Initial release: AI-powered job application framework

Co-Authored-By: Claude Opus 4.6 <noreply@anthropic.com>
2026-09-17 08:36:25 +00:00 · 2026-03-23 08:34:06 +01:00
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+# Candidate Profile
+
+<!-- SETUP: This file is populated by running /setup -->
+<!-- After running /setup, all sections will be filled with your actual information -->
+
+## Identity
+- **Name:** [YOUR_NAME]
+- **Location:** [YOUR_ADDRESS]
+- **Phone:** [YOUR_PHONE]
+- **Email:** [YOUR_EMAIL]
+- **LinkedIn:** [YOUR_LINKEDIN_URL]
+- **GitHub:** [YOUR_GITHUB_URL]
+- **Languages:** [YOUR_LANGUAGES with proficiency levels]
+- **Status:** [YOUR_EMPLOYMENT_STATUS]
+- **Constraints:** [YOUR_COMMUTE_OR_LOCATION_CONSTRAINTS]
+
+## Education
+
+| Degree | Period | Institution | Key Topics |
+|--------|--------|-------------|------------|
+| [DEGREE] | [YEARS] | [INSTITUTION] | [TOPICS] |
+
+## Professional Experience
+
+### [JOB_TITLE] - [COMPANY] ([START] - [END])
+[LOCATION]
+- [RESPONSIBILITY_OR_ACHIEVEMENT_1]
+- [RESPONSIBILITY_OR_ACHIEVEMENT_2]
+- [RESPONSIBILITY_OR_ACHIEVEMENT_3]
+
+<!-- Add more roles as needed -->
+
+## Independent Projects
+<!-- Projects outside of employment: freelance, open source, personal -->
+- **[PROJECT_NAME]**: [DESCRIPTION]
+
+## Technical Skills
+
+### Programming & ML
+- **[LANGUAGE]** ([PROFICIENCY]): [FRAMEWORKS_AND_LIBRARIES]
+- [OTHER_SKILLS]
+
+### Domain Expertise
+- [DOMAIN_1]
+- [DOMAIN_2]
+
+### Software & Tools
+- [TOOL_LIST]
+
+## Publications
+<!-- List peer-reviewed publications, if any -->
+1. [AUTHOR_LIST] ([YEAR]). [TITLE]. [JOURNAL]. [DOI_LINK]
+
+## Awards
+- [AWARD] - [EVENT] ([YEAR])
+
+## References
+- [NAME], [TITLE], [COMPANY] ([EMAIL], [PHONE])
+
+More references available upon request.
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+# Behavioral Profile
+
+<!-- SETUP: This file is populated by running /setup -->
+<!-- You can use results from PI, DISC, Myers-Briggs, StrengthsFinder, or a self-assessment -->
+
+## Overview
+[YOUR_NAME]'s behavioral assessment identifies them as a **[PROFILE_TYPE]** pattern. [1-2 SENTENCE_SUMMARY].
+
+## Core Behavioral Drives
+
+| Drive | Level | Meaning |
+|-------|-------|---------|
+| [DRIVE_1] | [LEVEL] | [DESCRIPTION] |
+| [DRIVE_2] | [LEVEL] | [DESCRIPTION] |
+| [DRIVE_3] | [LEVEL] | [DESCRIPTION] |
+| [DRIVE_4] | [LEVEL] | [DESCRIPTION] |
+
+## Strongest Behaviors
+- **[BEHAVIOR_1]:** [DESCRIPTION]
+- **[BEHAVIOR_2]:** [DESCRIPTION]
+- **[BEHAVIOR_3]:** [DESCRIPTION]
+
+## How You Work Best
+- [ENVIRONMENT_PREFERENCE_1]
+- [ENVIRONMENT_PREFERENCE_2]
+- [ENVIRONMENT_PREFERENCE_3]
+
+## Growth Areas (frame positively in applications)
+- **[AREA_1]:** [HOW_TO_FRAME_IT_POSITIVELY]
+- **[AREA_2]:** [HOW_TO_FRAME_IT_POSITIVELY]
+
+## Mapping to Job Posting Language
+
+When a job posting mentions these keywords, it's a **strong behavioral fit**:
+- [KEYWORD_OR_PHRASE_THAT_MATCHES_YOUR_STYLE]
+- [ANOTHER_KEYWORD]
+
+When a job posting mentions these, flag as **potential friction** (not deal-breaker):
+- [KEYWORD_OR_PHRASE_THAT_MIGHT_CLASH]
+- [ANOTHER_KEYWORD]
+
+## Management Style Preferences
+- [WHAT_MANAGEMENT_STYLE_WORKS_FOR_YOU]
+- [WHAT_DOESN'T_WORK]
+
+## Using This in Applications
+- **Cover letters:** [HOW_TO_WEAVE_IN_BEHAVIORAL_STRENGTHS]
+- **CV:** [WHAT_TO_EMPHASIZE]
+- **Interviews:** [WHAT_STAR_EXAMPLES_TO_USE]
+- **Don't overstate:** [WHAT_NOT_TO_CLAIM]
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+# Writing Style Guide
+
+## Critical Rules
+
+1. **NO em-dashes (--).**  Use commas, periods, or restructure the sentence instead.
