't Know
  
  **Options:**
  - Ask if reference check can wait until later stage
  - Use colleagues who've left the company
  - Be upfront: "My current employer doesn't know I'm looking"
  - Use other professional references
  
  ### Manager Left the Company
  
  **Options:**
  - Track them down on LinkedIn
  - Use their personal email/phone
  - Include their new company in reference list
  - Explain "Former manager, now at [New Company]"
  
  ### Bad Relationship with Past Manager
  
  **Options:**
  - Use another supervisor from that role
  - Use senior colleagues instead
  - Choose references from different roles
  - Be prepared to explain if asked
  
  ### Limited Professional Experience
  
  **Options:**
  - Professors or academic advisors
  - Internship supervisors
  - Volunteer organization leaders
  - Coaches or mentors
  - Client contacts
  
  ### Reference Won't Give Positive Review
  
  **Don't use them.** It's better to have fewer references than a lukewarm or negative one.
  
  ## What Reference Checkers Ask
  
  ### Common Questions
  
  **Performance:**
  - "How would you describe [name]'s work?"
  - "What were their primary responsibilities?"
  - "How did they perform against expectations?"
  
  **Skills:**
  - "What are their greatest strengths?"
  - "What areas could they improve?"
  - "How would you rate their [specific skill]?"
  
  **Work Style:**
  - "How did they handle pressure/deadlines?"
  - "How did they work with the team?"
  - "How did they handle conflict?"
  
  **Character:**
  - "Would you rehire them?"
  - "Is there anything else I should know?"
  - "How do they compare to peers?"
  
  ### The "Would You Rehire?" Question
  
  **Most important question.** Brief your references that this may be asked and ensure they can answer enthusiastically.
  
  ## Reference List Template
  
  ```
  [YOUR NAME]
  [Your Email] | [Your Phone]
  
  PROFESSIONAL REFERENCES
  
  [REFERENCE 1 - MOST SENIOR/RELEVANT]
  [Name]
  [Title]
  [Company]
  Phone: [Number]
  Email: [Email]
  Relationship: [How you worked together, dates]
  
  [REFERENCE 2]
  [Name]
  [Title]
  [Company]
  Phone: [Number]
  Email: [Email]
  Relationship: [How you worked together, dates]
  
  [REFERENCE 3]
  [Name]
  [Title]
  [Company]
  Phone: [Number]
  Email: [Email]
  Relationship: [How you worked together, dates]
  
  ---
  References available upon request for additional contacts.
  ```
  
  ## Reference Timing
  
  ### When to Provide References
  
  - **Don't include with initial application** (unless requested)
  - **Bring to interview** (have them ready)
  - **Provide when asked** (usually after final interview)
  - **Always ask before sharing** (confirm permission each time)
  
  ### Common Timeline
  
  1. **Application:** "References available upon request" (optional on resume)
  2. **First Interview:** Have list ready but don't offer
  3. **Final Rounds:** "Can you provide references?" → Share list
  4. **Reference Check:** Company contacts your references
  5. **Offer:** Follow up with references, thank them
  
  ## Output Format
  
  When building a reference list:
  
  ```markdown
  # REFERENCE LIST
  
  ## Reference Strategy
  **Target Role:** [Position]
  **Company:** [Company]
  
  ## Recommended References
  
  ### Primary References (Use These)
  
  **Reference 1: [Name]**
  - Current Title: [Title]
  - Company: [Company]
  - Contact: [Phone/Email]
  - Relationship: [Description]
  - Why: [What they can speak to]
  - Key points to highlight: [Specific projects/skills]
  
  **Reference 2: [Name]**
  [Same format]
  
  **Reference 3: [Name]**
  [Same format]
  
  ### Backup References (If Needed)
  
  **Reference 4: [Name]**
  [Same format]
  
  ## Briefing Notes
  
  ### For Each Reference, Send:
  - [ ] Resume
  - [ ] Job description
  - [ ] Key talking points
  - [ ] Timeline
  
  ### Key Points to Emphasize
  - [Point 1 - who should mention]
  - [Point 2 - who should mention]
  
  ## Reference Outreach
  
  ### Permission Request Script
  [Customized script]
  
  ### Briefing Email
  [Draft briefing email]
  
  ### Thank You Template
  [Post-check thank you message]
  ```
  
  ## Reference Checklist
  
  - ✅ Have 3-5 references ready
  - ✅ All references have given permission
  - ✅ Contact information is current and accurate
  - ✅ References know about the specific role
  - ✅ Each reference has your resume and talking points
  - ✅ At least one direct supervisor included
  - ✅ References span different aspects of your work
  - ✅ References are enthusiastic (not just willing)
  - ✅ Backup references identified
  - ✅ Thank you notes planned
  

• skills/academic-cv-builder/SKILL.mdskill
  Show content (9591 bytes)

  ---
  name: Academic CV Builder
  description: Format CVs for academic positions with publications, grants, and teaching
  ---
  
  # Academic CV Builder
  
  ## When to Use This Skill
  
  Use this skill when the user:
  - Is applying for academic positions (faculty, research, postdoc)
  - Needs to create or update a curriculum vitae
  - Wants to format publications, grants, and teaching experience
  - Is in academia or transitioning to academic careers
  - Mentions: "academic CV", "curriculum vitae", "faculty position", "research CV", "professor resume"
  
  ## Core Capabilities
  
  - Structure CVs for academic positions
  - Format publications, presentations, and grants
  - Organize teaching and research experience
  - Include appropriate academic sections
  - Tailor for different academic roles (tenure-track, postdoc, lecturer)
  - Balance research, teaching, and service
  
  ## Academic CV vs. Resume
  
  | Resume | Academic CV |
  |--------|------------|
  | 1-2 pages | 2-20+ pages (length increases with career) |
  | Highlights relevant experience | Comprehensive record |
  | Results-focused | Scholarship-focused |
  | Industry keywords | Disciplinary expertise |
  | Skills section prominent | Publications prominent |
  | Education minimal | Education detailed |
  
  ## Standard Academic CV Sections
  
  ### Typical Order
  
  ```
  1. Contact Information
  2. Education
  3. Research/Academic Positions
  4. Publications
  5. Presentations
  6. Grants & Funding
  7. Teaching Experience
  8. Mentoring
  9. Service
  10. Professional Memberships
  11. Honors & Awards
  12. References (or "Available upon request")
  ```
  
  ### Section Order Varies By:
  - **Research position:** Publications, grants, research experience first
  - **Teaching position:** Teaching, course development first
  - **Administrative position:** Leadership, service first
  
  ## Section-by-Section Guide
  
  ### 1. Contact Information
  
  ```
  FIRST MIDDLE LAST, Ph.D.
  Department of [Field]
  [University Name]
  [Building, Room Number]
  [City, State ZIP]
  
  Email: email@university.edu
  Phone: (555) 123-4567
  Web: www.yoursite.edu
  ORCID: 0000-0000-0000-0000
  ```
  
  ### 2. Education
  
  **Format:** Degree, Field, Institution, Year
  
  ```
  EDUCATION
  
  Ph.D. in Molecular Biology, Stanford University, 2019
    Dissertation: "Title of Your Dissertation"
    Advisor: Dr. Jane Smith
    Committee: Dr. A, Dr. B, Dr. C
  
  M.S. in Biology, UC Berkeley, 2015
  
  B.S. in Biochemistry, UCLA, 2013
    Summa Cum Laude
  ```
  
  **Include:**
  - All degrees (in reverse chronological order)
  - Dissertation/thesis title
  - Advisor(s)
  - Committee members (for PhD)
  - Honors (cum laude, etc.)
  - Relevant minors or certificates
  
  ### 3. Research/Academic Positions
  
  ```
  ACADEMIC APPOINTMENTS
  
  Assistant Professor of Biology, University of Michigan, 2022-Present
    Department of Molecular, Cellular, and Developmental Biology
  
  Postdoctoral Fellow, MIT, 2019-2022
    Advisor: Dr. John Doe
    Lab: Computational Biology Lab
  
  Graduate Research Assistant, Stanford University, 2014-2019
    Advisor: Dr. Jane Smith
  ```
  
