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Erik Pastor Rios
b20467df4a
* Add framework_version markers to assistant skills and implement CI version guard and update checker * Address review feedback: update ci.yml based on latest upstream, gate CI version guard to upstream repo, and remove non-ASCII characters from check_upstream_updates.py
178 lines
6.1 KiB
Markdown
178 lines
6.1 KiB
Markdown
---
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framework_version: 1.0.0
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---
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# Job Evaluation Framework
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<!-- SETUP: Skill match areas and career goals are personalized by running /setup -->
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## Scoring Dimensions
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Evaluate each job posting against these five dimensions:
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### 1. Technical Skills Match (0-100)
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How well do the required/preferred skills align with the candidate's capabilities?
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| Score | Meaning |
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|-------|---------|
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| 80-100 | Core requirements are primary skills |
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| 60-79 | Most requirements match, 1-2 gaps that are learnable |
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| 40-59 | Partial match, significant upskilling needed |
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| 0-39 | Fundamental mismatch |
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**Strong match areas:** [YOUR_PRIMARY_SKILLS]
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**Moderate match areas:** [YOUR_SECONDARY_SKILLS]
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**Weak match areas:** [SKILLS_YOU_LACK]
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### 2. Experience Match (0-100)
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Does work history align with what they're looking for?
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| Score | Meaning |
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|-------|---------|
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| 80-100 | Direct experience in the same domain and role type |
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| 60-79 | Related experience, transferable skills clear |
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| 40-59 | Adjacent experience, would need to make the case |
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| 0-39 | Unrelated experience |
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**Strong:** [YOUR_DIRECT_EXPERIENCE_DOMAINS]
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**Moderate:** [YOUR_ADJACENT_EXPERIENCE]
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**Entry-level:** [ROLES_WITH_LIMITED_EXPERIENCE]
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### 3. Behavioral/Culture Fit (0-100)
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Does the role and company culture match the behavioral profile?
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| Score | Meaning |
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|-------|---------|
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| 80-100 | Culture strongly matches behavioral preferences |
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| 60-79 | Mixed signals but mostly compatible |
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| 40-59 | Some friction areas |
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| 0-39 | Significant culture mismatch |
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**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.
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### 4. Location & Logistics (Pass/Fail + Notes)
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- Within commute range: PASS
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- Remote with occasional office: PASS
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- Requires relocation: FAIL (deal-breaker)
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- Frequent international travel: FLAG (discuss with user)
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### 5. Career Alignment & Motivation (0-100)
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Does this role advance career goals and contain tasks that energize?
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| Score | Meaning |
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|-------|---------|
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| 80-100 | Strongly aligned with career direction, clear growth path |
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| 60-79 | Good role but only partially aligned with long-term goals |
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| 40-59 | Decent job but doesn't build toward career goals |
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| 0-39 | Dead end or backwards step |
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**Career goals:**
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- [YOUR_CAREER_GOAL_1]
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- [YOUR_CAREER_GOAL_2]
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- [YOUR_CAREER_GOAL_3]
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**Motivation filter:** Evaluate not just whether you *can* do the tasks, but whether the tasks will *energize* you. Consider:
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- Tasks that energize: [YOUR_ENERGIZING_TASKS]
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- Tasks that drain: [YOUR_DRAINING_TASKS]
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- Non-task factors: leadership style, department culture, company values, degree of autonomy
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**Life situation alignment:** Consider personal constraints:
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- **Security**: [YOUR_FINANCIAL_SITUATION_CONTEXT]
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- **Flexibility**: [YOUR_SCHEDULE_CONSTRAINTS]
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- **Professional development**: [YOUR_GROWTH_PRIORITIES]
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### 6. Salary Benchmark (Optional)
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If the salary lookup tool is configured (`salary_data.json` exists), look up the company:
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```
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python salary_lookup.py "<Company Name>" --json
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```
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If a city is known from the posting, add `--city "<City>"` to narrow results.
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Present findings as:
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```
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### Salary Benchmark
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| Metric | Value |
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|--------|-------|
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| [Category] index | XX.X (+/-X.X% vs baseline) |
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| Overall index | XX.X (+/-X.X% vs baseline) |
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```
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Interpret results relative to the baseline defined in the data file's metadata. For index-based data, higher typically means above-market compensation.
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If the salary tool is not configured, skip this section.
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## Output Format
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Present the evaluation as:
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```
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## Job Fit Evaluation: [Role] at [Company]
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| Dimension | Score | Notes |
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|-----------|-------|-------|
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| Technical Skills | XX/100 | [brief note] |
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| Experience Match | XX/100 | [brief note] |
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| Behavioral Fit | XX/100 | [brief note] |
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| Location | PASS/FAIL | [brief note] |
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| Career Alignment | XX/100 | [brief note] |
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**Overall Score: XX/100** (weighted average of scored dimensions)
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### Verdict: [Strong Fit / Good Fit / Moderate Fit / Weak Fit / Poor Fit]
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### Key Strengths for This Role
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- [bullet points]
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### Gaps to Address
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- [bullet points]
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### Recommendation
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[1-2 sentences: apply/skip/apply with caveats]
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### Company Research Checklist
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- [ ] Checked company website (mission, values, recent news)
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- [ ] Checked review sites (Glassdoor, Jobindex, etc.)
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- [ ] Checked LinkedIn for team size, recent hires, connections
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- [ ] Checked media for restructuring, growth, or workplace issues
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- [ ] Identified network contacts who may know the team/manager
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```
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## Weighting
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- Technical Skills: 30%
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- Experience Match: 25%
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- Behavioral Fit: 15%
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- Career Alignment: 30%
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(Location is pass/fail, not weighted)
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## Thresholds
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- **Strong Fit** (75+): Definitely apply, tailor everything
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- **Good Fit** (60-74): Apply, address gaps in cover letter
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- **Moderate Fit** (45-59): Consider carefully, discuss with user
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- **Weak Fit** (30-44): Probably skip unless strategic reasons
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- **Poor Fit** (<30): Skip
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## Pre-Application: Call the Employer (Best Practice)
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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."
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### When to Suggest Calling
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- The posting has unclear or ambiguous requirements
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- It's unclear which competencies are essential vs. nice-to-have
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- The role description is vague about day-to-day tasks
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- There's a named contact person who invites questions
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### Good Questions to Ask
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- "What are the primary challenges in this role?"
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- "How is time typically divided across the listed responsibilities?"
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- "Which competencies are most critical for success in this position?"
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- "What does success look like in the first 6-12 months?"
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### Rules for the Call
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- Prepare a 30-second "elevator pitch" about your background in case they ask
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- The call's purpose is **gathering information**, not delivering a pitch
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- Take notes - use what you learn to tailor the application
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- Reference the conversation naturally in the cover letter ("After speaking with [name], I was especially drawn to...")
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