+2. **NO cliches or filler phrases.** Cut: "I am passionate about", "I believe I would be a great fit", "leverage my skills", "hit the ground running", "drive results", "synergies".
+3. **NO generic buzzwords** without concrete backing. Every claim must be supported by a specific example or fact.
+4. **NO apologetic or overly humble language.** Not "I think I could contribute" but "I bring X, demonstrated by Y."
+5. **NO unverified company claims.** Every company-specific statement in a cover letter (partnerships, product names, technology descriptions, expansions) must be independently verified via WebFetch or WebSearch before inclusion. Do not trust reviewer agent research at face value. If a claim cannot be verified, rephrase it in general terms or omit it.
+6. **Reframe emphasis, not substance.** Some framing of experience toward the target role is expected. But apply the **interview backtrack test**: could the candidate comfortably explain this bullet in an interview without backtracking? If they'd have to say "well, what I actually meant was..." then it's too far. Specifically:
+   - **OK:** Reordering experience to lead with what's most relevant; using natural synonyms for the target domain; emphasizing one aspect of a broad role.
+   - **Flag it:** Combining academic + industry experience into a single claim that implies it was all industry; describing work using the posting's specific terminology when the actual work was adjacent but not the same.
+   - **Never:** Claiming experience the candidate doesn't have; implying they worked in a domain they haven't.
+   When a bullet falls in the "flag it" zone, present it to the user after drafting with: "This bullet is a stretch because X. Keep, soften, or drop?" If the evaluation experience match score is below 50, warn before proceeding to drafting that extensive reframing would be needed.
+
+## Tone
+- **Warm but direct.** Friendly and approachable, but confident without arrogance.
+- **Conversational professional.** Not stiff corporate-speak, not casual chat. Think: how a confident person talks in a good job interview.
+- **First person, active voice.** "I built" not "a system was developed by the candidate."
+- **Demonstrate, don't state.** Instead of "I am a team player", write a specific example of teamwork and its outcome.
+
+## Application Headline (Best Practice)
+
+The subject line / headline of the application should be engaging and specific, not generic.
+
+**Bad:** "Application for Sales Engineer Position" / "Ansogning til stilling som ingeniør"
+**Good:** "[Your specialty] specializing in [relevant keyword from posting]"
+
+Formula: **[Title/education] + [relevant keyword from the job posting]**
+
+## Scannable Structure (Best Practice)
+
+Employers scan applications quickly. Structure for easy reading:
+- Use descriptive subheadings that reflect content (not just "Introduction" / "Body")
+- Include industry-specific keywords in headings where natural
+- Write concisely - eliminate filler language
+- One page maximum (hard rule)
+
+## Forward-Looking Framing (Best Practice)
+
+The cover letter is **not a CV repetition**. It should be forward-looking:
+- Focus on **tasks you can solve for the employer**, not just what you've done before
+- Describe your approach: methods, tools, knowledge you'll bring
+- Explain what positive outcomes the employer can expect from hiring you
+- Use 1-2 brief past examples only to back up forward-looking claims
+
+## Cover Letter Structure
+
+### Opening Paragraph
+- State the role and why you're writing (1 sentence)
+- Immediately connect your background to the role (1-2 sentences)
+- Make it specific to this company/role, not a template opener
+
+### Body Paragraphs - Task-Solving Focus
+- Lead with the most relevant experience for this specific role
+- Frame content around **which of their tasks you can solve and how**
+- Describe your approach: methods, tools, and knowledge you'll bring
+- Use bullet lists for concrete skills/achievements when appropriate (3-5 bullets)
+- Each bullet should be specific and outcome-oriented
+- Include at least one example that shows initiative
+- Include 1-2 brief examples of past success, but keep the focus forward-looking
+
+### Motivation / Why This Company (place early)
+- The **first section** after the opening should explain why you're applying to *this specific company*
+- Use language and themes from the job posting and company website
+- Focus on how you'll contribute to their goals, not what you gain from employment
+- If you spoke with someone at the company, reference the conversation naturally
+
+### Company-Specific Paragraph
+- Show you've researched the company (mention specific projects, values, or market position)
+- Explain why this company specifically, not just "a company like yours"
+- Connect domain knowledge to their business context
+
+### Closing
+- Brief, confident, forward-looking
+- "I look forward to hearing from you" or "I would welcome the opportunity to discuss..."