  ### 4. Publications
  
  **Most Important Section for Research Positions**
  
  #### Formatting Options
  
  **Option 1: Numbered List (Common in Sciences)**
  ```
  PUBLICATIONS
  
  Peer-Reviewed Journal Articles
  
  15. Last, F.M., Co-Author, A.B., & Senior, C.D. (2023). Article title. Journal Name, 45(2), 123-145. doi:10.1000/xyz
  
  14. Last, F.M., & Co-Author, A.B. (2022). Article title. Journal Name, 44(1), 10-25. doi:10.1000/abc
  ```
  
  **Option 2: Categories (Useful for Multiple Types)**
  ```
  PUBLICATIONS
  
  Peer-Reviewed Journal Articles (15)
  
  Book Chapters (3)
  
  Books (1)
  
  Under Review (2)
  
  In Preparation (3)
  ```
  
  **Formatting Details:**
  - **Bold your name** in author lists
  - Include DOIs when available
  - Note impact factors if requested/relevant
  - Indicate student co-authors with asterisk*
  - Some fields expect reverse chronological; others expect chronological
  
  **Categories to Consider:**
  - Peer-reviewed journal articles
  - Books and book chapters
  - Conference proceedings
  - Technical reports
  - Non-peer-reviewed publications
  - Works under review
  - Works in preparation
  
  ### 5. Presentations
  
  ```
  PRESENTATIONS
  
  Invited Talks
  
  "Talk Title," Conference Name, Location, Date.
  "Talk Title," Department Seminar, University Name, Date.
  
  Conference Presentations
  
  "Poster/Talk Title," Conference Name, Location, Date. [Poster/Oral]
  ```
  
  **Categorize By:**
  - Invited talks (keynotes, seminars)
  - Conference presentations
  - Campus talks
  - Public lectures/outreach
  
  ### 6. Grants & Funding
  
  ```
  GRANTS AND FUNDING
  
  Awarded
  
  NIH R01 (Co-PI), "Project Title," 2023-2028, $2.5M total ($500K to my lab)
  
  NSF CAREER Award (PI), "Project Title," 2022-2027, $650,000
  
  Internal Grant (PI), "Project Title," 2021, $25,000
  
  Pending
  
  NIH R21 (PI), "Project Title," submitted January 2024
  
  Not Funded (Optional)
  
  [Some fields expect you to list unfunded submissions]
  ```
  
  **Include:**
  - Funding agency and mechanism
  - Your role (PI, Co-PI, Co-I)
  - Project title
  - Dates
  - Total amount (and amount to your lab if split)
  
  ### 7. Teaching Experience
  
  ```
  TEACHING EXPERIENCE
  
  Courses Taught
  
  BIOL 301: Molecular Biology (Instructor of Record)
    University of Michigan, Fall 2022, Fall 2023
    Enrollment: 45 students
    Developed new course curriculum
  
  BIOL 101: Introduction to Biology (Lab Instructor)
    Stanford University, 2015-2018
    
  Guest Lectures
  
  "Topic," Course Name, Professor's Name, University, Date
  ```
  
  **Include:**
  - Course number and title
  - Your role (Instructor, TA, Guest Lecturer)
  - Institution and dates
  - Enrollment numbers
  - Course development or new preparations
  - Teaching evaluations summary (if strong)
  
  ### 8. Mentoring
  
  ```
  MENTORING
  
  Graduate Students
  - Student Name (Ph.D. expected 2025), Dissertation: "Title"
  - Student Name (Ph.D. 2023), Current position: Postdoc at MIT
  
  Postdoctoral Fellows
  - Name (2021-2023), Current position: Assistant Professor at X
  
  Undergraduate Researchers
  - Name (2022-2023), Thesis: "Title," Current: PhD program at Y
  - Name (2021-2022), Thesis: "Title," Current: Industry position
  ```
  
  ### 9. Service
  
  ```
  SERVICE
  
  To the Profession
  - Editorial Board Member, Journal Name, 2022-Present
  - Grant Reviewer, NIH Study Section XYZ, 2023
  - Conference Organizer, Conference Name, 2022
  
  To the University
  - Graduate Admissions Committee, 2022-Present
  - Faculty Search Committee, 2023
  - Curriculum Committee, 2022-2023
  
  To the Department
  - Seminar Coordinator, 2022-Present
  - Undergraduate Advisor, 2022-Present
  ```
  
  ### 10. Professional Memberships
  
  ```
  PROFESSIONAL MEMBERSHIPS
  
  American Society for Cell Biology (ASCB), 2015-Present
  Society for Neuroscience (SfN), 2018-Present
  ```
  
  ### 11. Honors & Awards
  
  ```
  HONORS AND AWARDS
  
  NSF CAREER Award, 2022
  Best Paper Award, Conference Name, 2021
  Outstanding Graduate Student Award, Stanford University, 2018
  National Science Foundation Graduate Research Fellowship, 2015-2018
  Phi Beta Kappa, 2013
  ```
  
  ## Role-Specific Emphasis
  
  ### Tenure-Track Faculty
  
  **Emphasize:**
  1. Publications (especially recent, high-impact)
  2. Grants (especially independent funding)
  3. Research trajectory and vision
  4. Teaching experience
  5. Mentoring record
  
  ### Postdoctoral Position
  
  **Emphasize:**
  1. Publications (from PhD and postdoc)
  2. Research experience and skills
  3. Collaboration experience
  4. Future research potential
  5. Any funding/fellowships
  
  ### Lecturer/Teaching Faculty
  
  **Emphasize:**
  1. Teaching experience (courses, evaluations)
  2. Course development
  3. Pedagogical training
  4. Mentoring undergraduates
  5. Teaching awards
  
  ### Research Scientist
  
  **Emphasize:**
  1. Publications
  2. Technical skills
  3. Grant writing experience
  4. Collaboration record
  5. Relevant research experience
  
  ## Discipline-Specific Conventions
  
  ### Sciences (Biology, Chemistry, Physics)
  - Author order matters (first author, last author = senior)
  - Impact factors sometimes included
  - Numbered publication lists common
  - Conference presentations less weighted than publications
  
  ### Humanities (History, Literature, Philosophy)
  - Single-author publications highly valued
  - Book publications crucial
  - Conference presentations important
  - Public scholarship valued
  
  ### Social Sciences
  - Both solo and collaborative work valued
  - Mix of journal articles and books
  - Funded research important
  - Policy impact valued
  
  ## CV Length Guidelines
  
  | Career Stage | Expected Length |
  |--------------|-----------------|
  | Graduate Student | 2-4 pages |
  | Postdoc | 3-6 pages |
  | Early Career Faculty | 5-10 pages |
  | Mid-Career Faculty | 10-20 pages |
  | Senior Faculty | 15-30+ pages |
  
  **Rule:** Your CV grows throughout your career. Don't pad, but don't artificially constrain length.
  
  ## Output Format
  
  When creating an academic CV:
  
  ```markdown
  # ACADEMIC CV STRUCTURE FOR [NAME]
  
  ## Recommended Section Order
  [Based on position type and field]
  
  1. [Section]
  2. [Section]
  ...
  
  ## Section Content
  
  ### Education
  [Formatted education section]
  
  ### Publications
  [Formatted with appropriate style for field]
  
  ### [Other Sections]
  [Formatted content]
  
  ---
  
  ## Formatting Notes
  - [Field-specific conventions to follow]
  - [Style guide recommendations]
  
  ## Things to Add/Update
  - [ ] [Missing item]
  - [ ] [Item needing update]
  ```
  
  ## Academic CV Checklist
  
  - ✅ Contact information complete (including ORCID if applicable)
  - ✅ Education includes all degrees, advisors, dissertations
  - ✅ Publications properly formatted with your name highlighted
  - ✅ All grants listed with amounts and your role
  - ✅ Teaching experience comprehensive
  - ✅ Service documented
  - ✅ Consistent formatting throughout
  - ✅ Reverse chronological order (usually)
  - ✅ No unexplained gaps
  - ✅ Updated within last 6 months
  

• .agents/skills/interview-prep-generator/SKILL.mdskill
  Show content (12055 bytes)

  ---
  name: Interview Prep Generator
  description: Generate STAR stories, practice questions, and talking points from resume
  ---
  
  # Interview Prep Generator
  
  ## When to Use This Skill
  
  Use this skill when the user wants to:
  - Prepare for a job interview
  - Practice answering interview questions
  - Create STAR stories from their experience
  - Anticipate questions for a specific role
  - Mentions: "interview prep", "prepare for interview", "STAR stories", "interview questions", "behavioral questions"
  
  ## Core Capabilities
  
  - Generate role-specific interview questions
  - Create STAR stories from resume bullets
  - Predict questions based on job description
  - Prepare answers for common questions
  - Create talking points for each experience
  - Identify potential concerns and prepare responses
  
  ## Interview Preparation Framework
  
  ### Phase 1: Role Analysis
  - Extract likely questions from job description
  - Identify skills that will be tested
  - Research company interview style
  
  ### Phase 2: Story Banking
  - Convert resume bullets into STAR stories
  - Create stories for common competencies
  - Practice concise delivery
  
  ### Phase 3: Mock Preparation
  - Practice common questions
  - Prepare questions to ask
  - Research company-specific topics
  
  ## The STAR Method Detailed
  
  ### Structure
  - **S**ituation: Set the context (1-2 sentences)
  - **T**ask: Describe your responsibility (1 sentence)
  - **A**ction: Explain what YOU did (2-3 sentences)
  - **R**esult: Share the outcome with metrics (1-2 sentences)
  
  ### STAR Story Template
  
  ```
  SITUATION: "At [Company], we faced [specific challenge/context]..."
  
  TASK: "I was responsible for [specific ownership]..."
  
  ACTION: "I [specific action 1], [specific action 2], and [specific action 3]..."
  
  RESULT: "As a result, [quantified outcome]. This led to [business impact]."
  ```
  
  ### Example STAR Story
  
  **Question:** "Tell me about a time you led a team through a difficult project."
  
  **Answer:**
  ```
  SITUATION: "At TechCorp, our main product was losing customers to a competitor who had launched a better mobile experience. We were seeing 5% monthly churn, up from our normal 2%."
  
  TASK: "As the product manager, I was responsible for turning around our mobile product to stop the bleeding and win back customers."
  
  ACTION: "I started by interviewing 30 churned customers to understand exactly why they left. Based on that research, I prioritized 5 critical features that would achieve parity with competitors. I then worked with engineering to restructure our roadmap, negotiated with leadership to add 2 contract developers, and implemented weekly sprint reviews to keep the project on track. I also started a beta program with 50 of our best customers to get feedback before full launch."
  
  RESULT: "We launched the improved mobile app in 3 months, reducing churn from 5% back to 2% within 60 days. We recovered 35% of churned customers and the NPS for our mobile app increased from 32 to 58. This project was recognized in our company all-hands as a turnaround success."
  ```
  
  **Time:** 90 seconds to 2 minutes
  
  ## Story Banking Process
  
  ### Step 1: Identify Core Competencies
  
  **Leadership Stories Needed:**
  - Led a team through challenge
  - Managed conflict
  - Made a difficult decision
  - Delegated effectively
  - Developed/mentored someone
  
  **Problem-Solving Stories Needed:**
  - Solved complex technical problem
  - Fixed a process that was broken
  - Handled unexpected obstacle
  - Made decision with incomplete information
  - Improved something proactively
  
  **Collaboration Stories Needed:**
  - Worked with difficult colleague
  - Aligned cross-functional stakeholders
  - Built consensus
  - Partnered with other teams
  - Influenced without authority
  
  **Achievement Stories Needed:**
  - Exceeded goals/expectations
  - Delivered under pressure
  - Went above and beyond
  - Took initiative
  - Accomplished something proud of
  
  **Failure/Growth Stories Needed:**
  - Made a mistake and learned
  - Received critical feedback
  - Failed and recovered
  - Changed approach based on learning
  
  ### Step 2: Map Resume to Stories
  
  For each resume bullet, create a full STAR story:
  
  ```
  RESUME BULLET: "Led cross-functional team of 12 to deliver $2M product launch"
  
  STAR EXPANSION:
  
  SITUATION: Our company was losing market share to a competitor, and leadership decided we needed to launch a new product line within 6 months.
  
  TASK: As Product Manager, I was tasked with leading the product from concept to launch, coordinating across engineering, design, marketing, and sales teams (12 people total).
  
  ACTION: 
  - I established weekly cross-functional syncs and a shared Notion workspace
  - Created a detailed project plan with milestones and dependencies
  - Implemented a rapid prototyping process with 2-week design sprints
  - Personally resolved 3 major conflicts between engineering and marketing
  - Presented monthly updates to leadership to maintain alignment
  
  RESULT: 
  - Launched on time and under budget
  - Generated $2M revenue in first year
  - Acquired 50 new enterprise customers
  - Team received company innovation award
  ```
  
  ### Step 3: Create Multiple Versions
  
  Each story should have:
  - **Full version:** 2 minutes (for "tell me about a time...")
  - **Short version:** 60 seconds (for follow-ups)
  - **One-liner:** 15 seconds (for "give me an example")
  
  ## Common Interview Questions by Category
  
  ### Behavioral Questions
  
  **Leadership:**
  - "Tell me about a time you led a team."
  - "Describe a situation where you had to make an unpopular decision."
  - "How have you developed team members?"
  - "Tell me about a time you dealt with a difficult team member."
  
  **Problem-Solving:**
  - "Describe a complex problem you solved."
  - "Tell me about a time something didn't go as planned."
  - "How do you approach problems with incomplete information?"
  - "Give an example of an innovative solution you developed."
  
  **Collaboration:**
  - "Tell me about working with someone difficult."
  - "Describe a time you had to influence someone without authority."
  - "How do you handle disagreements with colleagues?"
  - "Tell me about a successful cross-functional project."
  
  **Achievement:**
  - "What's your proudest professional accomplishment?"
  - "Tell me about a time you exceeded expectations."
  - "Describe a goal you achieved against the odds."
  - "What's the biggest impact you've had in your career?"
  
  **Failure/Growth:**
  - "Tell me about a time you failed."
  - "What's the biggest mistake you've made at work?"
  - "How do you handle criticism?"
  - "What would you do differently in your career?"
  
  ### Role-Specific Questions
  
  **Product Management:**
  - "How do you prioritize features?"
  - "Walk me through how you'd approach [product problem]."
  - "How do you measure product success?"
  - "Tell me about a product you shipped from 0 to 1."
  
  **Engineering:**
  - "Describe your experience with [specific technology]."
  - "How do you approach code reviews?"
  - "Tell me about a technical challenge you solved."
  - "How do you balance technical debt vs. features?"
  
  **Marketing:**
  - "How do you measure campaign success?"
  - "Tell me about a campaign that didn't work."
  - "How do you allocate budget across channels?"
  - "Describe your approach to brand building."
  
  **Sales:**
  - "Walk me through your sales process."
  - "Tell me about a deal you lost and why."
  - "How do you handle objections?"
  - "Describe your largest closed deal."
  
  ### Standard Questions
  
  **About You:**
  - "Tell me about yourself." (2 min pitch)
  - "Walk me through your resume."
  - "Why are you looking for a new role?"
  - "Where do you see yourself in 5 years?"
  
  **About the Role:**
  - "Why this role?"
  - "What interests you about this position?"
  - "What do you think this role entails?"
  - "What would you do in your first 90 days?"
  
  **About the Company:**
  - "Why this company?"
  - "What do you know about us?"
  - "Why do you want to work here?"
  - "What excites you about our mission?"
  
  ## Questions to Ask Interviewers
  
  ### For Hiring Manager
  - "What does success look like in this role at 30/60/90 days?"
  - "What are the biggest challenges facing the team?"
  - "How is performance measured?"
  - "What's the team structure?"
  
  ### For Team Members
  - "What's a typical day/week like?"
  - "What do you enjoy most about working here?"
  - "How do teams collaborate?"
  - "What would you want a new hire to know?"
  
  ### For Executives
  - "What's the company's strategy for the next year?"
  - "How does this team contribute to company goals?"
  - "What keeps you excited about the company?"
  