+- No begging or over-enthusiasm
+
+## Bullet Point Style
+- Start with action verb or bold category label
+- Be specific: numbers, tools, outcomes
+- Vary the structure (not every bullet starts the same way)
+
+## Language for Different Role Types
+
+### Technical/ML roles
+- Lead with programming languages, ML frameworks, specific model architectures
+- Mention datasets, data volumes, pipeline complexity
+- Include independent projects
+
+### Domain-specific roles
+- Lead with domain expertise and specific methods
+- Frame technical skills as tools that enhance domain analysis
+
+### Consulting/Advisory roles
+- Lead with stakeholder communication, project coordination, client interaction
+- Emphasize ability to bridge technical and business perspectives
+
+### Leadership/Senior roles
+- Lead with project management, mentoring, course development
+- Frame advanced degrees as evidence of independent project delivery
+
+## Multi-language Applications
+- Default to the language of the job posting
+- Cover letters in the posting's language should feel natural, not translated
+- Slightly warmer, more personal tone may be acceptable in some languages
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+# Job Evaluation Framework
+
+<!-- SETUP: Skill match areas and career goals are personalized by running /setup -->
+
+## Scoring Dimensions
+
+Evaluate each job posting against these five dimensions:
+
+### 1. Technical Skills Match (0-100)
+How well do the required/preferred skills align with the candidate's capabilities?
+
+| Score | Meaning |
+|-------|---------|
+| 80-100 | Core requirements are primary skills |
+| 60-79 | Most requirements match, 1-2 gaps that are learnable |
+| 40-59 | Partial match, significant upskilling needed |
+| 0-39 | Fundamental mismatch |
+
+**Strong match areas:** [YOUR_PRIMARY_SKILLS]
+**Moderate match areas:** [YOUR_SECONDARY_SKILLS]
+**Weak match areas:** [SKILLS_YOU_LACK]
+
+### 2. Experience Match (0-100)
+Does work history align with what they're looking for?
+
+| Score | Meaning |
+|-------|---------|
+| 80-100 | Direct experience in the same domain and role type |
+| 60-79 | Related experience, transferable skills clear |
+| 40-59 | Adjacent experience, would need to make the case |
+| 0-39 | Unrelated experience |
+
+**Strong:** [YOUR_DIRECT_EXPERIENCE_DOMAINS]
+**Moderate:** [YOUR_ADJACENT_EXPERIENCE]
+**Entry-level:** [ROLES_WITH_LIMITED_EXPERIENCE]
+
+### 3. Behavioral/Culture Fit (0-100)
+Does the role and company culture match the behavioral profile?
+
+| Score | Meaning |
+|-------|---------|
+| 80-100 | Culture strongly matches behavioral preferences |
+| 60-79 | Mixed signals but mostly compatible |
+| 40-59 | Some friction areas |
+| 0-39 | Significant culture mismatch |
+
+**Red flags to research:** Department disorganization, work dominated by maintenance over development, poor chemistry with leadership, culture mismatches. Check reviews, media coverage, LinkedIn connections, and network contacts for insider perspective.
+
+### 4. Location & Logistics (Pass/Fail + Notes)
+- Within commute range: PASS
+- Remote with occasional office: PASS
+- Requires relocation: FAIL (deal-breaker)
+- Frequent international travel: FLAG (discuss with user)
+
+### 5. Career Alignment & Motivation (0-100)
+Does this role advance career goals and contain tasks that energize?