  ### To Avoid
  - ❌ Questions about salary/benefits (save for HR)
  - ❌ Questions you could easily Google
  - ❌ Negative questions about company problems
  - ❌ Yes/no questions (ask open-ended)
  
  ## Handling Difficult Questions
  
  ### "What's your greatest weakness?"
  
  **Formula:** Real weakness + Self-awareness + Improvement steps
  
  ```
  "I tend to be overly detail-oriented, which can sometimes slow me down. I've recognized this and now set time limits for tasks and ask for feedback on when good enough is good enough. In my current role, I've also learned to delegate detailed work when appropriate."
  ```
  
  ### "Why are you leaving your current job?"
  
  **Keep it:**
  - Positive (growth-focused)
  - Forward-looking (not complaint-based)
  - Brief (don't over-explain)
  
  ```
  "I've learned a lot at [Company], but I'm looking for [specific opportunity] that I don't see available in my current path. This role at [Company] offers exactly that - the chance to [specific thing]."
  ```
  
  ### "Tell me about a time you failed"
  
  **Must include:**
  - Real failure (not humble brag)
  - What you learned
  - How you applied the learning
  
  ```
  "In my first year as a PM, I launched a feature without sufficient user research. The feature was technically sound but users found it confusing. Only 10% adopted it. I learned the hard way that building the right thing matters more than building the thing right. Since then, I never skip user research - I now always do at least 10 user interviews before major feature decisions."
  ```
  
  ### Salary Questions
  
  **Deflect until you have to answer:**
  
  ```
  "I'm flexible on compensation and more focused on finding the right role. Can you share the range budgeted for this position?"
  ```
  
  **If pressed:**
  ```
  "Based on my research and experience, I'm looking for something in the range of $X-$Y, but I'm open to discussing the full compensation package."
  ```
  
  ## Output Format
  
  When generating interview prep:
  
  ```markdown
  # INTERVIEW PREP: [POSITION] AT [COMPANY]
  
  ## Role Analysis
  **Key competencies they'll test:**
  1. [Competency] - Evidence: [From JD]
  2. [Competency] - Evidence: [From JD]
  3. [Competency] - Evidence: [From JD]
  
  ## Predicted Questions
  
  ### High Probability (prepare thoroughly)
  1. [Question] → Use story: [Story name]
  2. [Question] → Use story: [Story name]
  3. [Question] → Use story: [Story name]
  
  ### Medium Probability
  1. [Question]
  2. [Question]
  
  ## Your STAR Story Bank
  
  ### Story 1: [Name - e.g., "Product Launch Success"]
  **Use for:** Leadership, Achievement, Cross-functional
  **STAR:**
  - S: [Situation]
  - T: [Task]
  - A: [Action]
  - R: [Result with metrics]
  **Short version:** [60 second version]
  
  ### Story 2: [Name]
  [Same structure]
  
  ## "Tell Me About Yourself" Script
  [2-minute pitch tailored to this role]
  
  ## Questions to Ask
  **For Hiring Manager:**
  1. [Question]
  2. [Question]
  
  **For Team:**
  1. [Question]
  2. [Question]
  
  ## Company Research Notes
  - Recent news: [Item]
  - Key facts to reference: [Facts]
  - Potential concerns: [Items to be ready for]
  
  ## Red Flag Answers to Avoid
  - Don't mention: [Topics]
  - Don't criticize: [Past employer aspects]
  - Watch out for: [Potential trap questions]
  ```
  
  ## Implementation Checklist
  
  For complete interview prep:
  1. ✅ Analyze job description for competencies
  2. ✅ Create 8-10 STAR stories covering all competencies
  3. ✅ Write "tell me about yourself" pitch
  4. ✅ Prepare answers for likely questions
  5. ✅ Research company thoroughly
  6. ✅ Prepare thoughtful questions to ask
  7. ✅ Practice out loud (time yourself)
  8. ✅ Prepare logistics (outfit, route, tech check)
  9. ✅ Review the day before interview
  10. ✅ Send thank you notes after
  

• .agents/skills/job-description-analyzer/SKILL.mdskill
  Show content (14426 bytes)

  ---
  name: Job Description Analyzer
  description: Analyze job postings, calculate match scores, identify gaps, and create application strategy
  ---
  
  # Job Description Analyzer
  
  ## When to Use This Skill
  
  Use this skill when the user:
  - Wants to analyze a job posting
  - Asks "should I apply to this job?"
  - Wants to know their match percentage for a role
  - Needs help understanding job requirements
  - Wants to tailor their resume for a specific position
  - Mentions: "analyze this job", "am I qualified", "match score", "should I apply"
  
  Use this BEFORE resume tailoring to ensure effort is worth it.
  
  ## Core Capabilities
  
  - Extract and categorize job requirements (must-have vs nice-to-have)
  - Calculate match score between user's experience and job requirements
  - Identify skill gaps and strengths
  - Detect red flags in job postings
  - Prioritize which experiences to highlight
  - Generate resume tailoring strategy
  - Create cover letter talking points
  - Assess company culture fit indicators
  
  ## The Strategic Problem
  
  Most job seekers waste time on:
  - Jobs they're under-qualified for (<60% match)
  - Jobs they're over-qualified for (flight risk)
  - Jobs with red flags (high turnover, toxic culture)
  - Applying to 50+ jobs blindly hoping something sticks
  
  Better approach:
  - Apply to 10-15 jobs strategically
  - Target 70-90% match jobs
  - Customize deeply for each
  - Higher response rate, less burnout
  
  ## Analysis Process
  
  ### Step 1: Extract Requirements
  
  Break job description into categories:
  
  **Required (Must-Have)**
  - Education requirements
  - Years of experience
  - Specific technical skills
  - Certifications/licenses
  - Industry experience
  
  **Preferred (Nice-to-Have)**
  - "Bonus" skills
  - Advanced certifications
  - Domain expertise
  - Specific tool experience
  
  **Soft Skills/Culture**
  - Communication style
  - Work environment
  - Team structure
  - Company values
  
  ### Step 2: Keyword Extraction
  
  Identify three types:
  
  **Hard Skills** (Technical abilities)
  - Tools: Salesforce, Python, AWS, Excel
  - Methodologies: Agile, Six Sigma, SDLC
  - Certifications: PMP, CPA, AWS Certified
  
  **Soft Skills** (Interpersonal)
  - Leadership, collaboration, communication
  - Problem-solving, critical thinking
  - Adaptability, initiative
  
  **Industry/Domain Knowledge**
  - B2B SaaS, healthcare, fintech
  - Enterprise vs SMB
  - Regulatory knowledge (HIPAA, SOX, GDPR)
  
  ### Step 3: Calculate Match Score
  
  ```
  MATCH CALCULATION:
  
  Required Skills:
  - User has 8 out of 10 required = 80%
  
  Preferred Skills:
  - User has 3 out of 5 preferred = 60%
  
  Overall Match:
  - Weight required 70%, preferred 30%
  - (80% × 0.7) + (60% × 0.3) = 74%
  
  INTERPRETATION:
  90-100% = Overqualified (may be flight risk)
  75-89% = Excellent fit (apply immediately)
  60-74% = Good fit (apply with strong cover letter)
  50-59% = Stretch role (apply if passionate)
  <50% = Under-qualified (skip unless dream job)
  ```
  
  ### Step 4: Gap Analysis
  
  For each missing requirement:
  - **Critical gap**: Deal-breaker (don't apply)
  - **Major gap**: Significant but addressable (mention in cover letter)
  - **Minor gap**: Easy to learn (downplay or emphasize related skills)
  
  ### Step 5: Red Flag Detection
  
  Scan for warning signs:
  
  **Workload Red Flags:**
  - "Wear many hats"
  - "Fast-paced environment"
  - "Hit the ground running"
  - "Self-starter in ambiguous situations"
  
  **Culture Red Flags:**
  - "Rockstar/Ninja/Guru"
  - "We work hard, play hard"
  - "Unlimited vacation"
  - "Like a family"
  
  **Compensation Red Flags:**
  - "Competitive salary" (won't tell you range)
  - "Equity-heavy" (low cash compensation)
  - "Commission-based" (no base salary)
  - "DOE" with no range
  
  ## Match Score Output Format
  
  ```markdown
  # JOB ANALYSIS REPORT
  
  **Position:** Senior Product Manager
  **Company:** TechCorp Inc.
  **Location:** San Francisco, CA (Hybrid)
  **Salary Range:** $140K-$180K + equity
  
  ═══════════════════════════════════════════
  
  ## OVERALL MATCH SCORE: 78% ✅
  
  **Recommendation:** STRONG FIT - Apply within 48 hours
  
  **Application Priority:** HIGH
  **Estimated Competition:** Medium (Posted 2 days ago)
  **Time to Tailor Resume:** 30-45 minutes
  
  ═══════════════════════════════════════════
  
  ## REQUIREMENTS BREAKDOWN
  
  ### Required Skills - 8/10 ✅
  
  ✅ 5+ years product management (You have: 6 years)
  ✅ B2B SaaS experience (You have: 4 years)
  ✅ Agile/Scrum (You have: 5 years)
  ✅ Cross-functional leadership (You have: Strong experience)
  ✅ Data-driven decision making (You have: 3 years analytics)
  ✅ API products (You have: 2 years)
  ✅ Roadmap planning (You have: Extensive)
  ✅ User research (You have: 2 years)
  ❌ SQL/data analysis (You have: Basic Excel only) ⚠️
  ❌ Mobile product experience (You don't have) ⚠️
  
  ### Preferred Skills - 4/6 ✅
  
  ✅ MBA or equivalent (You have: MBA from UC Berkeley)
  ✅ Developer tools experience (You have: 2 years)
  ✅ Payment systems (You have: 1 year)
  ✅ International markets (You have: Worked with EU teams)
  ❌ E-commerce background (You don't have)
  ❌ Machine learning products (You don't have)
  
  ### Soft Skills - 5/5 ✅
  
  ✅ Stakeholder management (Strong mentions in your resume)
  ✅ Communication (You present regularly)
  ✅ Strategic thinking (MBA + senior experience)
  ✅ Influence without authority (You've done this)
  ✅ Customer empathy (User research experience)
  
  ═══════════════════════════════════════════
  
  ## STRENGTHS TO EMPHASIZE
  
  **Your Top 3 Selling Points:**
  
  1. **B2B SaaS PM Experience**
     - 4 years in SaaS, exactly what they want
     - Lead with this in resume summary
  
  2. **API Product Background**
     - Your developer tools experience is highly relevant
     - This differentiates you from other candidates
  
  3. **Data-Driven Approach**
     - Your analytics background addresses their need
     - Emphasize metrics and data in every bullet
  
  ═══════════════════════════════════════════
  
  ## GAPS TO ADDRESS
  
  **Critical Gaps:** None ✅
  
  **Major Gaps:**
  ⚠️ **SQL/Data Analysis**
  - They mention this 5x in job description
  - They want PM who can query data independently
  
  **Strategy:**
  - Don't avoid this gap
  - Address in cover letter: "While my primary analytics work has been in Excel and BI tools, I'm actively learning SQL through DataCamp and can currently write basic queries"
  - Emphasize your data-driven mindset and collaboration with data team
  
  **Minor Gaps:**
  - Mobile product experience (mentioned 2x)
  - Not a dealbreaker - they want "any product," mobile just a plus
  
  **Strategy:**
  - Don't mention this gap
  - If asked in interview, pivot to "transferable product skills"
  
  ═══════════════════════════════════════════
  
  ## RESUME CUSTOMIZATION STRATEGY
  
  ### Priority 1: Lead with Most Relevant Experience
  
  **Current Resume Order:**
  1. Company ABC - General PM work
  2. Company XYZ - Your developer tools role
  3. Company 123 - Early career
  
  **Recommended Order:**
  1. Company XYZ - Developer tools role (MOST RELEVANT)
  2. Company ABC - B2B SaaS work
  3. Company 123 - Only if space allows
  
  ### Priority 2: Keyword Integration
  
  **Add These Exact Phrases:**
  - "SQL and data analysis" (mentioned 5x in JD)
  - "API product management" (mentioned 4x)
  - "Developer-focused products" (mentioned 3x)
  - "Stakeholder alignment" (mentioned 3x)
  
  **Where to Add:**
  - Professional Summary: Mention "API products" and "data-driven"
  - Skills Section: Add "SQL (basic), Data Analysis, API Design"
  - Experience: Weave into existing bullets
  
  ### Priority 3: Quantify Everything
  
  They mention "metrics" and "KPIs" 7 times total.
  
  **Enhance These Bullets:**
  
  Current: "Led product roadmap"
  Better: "Defined product roadmap based on analysis of 50+ customer interviews and usage data from 100K+ users"
  
  Current: "Launched new features"
  Better: "Launched 8 features in 12 months, increasing user engagement by 35% and reducing churn by 20%"
  
  ═══════════════════════════════════════════
  
  ## COVER LETTER TALKING POINTS
  
  ### Opening Hook (Choose One):
  
  **Option 1 - Specific Company Knowledge:**
  "I noticed TechCorp recently launched your API marketplace - I've spent the last 2 years as PM for a developer tools platform, and I'm excited about the opportunity to bring that experience to your growing API ecosystem."
  
  **Option 2 - Mutual Connection:**
  "[Name] on your product team mentioned you're looking for a PM to lead the API product line - my 2 years in developer tools and B2B SaaS background would be a strong fit."
  
  **Option 3 - Problem-Solver:**
  "Your JD mentions challenges in stakeholder alignment across technical teams - I've navigated this exact challenge at my current role, aligning engineering, design, and sales teams across 6 concurrent product initiatives."
  
  ### Body - Address the Match:
  - "Your requirement for B2B SaaS experience: I have 4 years with..." 
  - "Your focus on data-driven decisions: In my current role, I..."
  - "Your need for API product expertise: At [Company], I..."
  
  ### Addressing SQL Gap (Optional):
  "While my data analysis has primarily been in Excel and Tableau, I'm expanding my SQL skills and can currently write basic queries. More importantly, I've built strong partnerships with data teams and consistently use data to inform product decisions."
  
  ═══════════════════════════════════════════
  
  ## RED FLAGS ANALYSIS
  
  ### Potential Concerns: ⚠️ MINOR
  
  **Flag 1:** "Fast-paced environment"
  - Appears 2x in description
  - Interpretation: Likely startup or high-growth
  - May mean: Long hours, ambiguity, rapid changes
  
  **Flag 2:** Salary range is wide ($140K-$180K)
  - 29% spread
  - May indicate: Experience range is flexible, or negotiation room
  
  ### Positive Signals: ✅
  
  **Signal 1:** Detailed job description
  - Shows company knows what they want
  - Well-organized role
  
  **Signal 2:** Mentions specific tools (JIRA, Amplitude)
  - Shows operational maturity
  
  **Signal 3:** Hybrid flexibility mentioned
  - Modern workplace practices
  
  ### Company Research Needed:
  
  Before applying, check:
  - Glassdoor reviews (look for patterns in 1-2 star reviews)
  - Recent funding/news (layoffs? growth?)
  - LinkedIn: Check how long people stay (high turnover?)
  - Levels.fyi: Verify salary range is accurate
  
  ═══════════════════════════════════════════
  
  ## APPLICATION TIMELINE
  
  **✅ Day 1 (Today):**
  - Customize resume (30-45 minutes)
  - Write cover letter (30 minutes)
  
  **✅ Day 1-2:**
  - Submit application
  - Connect with 2-3 current employees on LinkedIn
  - Research company more deeply
  
  **✅ Week 1:**
  - Follow up if no response after 7 days
  
  **📊 Expected Response Time:** 1-2 weeks
  
  **📊 Interview Process (from job posting):**
  1. Recruiter screen (30 min)
  2. Hiring manager (1 hour)
  3. Product case study (take-home)
  4. Team interviews (3-4 hours)
  5. Executive interview (1 hour)
  
  ═══════════════════════════════════════════
  
  ## DECISION FACTORS
  
  ### Reasons to Apply ✅
  
  1. Strong match (78%) - You meet most requirements
  2. Role aligns with career goals
  3. Salary range is appropriate for your experience
  4. Company stage fits your preferences
  5. You have unique relevant experience (developer tools)
  
  ### Reasons to Hesitate ⚠️
  
  1. SQL gap is real - prepare to address this
  2. "Fast-paced" may mean high pressure
  3. Need to research company culture more
  
  ### Overall Recommendation:
  
  **APPLY - This is a strong opportunity**
  
  You meet 80% of required skills and 67% of preferred skills. Your developer tools and B2B SaaS experience makes you a differentiated candidate. The SQL gap is addressable with honesty and emphasis on your analytical skills. Apply within 48 hours while posting is fresh.
  ```
  
  ## Requirement Classification Guide
  
  ### Identifying "Must Have" vs "Nice to Have"
  
  **Language indicating REQUIRED:**
  - "Must have..."
  - "Required: X years of..."
  - "You have..."
  - "Essential qualifications"
  - Listed under "Requirements"
  - Mentioned 3+ times in description
  