+
+| Score | Meaning |
+|-------|---------|
+| 80-100 | Strongly aligned with career direction, clear growth path |
+| 60-79 | Good role but only partially aligned with long-term goals |
+| 40-59 | Decent job but doesn't build toward career goals |
+| 0-39 | Dead end or backwards step |
+
+**Career goals:**
+- [YOUR_CAREER_GOAL_1]
+- [YOUR_CAREER_GOAL_2]
+- [YOUR_CAREER_GOAL_3]
+
+**Motivation filter:** Evaluate not just whether you *can* do the tasks, but whether the tasks will *energize* you. Consider:
+- Tasks that energize: [YOUR_ENERGIZING_TASKS]
+- Tasks that drain: [YOUR_DRAINING_TASKS]
+- Non-task factors: leadership style, department culture, company values, degree of autonomy
+
+**Life situation alignment:** Consider personal constraints:
+- **Security**: [YOUR_FINANCIAL_SITUATION_CONTEXT]
+- **Flexibility**: [YOUR_SCHEDULE_CONSTRAINTS]
+- **Professional development**: [YOUR_GROWTH_PRIORITIES]
+
+### 6. Salary Benchmark (Optional)
+
+If the salary lookup tool is configured (`salary_data.json` exists), look up the company:
+```
+python salary_lookup.py "<Company Name>" --json
+```
+
+If a city is known from the posting, add `--city "<City>"` to narrow results.
+
+Present findings as:
+```
+### Salary Benchmark
+| Metric | Value |
+|--------|-------|
+| [Category] index | XX.X (+/-X.X% vs baseline) |
+| Overall index | XX.X (+/-X.X% vs baseline) |
+```
+
+Interpret results relative to the baseline defined in the data file's metadata. For index-based data, higher typically means above-market compensation.
+
+If the salary tool is not configured, skip this section.
+
+## Output Format
+
+Present the evaluation as:
+
+```
+## Job Fit Evaluation: [Role] at [Company]
+
+| Dimension | Score | Notes |
+|-----------|-------|-------|
+| Technical Skills | XX/100 | [brief note] |
+| Experience Match | XX/100 | [brief note] |
+| Behavioral Fit | XX/100 | [brief note] |
+| Location | PASS/FAIL | [brief note] |
+| Career Alignment | XX/100 | [brief note] |
+
+**Overall Score: XX/100** (weighted average of scored dimensions)
+
+### Verdict: [Strong Fit / Good Fit / Moderate Fit / Weak Fit / Poor Fit]
+
+### Key Strengths for This Role
+- [bullet points]
+
+### Gaps to Address
+- [bullet points]
+
+### Recommendation
+[1-2 sentences: apply/skip/apply with caveats]
+
+### Company Research Checklist
+- [ ] Checked company website (mission, values, recent news)
+- [ ] Checked review sites (Glassdoor, Jobindex, etc.)
+- [ ] Checked LinkedIn for team size, recent hires, connections
+- [ ] Checked media for restructuring, growth, or workplace issues
+- [ ] Identified network contacts who may know the team/manager
+```
+
+## Weighting
+- Technical Skills: 30%
+- Experience Match: 25%
+- Behavioral Fit: 15%
+- Career Alignment: 30%
+
+(Location is pass/fail, not weighted)
+
+## Thresholds
+- **Strong Fit** (75+): Definitely apply, tailor everything
+- **Good Fit** (60-74): Apply, address gaps in cover letter
+- **Moderate Fit** (45-59): Consider carefully, discuss with user
+- **Weak Fit** (30-44): Probably skip unless strategic reasons
+- **Poor Fit** (<30): Skip
+
+## Pre-Application: Call the Employer (Best Practice)
+
+Before writing the application, consider whether the candidate should call the contact person listed in the posting. **Only call if there are substantive questions** - never call just to "be remembered."
+
+### When to Suggest Calling
+- The posting has unclear or ambiguous requirements
+- It's unclear which competencies are essential vs. nice-to-have
+- The role description is vague about day-to-day tasks
+- There's a named contact person who invites questions
+
+### Good Questions to Ask
+- "What are the primary challenges in this role?"
+- "How is time typically divided across the listed responsibilities?"
+- "Which competencies are most critical for success in this position?"
+- "What does success look like in the first 6-12 months?"
+
+### Rules for the Call
+- Prepare a 30-second "elevator pitch" about your background in case they ask
+- The call's purpose is **gathering information**, not delivering a pitch
+- Take notes - use what you learn to tailor the application
+- Reference the conversation naturally in the cover letter ("After speaking with [name], I was especially drawn to...")
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+# CV Templates and Tailoring Guide
+
+<!-- SETUP: Profile statements and section ordering are personalized by running /setup -->
+
+## Template: LaTeX moderncv (Banking Style)
+
+All CVs use the moderncv LaTeX package with the "banking" style and "blue" color scheme.