  **Language indicating PREFERRED:**
  - "Nice to have..."
  - "Bonus if you have..."
  - "Preferred qualifications"
  - "Ideally, you'd have..."
  - "A plus if..."
  - Mentioned only 1-2 times
  
  ### Dealbreaker Detection
  
  **Absolute dealbreakers (don't apply):**
  - Required license you don't have (medical, legal, CPA)
  - Required clearance you can't get
  - Years of experience 50%+ below requirement
  - Required degree you don't have (when stated as "required")
  - Location requirement you can't meet
  
  **Not dealbreakers (apply anyway):**
  - Years of experience slightly below (e.g., 3 years when they want 5)
  - "Preferred" degree you don't have
  - Nice-to-have tools/skills you can learn
  - Industry experience when you have transferable skills
  
  ## Implementation Checklist
  
  When analyzing a job:
  
  1. ✅ Extract all requirements (required vs preferred)
  2. ✅ Identify all keywords (hard skills, soft skills, industry terms)
  3. ✅ Calculate match score
  4. ✅ Identify strengths to emphasize
  5. ✅ Identify gaps and strategies to address
  6. ✅ Detect red flags
  7. ✅ Create resume customization plan
  8. ✅ Generate cover letter talking points
  9. ✅ Research company
  10. ✅ Provide application recommendation and timeline
  
  ## Edge Cases
  
  ### Vague Job Descriptions
  - Flag as potential red flag
  - Extract what keywords you can
  - Recommend reaching out for clarity before applying
  - Use industry standard requirements as baseline
  
  ### Multiple Roles in One JD
  - Identify the core role vs "other duties"
  - Focus match score on primary responsibilities
  - Flag scope creep concerns
  
  ### Internal Postings (Already Working There)
  - Different strategy - emphasize internal knowledge
  - Highlight cross-team relationships
  - Reference specific company initiatives
  
  ### Reposted Jobs
  - May indicate: Previous hire didn't work out, role expanded, or first search failed
  - Worth applying, but research why it was reposted
  - Check if requirements changed from original posting
  

• .agents/skills/linkedin-profile-optimizer/SKILL.mdskill
  Show content (10171 bytes)

  ---
  name: LinkedIn Profile Optimizer
  description: Optimize LinkedIn profile for searchability, recruiter visibility, and engagement
  ---
  
  # LinkedIn Profile Optimizer
  
  ## When to Use This Skill
  
  Use this skill when the user wants to:
  - Optimize their LinkedIn profile for job searching
  - Improve LinkedIn visibility and searchability
  - Sync their resume with their LinkedIn profile
  - Attract recruiters and job opportunities
  - Mentions: "LinkedIn", "LinkedIn profile", "optimize LinkedIn", "LinkedIn headline", "recruiter"
  
  ## Core Capabilities
  
  - Optimize headline for searchability
  - Write compelling About/Summary sections
  - Structure Experience section for impact
  - Improve profile completeness score
  - Add relevant keywords for recruiter searches
  - Align LinkedIn with resume while leveraging platform differences
  
  ## LinkedIn vs. Resume: Key Differences
  
  | Aspect | Resume | LinkedIn |
  |--------|--------|----------|
  | Length | 1-2 pages | Unlimited |
  | Tone | Formal | More conversational |
  | Keywords | Job-specific | Industry-wide |
  | Audience | One specific employer | All recruiters |
  | Updates | Per application | Always current |
  | Personality | Minimal | Show more |
  
  ## Profile Section Optimization
  
  ### 1. Profile Photo
  
  **Requirements:**
  - Professional headshot (not casual photo)
  - Face takes up 60% of frame
  - Neutral or branded background
  - Good lighting, high resolution
  - Appropriate attire for your industry
  - Friendly expression (slight smile)
  
  **Impact:** Profiles with photos get 21x more views
  
  ### 2. Background Banner
  
  **Best Practices:**
  - Use a professional design or industry-related image
  - Can include personal branding elements
  - Size: 1584 x 396 pixels
  - Avoid busy patterns that distract from your photo
  
  **Options:**
  - Company brand (if appropriate)
  - Industry-related imagery
  - Professional abstract design
  - Personal brand statement
  
  ### 3. Headline (Most Important for Searchability)
  
  **Character Limit:** 220 characters
  
  **Formula:** [Role] | [Key Expertise] | [Value Proposition]
  
  **Examples:**
  
  ❌ **Weak Headlines:**
  - "Looking for opportunities"
  - "Unemployed Product Manager"
  - "Student at University"
  - "Open to work"
  
  ✅ **Strong Headlines:**
  ```
  Senior Product Manager | B2B SaaS | Driving 0→1 Products from Concept to $10M ARR
  
  Data Scientist | Machine Learning & Analytics | Turning Data into Business Decisions
  
  Software Engineer | Python, AWS, Kubernetes | Building Scalable Systems at Fortune 500
  
  Marketing Director | Growth & Brand Strategy | 3x Revenue Growth at Series B Startups
  ```
  
  **Keyword Strategy:**
  Include terms recruiters search for:
  - Your job title (and variations)
  - Key skills (languages, tools, methodologies)
  - Industry terms
  - Certifications
  
  ### 4. About Section (Summary)
  
  **Character Limit:** 2,600 characters
  **Recommended Length:** 1,500-2,000 characters (3-5 paragraphs)
  
  **Structure:**
  
  ```
  [HOOK - Compelling first line that shows up in preview]
  
  [PARAGRAPH 1: Who you are and what you do]
  
  [PARAGRAPH 2: Your key achievements and specialties]
  
  [PARAGRAPH 3: What you're looking for or passionate about]
  
  [SKILLS LIST: Core competencies, searchable keywords]
  
  [CALL TO ACTION: How to reach you]
  ```
  
  **Example:**
  
  ```
  I help SaaS companies turn product ideas into revenue.
  
  For the past 8 years, I've been building products that people actually want to use. From a payments platform that processed $50M monthly to a developer tool used by 100K+ engineers, I've led cross-functional teams from idea to launch and beyond.
  
  What I do best:
  → Transform ambiguous customer problems into clear product roadmaps
  → Build and lead high-performing product teams
  → Drive growth through data-informed decision making
  → Bridge technical and business stakeholders
  
  Currently, I'm a Senior Product Manager at [Company], where I lead our API platform serving 500+ enterprise customers. Previously, I led product at [Previous Company] through their Series B and 10x growth.
  
  Key skills: Product Strategy, Roadmap Planning, Agile/Scrum, User Research, A/B Testing, SQL, Data Analysis, Stakeholder Management, B2B SaaS, API Products
  
  Let's connect! I'm always happy to chat about product, SaaS, or career advice for aspiring PMs. Reach me at [email].
  ```
  
  **First Line is Crucial:**
  Only ~300 characters show before "see more" - make them count!
  
  ### 5. Experience Section
  
  **Key Differences from Resume:**
  - Can be longer and more detailed
  - Should include media (presentations, links)
  - Can show personality
  - Update regularly (not just when job hunting)
  
  **For Each Role Include:**
  - Clear job title
  - Company (with logo linked)
  - Date range
  - Location
  - Description (2-3 sentences about the role)
  - 4-6 bullet points with achievements
  - Media attachments if available
  
  **Example:**
  
  ```
  Senior Product Manager
  TechCorp Inc. · Full-time
  Jan 2021 - Present · 3 yrs 1 mo
  San Francisco, CA · Hybrid
  
  Leading product strategy for TechCorp's API Platform, serving 500+ enterprise customers and generating $20M ARR.
  
  • Grew platform revenue from $5M to $20M ARR by launching 3 new product lines and expanding into enterprise segment
  • Led cross-functional team of 15 (engineering, design, data) to deliver 25+ features with 95% on-time delivery rate  
  • Improved customer retention from 82% to 94% through proactive feature development based on usage analytics
  • Established product analytics framework using Amplitude, increasing feature adoption by 40%
  • Collaborated with sales team to close 50+ enterprise deals worth $10M+ by participating in technical sales calls
  
  Skills: Product Management · B2B SaaS · API Design · Agile Methodology · Stakeholder Management
  ```
  
  ### 6. Skills Section
  
  **Strategy:**
  - List up to 50 skills (use all 50!)
  - Order by relevance and endorsements
  - Get endorsements for top skills
  - Include both technical and soft skills
  
  **Categories to Include:**
  - Job-specific skills (Product Management, Data Analysis)
  - Tools (JIRA, Salesforce, Python)
  - Methodologies (Agile, Six Sigma)
  - Soft skills (Leadership, Communication)
  - Industry terms (B2B, SaaS, Enterprise)
  
  **Top 3 Featured Skills:**
  Choose your three most important, most endorsed skills
  
  ### 7. Featured Section
  
  **Use For:**
  - Portfolio pieces
  - Published articles
  - Presentations
  - Media coverage
  - Important posts
  - Project highlights
  
  **Why It Matters:**
  Appears prominently on profile - showcase your best work
  
  ### 8. Recommendations
  
  **Target:** 5-10 quality recommendations
  
  **Best Sources:**
  - Former managers
  - Direct reports
  - Cross-functional partners
  - Clients/customers
  
  **How to Get Them:**
  1. Give recommendations first
  2. Ask specific people directly
  3. Make it easy - suggest talking points
  4. Time it right (after successful project)
  
  ## Keyword Optimization
  
  ### Finding Keywords
  1. Search job descriptions for your target role
  2. Look at profiles of people in roles you want
  3. Use LinkedIn's Skills section suggestions
  4. Check industry publications for terminology
  
  ### Keyword Placement
  Place keywords in:
  - Headline (highest weight)
  - About section (multiple times naturally)
  - Experience descriptions
  - Skills section
  - Recommendations (ask recommenders to use)
  
  ### Search Algorithm Tips
  - Exact matches matter (use exact phrases)
  - Keyword density helps (repeat important terms)
  - Recent activity boosts visibility
  - Complete profiles rank higher
  - Engagement increases reach
  
  ## Profile Completeness Checklist
  
  **All-Star Profile Requirements:**
  - ✅ Professional photo
  - ✅ Custom headline (not just job title)
  - ✅ Current position with description
  - ✅ Two past positions
  - ✅ Education
  - ✅ At least 5 skills
  - ✅ Industry and postal code
  - ✅ 50+ connections
  
  **Beyond All-Star:**
  - ✅ Custom background banner
  - ✅ Featured section populated
  - ✅ About section (1500+ characters)
  - ✅ Rich media in Experience
  - ✅ 500+ connections
  - ✅ Recommendations (5+)
  - ✅ All 50 skills listed
  - ✅ Volunteer experience
  - ✅ Certifications
  
  ## Recruiter Visibility Settings
  
  ### Open to Work Feature
  **Settings to configure:**
  - Job titles you're interested in
  - Location preferences
  - Start date
  - Job types (full-time, contract, etc.)
  
  **Visibility Options:**
  - All LinkedIn members (shows green badge)
  - Recruiters only (hidden, more discreet)
  
  ### Profile Visibility
  Ensure these are ON:
  - Profile viewing options: Show full profile
  - Sharing profile edits: Your choice
  - Represent in LinkedIn Services: ON (if relevant)
  
  ## Content Strategy
  
  ### Why Post Content?
  - Increases profile visibility
  - Demonstrates expertise
  - Builds personal brand
  - Attracts opportunities
  
  ### Content Types:
  1. Industry insights/opinions
  2. Professional lessons learned
  3. Career milestones
  4. Helpful resources
  5. Engagement with others' content
  
  ### Posting Frequency:
  - Minimum: 1x per week
  - Optimal: 3-5x per week
  - Comment/engage: Daily
  
  ## Output Format
  
  When optimizing a LinkedIn profile:
  
  ```markdown
  # LINKEDIN PROFILE OPTIMIZATION
  
  ## Current Profile Assessment
  **Completeness:** X%
  **Searchability Score:** X/10
  **Key Issues:** [List]
  
  ## Optimized Sections
  
  ### Headline
  **Current:** [Their current headline]
  **Optimized:** [New headline with keywords]
  
  ### About Section
  [Full optimized About section text]
  
  ### Experience Improvements
  **[Company Name]**
  - Add: [Suggested additions]
  - Modify: [Suggested changes]
  - Media to add: [Suggestions]
  
  ### Skills to Add
  [List of skills to add based on target roles]
  
  ### Keywords Integrated
  [List of keywords added throughout profile]
  
  ## Action Items
  1. [ ] Update headline
  2. [ ] Rewrite About section
  3. [ ] Update current role description
  4. [ ] Add X skills
  5. [ ] Request X recommendations
  6. [ ] Add featured content
  7. [ ] Upload professional photo
  ```
  
  ## Resume-to-LinkedIn Sync
  
  ### What to Keep the Same:
  - Core achievements and metrics
  - Job titles and dates
  - Key skills and qualifications
  - Overall career narrative
  
  ### What to Expand:
  - More detail in descriptions
  - Additional context
  - More bullets per role
  - Personality and voice
  
  ### What to Adjust:
  - Tone (more conversational)
  - Length (can be longer)
  - Keywords (broader than job-specific)
  - Call to action (add contact info)
  

• .agents/skills/executive-resume-writer/SKILL.mdskill
  Show content (9214 bytes)

  ---
  name: Executive Resume Writer
  description: Create C-suite and VP level resumes emphasizing strategic leadership
  ---
  
  # Executive Resume Writer
  
  ## When to Use This Skill
  
  Use this skill when the user:
  - Is applying for C-suite, VP, or Director roles
  - Has 15+ years of experience in senior leadership
  - Needs to emphasize strategic leadership over tactical skills
  - Mentions: "executive resume", "C-suite", "VP resume", "senior leadership", "board", "executive search"
  
  ## Core Capabilities
  
  - Write resumes for C-suite and VP-level positions
  - Emphasize strategic leadership and business transformation
  - Showcase P&L responsibility and organizational impact
  - Balance achievements with leadership philosophy
  - Format for executive recruiters and board presentations
  - Include board experience and industry recognition
  
  ## Executive Resume Philosophy
  
  **Key Differences from Standard Resumes:**
  
  | Standard Resume | Executive Resume |
  |-----------------|------------------|
  | Lists skills | Demonstrates leadership brand |
  | Shows tasks | Shows strategic impact |
  | Focuses on "what" | Focuses on "so what" |
  | 1-2 pages | 2-3 pages acceptable |
  | Keywords for ATS | Story for decision-makers |
  | Individual contributions | Organizational transformation |
  
  ## Executive Resume Structure
  
  ### Recommended Sections
  
  ```
  1. Executive Profile/Summary
  2. Core Competencies (Leadership Themes)
  3. Career Highlights / Key Achievements
  4. Professional Experience
  5. Board & Advisory Roles
  6. Education & Executive Development
  7. Industry Recognition (optional)
  ```
  
  ### Length Guidelines
  - VP/SVP: 2 pages
  - C-Suite: 2-3 pages
  - Board CV: Can be longer
  
  ## Executive Profile Section
  
  This replaces the standard professional summary. Should communicate your **leadership brand**.
  
  ### Format
  ```
  [TITLE/FUNCTION] EXECUTIVE
  
  [Leadership brand statement - who you are as a leader]
  
  [2-3 sentences on your track record with scope/scale]
  
  [What you're known for / unique value proposition]
  ```
  
  ### Example
  
  ```
  CHIEF OPERATING OFFICER | P&L LEADERSHIP | OPERATIONAL TRANSFORMATION
  
  Growth-focused operations executive with 20+ years scaling B2B technology companies from $50M to $500M+ in revenue. Known for building high-performance teams, operational excellence, and creating scalable infrastructure that enables rapid growth.
  
  Track record includes 3 successful exits, 2 IPO preparations, and leading organizations of 500+ employees across 6 countries. Expertise in operational strategy, M&A integration, and digital transformation in SaaS and enterprise software environments.
  
  Core philosophy: Build repeatable processes that scale while maintaining the agility that drives innovation.
  ```
  
  ## Core Competencies Section
  
  Frame as leadership themes rather than skills lists.
  
  ### Example
  ```
  LEADERSHIP COMPETENCIES
  
  Strategic Growth        | M&A Integration          | Digital Transformation
  P&L Management ($500M+) | Global Team Leadership   | Board Relations
  Operational Excellence  | Change Management        | Investor Relations
  ```
  
  ## Career Highlights Section
  
  Place your biggest achievements upfront before chronological experience.
  