+
+**Output file:** `cv/main_<company>.tex`
+**Compile with:** pdflatex (not xelatex)
+**Master reference:** `cv/main_example.tex` (comprehensive CV with all competencies, experience, and achievements - use as source when building targeted CVs)
+
+## Document Structure
+
+```latex
+\documentclass[11pt,a4paper,sans]{moderncv}
+\moderncvstyle{banking}
+\moderncvcolor{blue}
+
+\usepackage[utf8]{inputenc}
+\usepackage{hyperref}
+\hypersetup{
+    colorlinks=true,
+    linkcolor=blue,
+    filecolor=magenta,
+    urlcolor=blue,
+    pdftitle={[YOUR_NAME] - CV},
+    pdfpagemode=FullScreen,
+}
+\usepackage[scale=0.77]{geometry}
+\usepackage{import}
+
+% Personal data
+\name{[FIRST_NAME]}{[LAST_NAME]}
+\address{[YOUR_ADDRESS]}{}{}
+\phone[mobile]{[YOUR_PHONE]}
+\email{[YOUR_EMAIL]}
+\extrainfo{\href{[YOUR_LINKEDIN_URL]}{LinkedIn}, \href{[YOUR_GITHUB_URL]}{GitHub}}
+
+\begin{document}
+\makecvtitle
+
+% 1. Profile statement (1-3 sentences, tailored per role)
+% 2. Skills section
+% 3. Education section
+% 4. Professional Experience section
+% 5. Selected Publications (if applicable)
+% 6. Honors and Awards (if applicable)
+% 7. References
+
+\end{document}
+```
+
+## Section-by-Section Tailoring
+
+### Profile Statement / Elevator Pitch (Best Practice)
+This is the most important section to customize. It appears right after `\makecvtitle`.
+
+Write 5-7 lines that function as an "elevator pitch": a concise, compelling introduction explaining why you're qualified for *this specific role*. Focus on what the employer gains from hiring you.
+
+**Create 2-3 profile statement templates for your main role types:**
+
+<!-- SETUP: These are populated based on your background -->
+**For [YOUR_PRIMARY_ROLE_TYPE] roles:**
+> [YOUR_PROFILE_STATEMENT_TEMPLATE_1]
+
+**For [YOUR_SECONDARY_ROLE_TYPE] roles:**
+> [YOUR_PROFILE_STATEMENT_TEMPLATE_2]
+
+### Core Competencies / Skills Section (Best Practice)
+Reorder and emphasize based on the role. Use bold category labels.
+
+List **5-7 key competencies** in bullet format, tailored to the specific job. For each competency, briefly explain how it adds value to the position.
+
+### Education
+- Always include your highest degrees
+- For senior roles, keep education brief (dates and titles only)
+- Include thesis topics when relevant to the target role
+
+### Professional Experience
+- Rewrite bullet points to emphasize aspects most relevant to the target role
+- Use 4-6 bullets for most recent role, 3-4 for previous, 2-3 for older
+- **Emphasize measurable results** where possible: "Reduced processing time by X%", "Model adopted by the team"
+
+### Handling Employment Gaps (Best Practice)
+If there is a gap in your employment history:
+- The gap should be explained matter-of-factly if needed
+- Describe how professional development continued during the gap
+- Frame as deliberate skill-building and career repositioning
+
+### Publications
+- Include Google Scholar link if applicable
+- Select 3-4 most relevant publications (not always all of them)
+- For non-academic roles, keep brief
+
+### Honors and Awards
+- Keep format brief, one line each
+
+### References
+- List 2-4 references with name, title, company, and contact
+- End with: "More references are available upon request."
+- **Do not attach reference letters** - employers typically contact references directly
+
+## Page Budget - Hard 2-Page Limit
+
+The CV **must** fit on exactly 2 pages when compiled. Use these content limits as a guide:
+
+| Section | Max budget |
+|---------|-----------|
+| Profile statement | 3-4 lines |
+| Skills | 5 items, each 1-2 lines |
+| Most recent role | 4-5 bullets |
+| Previous role | 2-3 bullets |
+| Older roles | 2 bullets (1 line each) |
+| Education | 2-3 entries |
+| Publications | 2-3 entries |
+| Awards | 3 entries, single line each |
+| References | "Available upon request." (single line) |
+
+**If in doubt, cut rather than squeeze.** Reducing `\vspace` or geometry scale to force-fit content makes the CV look cramped.