  ### Format
  ```
  CAREER HIGHLIGHTS
  
  • [Achievement 1 with metrics]
  • [Achievement 2 with metrics]
  • [Achievement 3 with metrics]
  • [Achievement 4 with metrics]
  ```
  
  ### Example
  ```
  CAREER HIGHLIGHTS
  
  • Led operational transformation at TechCorp, improving EBITDA margins from 12% to 28% while growing revenue from $150M to $400M
  • Executed 5 acquisitions totaling $200M+ and successfully integrated 3 companies with 95% employee retention
  • Built global operations team from 50 to 500+ employees across US, EMEA, and APAC regions
  • Prepared company for successful IPO, implementing SOX compliance and investor-ready reporting
  ```
  
  ## Experience Section for Executives
  
  ### The Executive Bullet Formula
  
  **[Leadership Action] + [Strategic Initiative] + [Business Outcome at Scale]**
  
  ### Example Role
  
  ```
  CHIEF OPERATING OFFICER
  TechCorp Inc. | San Francisco, CA | 2019 - Present
  $400M B2B SaaS company | 1,200 employees | Series D - IPO track
  
  Recruited by CEO to transform operations and prepare company for IPO. Direct reports include VP Engineering, VP Customer Success, VP Operations, and CIO. Full P&L ownership for services business ($150M).
  
  Strategic Initiatives & Results:
  
  • Operational Transformation: Redesigned end-to-end operations, improving gross margins from 62% to 78% and reducing customer onboarding time from 90 to 30 days
  
  • Scale & Growth: Built infrastructure to support growth from $150M to $400M revenue, including implementation of ERP, expansion to 3 new geographies, and establishment of 24/7 global support
  
  • M&A Leadership: Served as operational lead for 3 acquisitions totaling $75M, achieving full integration within 6 months and 95% talent retention
  
  • Team Development: Expanded operations organization from 200 to 600 employees, established leadership development program that promoted 15 internal candidates to VP/Director roles
  
  • IPO Preparation: Led SOX compliance implementation, established audit committee reporting, and built investor-ready operational metrics and forecasting capabilities
  ```
  
  ### Key Elements for Executive Experience
  
  **Always Include:**
  - Company context (revenue, employees, stage)
  - Reporting structure / span of control
  - P&L or budget responsibility
  - Strategic scope
  
  **Metrics to Emphasize:**
  - Revenue growth ($ and %)
  - Profitability improvement (margins, EBITDA)
  - Cost reduction
  - Team size and development
  - Geographic expansion
  - M&A activity
  - Exit outcomes
  
  ## Board & Advisory Section
  
  ```
  BOARD & ADVISORY POSITIONS
  
  Board of Directors | TechStartup Inc. | 2022 - Present
  $50M ARR B2B SaaS company. Chair of Compensation Committee.
  
  Advisory Board | VentureStudio | 2020 - Present
  Supporting portfolio companies with operational strategy and GTM execution.
  
  Board Observer | AcquiredCo (acquired by BigTech, 2023) | 2021 - 2023
  Provided operational guidance through $200M acquisition process.
  ```
  
  ## Executive-Specific Considerations
  
  ### Emphasize Transformation
  
  Executives are hired to **transform**, not maintain. Show:
  - What changed because of you
  - Before/after states
  - Scale of impact
  
  **Transformation Story Formula:**
  "Inherited [situation]. Implemented [strategic change]. Achieved [outcome]."
  
  ### Show Leadership Philosophy
  
  Unlike individual contributor resumes, executive resumes should hint at **how** you lead.
  
  **Examples:**
  - "Known for building consensus across diverse stakeholder groups"
  - "Leads with data-driven decision making while maintaining strategic flexibility"
  - "Champions innovation while maintaining operational discipline"
  
  ### Handle Tenure Carefully
  
  **Short Tenures:** Frame around specific missions
  - "Brought in to lead post-merger integration"
  - "Recruited for turnaround; completed in 18 months"
  - "Joined to prepare company for acquisition"
  
  **Long Tenures:** Show progression and reinvention
  - "Promoted through 4 roles over 12 years"
  - "Led multiple transformations as company grew from $50M to $500M"
  
  ### Confidential Information
  
  **Do:**
  - Use percentage improvements when absolutes are confidential
  - Use ranges for revenue/headcount
  - Speak to relative impact
  
  **Don't:**
  - Share proprietary strategies
  - Name confidential acquisition targets
  - Reveal undisclosed financial information
  
  ## Executive Resume Tone
  
  ### Power Language for Executives
  
  **Strategic Action Verbs:**
  - Spearheaded, Orchestrated, Championed, Steered
  - Transformed, Revolutionized, Pioneered
  - Architected, Engineered (strategically)
  - Drove, Accelerated, Catalyzed
  
  **Leadership Language:**
  - "Led organization through..."
  - "Built and scaled..."
  - "Established vision for..."
  - "Negotiated and secured..."
  - "Championed transformation..."
  
  ### What to Avoid
  
  - ❌ Tactical/operational language (managed, handled, assisted)
  - ❌ First person pronouns (I, my, me)
  - ❌ Jargon without context
  - ❌ Generic statements without proof
  - ❌ Too much humility (take credit appropriately)
  
  ## Output Format
  
  When writing an executive resume:
  
  ```markdown
  # EXECUTIVE RESUME
  
  ## Executive Profile
  [Full executive profile section]
  
  ## Core Competencies
  [Formatted competency grid]
  
  ## Career Highlights
  [4-6 top achievements with metrics]
  
  ## Professional Experience
  
  ### [Most Recent Role]
  [Full executive role writeup]
  
  ### [Previous Role]
  [Full executive role writeup]
  
  ## Board & Advisory
  [Board positions]
  
  ## Education & Development
  [Degrees and executive education]
  
  ---
  
  ## Positioning Notes
  - Key narrative theme: [The story your resume tells]
  - Leadership brand: [What you're known for]
  - Differentiator: [What sets you apart]
  ```
  
  ## Executive Search Considerations
  
  **Your resume may be seen by:**
  - Executive recruiters
  - Board members
  - PE/VC partners
  - CEOs and CHROs
  
  **Optimize for:**
  - Quick scanning by busy executives
  - Clear narrative of career progression
  - Obvious leadership brand
  - Credible, verifiable achievements
  
  **Remember:**
  - Executive searches often involve references before interviews
  - Your resume will be fact-checked
  - Relationships and reputation matter
  - The resume opens doors; relationships close deals
  

README

# Install all 20 skills globally (works across all projects)
npx skills add Paramchoudhary/ResumeSkills -g -y

# Install to current project only
npx skills add Paramchoudhary/ResumeSkills -y

# List installed skills
npx skills list

# List global skills
npx skills list --global

# Clone and copy to skills folder
git clone https://github.com/Paramchoudhary/ResumeSkills.git
mkdir -p ~/.cursor/skills
cp -r ResumeSkills/skills/* ~/.cursor/skills/

# Remove individual skills by name
npx skills remove resume-ats-optimizer
npx skills remove resume-bullet-writer

# Or remove all skills from a directory
rm -rf ~/.agents/skills/resume-*
rm -rf ~/.cursor/skills/resume-*

"Optimize my resume for ATS"
→ Uses resume-ats-optimizer skill

"Improve my resume bullets"
→ Uses resume-bullet-writer skill

"Should I apply to this job?" + paste job description
→ Uses job-description-analyzer skill

"Write me a cover letter for this role"
→ Uses cover-letter-generator skill

"Prep me for an interview at Google"
→ Uses interview-prep-generator skill

User: Here's my resume [paste]. I'm applying to data scientist roles. Help me optimize it.

Claude will:
1. Run ATS compatibility check
2. Analyze against common data scientist job requirements
3. Improve bullet points with metrics
4. Suggest keyword additions
5. Format for ATS compatibility

User: Here's a job description [paste] and my resume [paste]. Should I apply?

Claude will:
1. Calculate match score
2. Identify gaps and strengths
3. Flag any red flags in posting
4. Provide resume customization strategy
5. Generate cover letter talking points

User: I have an interview at [Company] for [Role]. Here's my resume. Help me prepare.

Claude will:
1. Generate STAR stories from your experience
2. Predict likely interview questions
3. Create talking points for each bullet
4. Research company-specific prep
5. Prepare questions to ask