+
+## Recommended Section Order
+
+The section order varies by role type:
+
+**For technical / data science / ML roles:**
+1. Profile statement / elevator pitch
+2. Core competencies / Skills
+3. Professional Experience (reverse chronological)
+4. Education (reverse chronological)
+5. Languages
+6. Publications & Awards
+7. References
+
+**For domain-specific / specialist roles:**
+1. Profile statement / elevator pitch
+2. Core competencies / Skills
+3. Education (reverse chronological) - credentials are a key qualifier
+4. Professional Experience (reverse chronological)
+5. Publications & Awards
+6. References
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+# Cover Letter Templates and Tailoring Guide
+
+## Template: Custom cover.cls (XeLaTeX)
+
+Cover letters use a custom LaTeX document class (`cover.cls`) with Lato/Raleway fonts.
+
+**Output file:** `cover_letters/cover_<company>_<role>.tex`
+**Compile with:** XeLaTeX (not pdflatex)
+**Font directory:** `cover_letters/OpenFonts/fonts/`
+
+## Document Structure
+
+```latex
+%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%
+% Cover Letter - [Company], [Role]
+%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%
+
+\documentclass[]{cover}
+\usepackage{fancyhdr}
+
+\pagestyle{fancy}
+\fancyhf{}
+
+\rfoot{Page \thepage \hspace{0pt}}
+\thispagestyle{empty}
+\renewcommand{\headrulewidth}{0pt}
+\begin{document}
+
+%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%
+%     TITLE NAME
+%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%
+\namesection{}{\Huge{[YOUR_NAME]}}{  \href{mailto:[YOUR_EMAIL]}{[YOUR_EMAIL]} | [YOUR_PHONE] |  \urlstyle{same}\href{[YOUR_LINKEDIN_URL]}{LinkedIn}
+}
+
+%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%
+%     MAIN COVER LETTER CONTENT
+%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%
+
+\currentdate{\today}
+\lettercontent{Dear [Name/Team],}
+
+\lettercontent{[Opening paragraph - role, connection to background, 2-3 sentences]}
+
+\lettercontent{[Body paragraph - most relevant experience, then bullet list]
+
+\begin{itemize}
+    \item [Concrete achievement/skill 1]
+    \item [Concrete achievement/skill 2]
+    \item [Concrete achievement/skill 3]
+\end{itemize}
+
+[Connection to company - why this role, why this company specifically]}
+
+\lettercontent{[Personal fit paragraph - behavioral strengths, team contribution, 2-3 sentences]}
+
+\lettercontent{I look forward to hearing from you.}
+
+\begin{flushright}
+\closing{Kind regards,\\}
+
+\signature{[YOUR_NAME]}
+\end{flushright}
+\end{document}
+```
+
+## Key Commands Reference
+
+| Command | Purpose |
+|---------|---------|
+| `\namesection{}{Name}{contact info}` | Header with name and contact |
+| `\currentdate{date}` | Date field (use `\today` or explicit date) |
+| `\lettercontent{text}` | Body paragraph (adds spacing after) |
+| `\closing{text}` | Closing line |
+| `\signature{name}` | Printed name below signature |
+
+## Tailoring Guidelines
+
+### Salutation
+- If you know the hiring manager's name: "Dear [First Last],"
+- If you know the team: "Dear [Company] hiring team,"
+- Generic: "Dear [Company]," (avoid "To whom it may concern")
+
+### Length - Hard 1-Page Limit
+- Target: 1 page including signature block
+- Maximum: **never exceed 1 page**
+- **Word budget: 250-300 words** of body text (not counting LaTeX markup). This is the safe maximum. 350 words will overflow.
+- **Always count**: opening paragraph + bullet list paragraph + closing paragraph = 3 blocks. Add a 4th only if the others are short.
+- When adding company-specific content, trim other content to compensate rather than adding net length
+
+### Line Spacing
+- Add `\usepackage{setspace}` and `\setstretch{1.0}` if the letter is long and needs to fit on one page
+- Use `\vspace{.5cm}` between major sections for readability (only if space permits)
+
+### Bullet Lists
+- Use `\begin{itemize}...\end{itemize}` inside a `\lettercontent{}` block
+- 3-5 bullets is ideal
+- Start each bullet with bold label or action verb
+- Use `\textbf{Label:}` for category-style bullets
+
+### LaTeX Special Characters
+- Underscore: `\_`
+- Ampersand: `\&`
+
+### Non-English Cover Letters
+- Same template structure, just write content in the posting's language
+- Adjust date format to local convention
+- Adjust closing to local convention (e.g. "Med venlig hilsen," for Danish)
+
+## Checklist Before Finalizing
+- [ ] No em-dashes (use commas or periods instead)
+- [ ] No cliches or empty filler
+- [ ] Every claim backed by specific example
+- [ ] Forward-looking framing: focuses on tasks you'll solve, not just past duties
+- [ ] Motivation section references this specific company's mission/values
+- [ ] Company name and role are correct throughout
+- [ ] Date is current
+- [ ] Fits on one page
+- [ ] Language matches the job posting language
+- [ ] Salutation is appropriate (named person if possible)
+- [ ] Headline is engaging and specific, not generic
+
+## Submission Guidelines (Best Practice)
+- Submit only the documents the employer requests
+- Export as PDF to preserve formatting
+- Name files clearly: "[Your Name] CV" and "[Your Name] Cover Letter"
+- Follow all employer instructions regarding anonymity or specific materials
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+# Interview Preparation Guide
+
+<!-- SETUP: STAR examples are personalized by running /setup based on your actual experience -->
+
+## STAR Format
+
+Structure answers as: **Situation** (context), **Task** (your responsibility), **Action** (what you did), **Result** (outcome).
+
+Keep answers to 1-2 minutes. Be specific. End with what you learned or would do differently.
+
+## Ready-Made STAR Examples
+
+<!-- These are populated by /setup from your actual experience. Below are templates showing the format. -->
+
+### 1. [PROJECT_NAME] ([SKILL_DEMONSTRATED])
+**S:** [CONTEXT - what was happening, what was the problem]
+**T:** [YOUR RESPONSIBILITY - what you specifically needed to do]
+**A:** [WHAT YOU DID - specific actions, tools, methods]
+**R:** [OUTCOME - measurable results, adoption, impact]
+**Use for:** "[QUESTION_TYPE_1]", "[QUESTION_TYPE_2]"
+
+### 2. [PROJECT_NAME] ([SKILL_DEMONSTRATED])
+**S:** [CONTEXT]
+**T:** [YOUR RESPONSIBILITY]
+**A:** [WHAT YOU DID]
+**R:** [OUTCOME]
+**Use for:** "[QUESTION_TYPE_1]", "[QUESTION_TYPE_2]"
+
+### 3. [PROJECT_NAME] ([SKILL_DEMONSTRATED])
+**S:** [CONTEXT]
+**T:** [YOUR RESPONSIBILITY]
+**A:** [WHAT YOU DID]
+**R:** [OUTCOME]
+**Use for:** "[QUESTION_TYPE_1]", "[QUESTION_TYPE_2]"
+
+<!-- Add more STAR examples as needed. Aim for 4-6 covering different competencies. -->
+
+## Common Tough Questions
+
+### "Why did you leave [previous company]?"
+> [PREPARE YOUR ANSWER - be honest, forward-looking, no negativity about former employer]
+
+### "You don't have [specific skill/experience]."
+> [PREPARE YOUR ANSWER - acknowledge the gap, bridge to adjacent experience, show willingness to learn]
+
+### "Where do you see yourself in 5 years?"
+> [PREPARE YOUR ANSWER - show ambition aligned with the role's growth path]
+
+### "What's your biggest weakness?"
+> [PREPARE YOUR ANSWER - genuine weakness with concrete mitigation strategy]
+
+### "Why this company specifically?"
+> Customize per company. Must reference: specific projects, company values, market position, or team structure. Never give a generic answer.
+
+## Questions You Should Ask Interviewers
+
+### About the Role
+- "What does a typical week look like in this role?"
+- "What would success look like in the first 6 months?"
+- "What's the biggest challenge the team is facing right now?"
+
+### About the Team
+- "How big is the team, and how do you divide work?"
+- "What does the development/project lifecycle look like, from idea to production?"
+- "How do you onboard new team members?"
+
+### About Tech & Growth
+- "What's your current tech stack for [relevant area]?"
+- "Is there room to grow into more architectural or strategic decisions?"
+- "How does the team stay current with new tools and methods?"
+
+### About Culture (use these to prevent disappointment)
+- "How would you describe the team culture?"
+- "What does professional development look like here?"
+- "Is there flexibility for remote/hybrid work?"
+- "What's the balance between development/new projects and maintenance work?"
+- "How would you describe the leadership style in this team?"
+- "What do people who thrive here have in common?"
+
+## Phone/Video Interview Tips
+- Have STAR examples written out (use this file)
+- Keep a glass of water nearby
+- Smile when speaking (it changes your tone)
+- Ask for clarification if a question is vague
+- It's OK to take 5 seconds to think before answering
+- End with: "Is there anything else you'd like to know about my background?"
+
+## After the Application (Best Practice)
+
+### Follow-Up Etiquette
+- **Don't call to "stand out"** or to learn more about the role post-submission - this risks a negative impression
+- If the employer specified a timeline, respect it and wait
+- If no timeline was given and significant time has passed (2+ weeks), a brief call to ask about status is acceptable
+- If you have genuinely new, relevant information to share, a short follow-up is fine
+
+### Thank-You Notes
+- When you receive any update (interview invitation, rejection, or status update), send a brief thank-you message
+- Express appreciation for their time and the process
+- Keep it short (2-3 sentences)
+
+## Roleplay Guidelines
+When the user asks for interview practice:
+1. Ask which role/company to simulate
+2. Start with easy warm-up questions ("Tell me about yourself")
+3. Progress to role-specific technical questions
+4. Include 1-2 behavioral questions using the competencies from the job posting
+5. End with a tough question or curveball
+6. After each answer, give brief feedback: what worked, what to sharpen
+7. Suggest which STAR example would work best for each question
@@ -0,0 +1,63 @@
+# Job Application Assistant
+
+**name:** job-application-assistant
+**description:** Assists with job applications: evaluating job postings, tailoring CVs, writing cover letters, and preparing for interviews. Triggers on keywords like: job posting, job application, CV, cover letter, resume, interview prep, job fit, career, application, apply, ansøgning, stilling
+**allowed-tools:** Read, Glob, Grep, WebFetch, WebSearch, Edit, Write, AskUserQuestion
+
+---
+
+## Workflow
+
+When the user provides a job posting (URL or text), follow this workflow:
+
+### Step 1: Research & Evaluate Fit
+- Fetch the job posting content (use WebFetch for URLs)
+- Analyze the posting for required competencies, keywords, and priorities
+- Research the company (website, LinkedIn, mission, recent news)
+- Score the posting against the candidate's profile using the framework in `04-job-evaluation.md`
+- Present the evaluation table and verdict
+- Suggest whether the candidate should call the employer before applying (see `04-job-evaluation.md` for guidance)
+- Ask the user if they want to proceed with an application
+
+### Step 2: Tailor CV
+- Read the most relevant existing CV variant from `cv/` as a starting point
+- Follow the guidelines in `05-cv-templates.md`
+- Create `cv/main_<company>.tex` with tailored content
+- Adjust: profile statement, skills section, experience bullet emphasis, section order
+
+### Step 3: Write Cover Letter
+- Follow the writing style rules in `03-writing-style.md` (critical: no em-dashes, no cliches)
+- Follow the template structure in `06-cover-letter-templates.md`
+- Create `cover_letters/cover_<company>_<role>.tex`
+- Ensure the letter connects specific experience to the role requirements
+
+### Step 4: Interview Preparation
+- Follow the framework in `07-interview-prep.md`
+- Prepare STAR-format answers for likely questions
+- Identify role-specific talking points
+- Draft questions the candidate should ask the interviewer
+
+---
+
+## Reference Files
+
+| File | Purpose |
+|------|---------|
+| `01-candidate-profile.md` | Education, experience, skills, publications, awards |
+| `02-behavioral-profile.md` | Behavioral assessment, strengths, ideal environments |
+| `03-writing-style.md` | Tone, structure, do's and don'ts |
+| `04-job-evaluation.md` | Scoring framework for job fit |
+| `05-cv-templates.md` | LaTeX CV structure and tailoring rules |
+| `06-cover-letter-templates.md` | LaTeX cover letter structure and tailoring rules |
+| `07-interview-prep.md` | STAR examples, tough questions, roleplay guidelines |
+
+---
+
+## Quick Commands
+
+The user may also ask for individual steps without the full workflow:
+- "Evaluate this job posting" - Step 1 only
+- "Write a CV for [company]" - Step 2 only
+- "Write a cover letter for [role] at [company]" - Step 3 only
+- "Help me prepare for an interview at [company]" - Step 4 only
+- "What jobs should I look for?" - Career strategy discussion using profile + evaluation framework