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# Mode: job — Full A-G Evaluation
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When the candidate pastes a job (text or URL), ALWAYS deliver the 7 blocks (A-F evaluation + G legitimacy):
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## Liveness gate (URL inputs)
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When the candidate pastes a **URL** (not JD text), confirm the posting is still live before doing any evaluation. A dead link must never reach Block A — a 404/expired page wastes a full A-G evaluation, report, and PDF on phantom content.
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1. Get the page content: if you arrived here from `auto-pipeline` (its Step 0.5 already navigated and cleared the link), reuse that snapshot — do not navigate again. On a direct URL entry, navigate with Playwright (`browser_navigate` + `browser_snapshot`) and read the title, URL, and visible content.
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2. Classify the posting:
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- **active posting evidence:** title/role + a real job description or an application/apply path
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- **closed posting evidence:** expired/closed/"no longer accepting applications", missing JD with only nav/footer, hard redirect to a generic careers/search page, or 404/410
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3. If the posting appears closed, **stop before Block A**: tell the candidate the link is dead, and if the entry came from `data/pipeline.md`, mark it `- [x] ~~Company | Role~~ — oferta nieaktywna`. Do not generate an evaluation, report, or CV.
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4. If the candidate pasted JD text (no URL), liveness cannot be verified — note that and proceed; there is no link to check.
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Do not continue to Block A until this gate is resolved. The snapshot captured here is reused by Block G's freshness signals.
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## Bounded Research Budget
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Company, compensation, and hiring-signal research must be a single-pass lookup, not an open-ended investigation. This mode is an evaluation workflow, not deep company research.
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Hard limits for Blocks D and G combined:
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- hard cap: 5 total WebSearch queries
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- Prefer targeted queries that answer more than one question; stop early when enough evidence exists.
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- Do not invoke `deep-research`, `deep`, or any other research skill.
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- Do not spawn subagents or delegate research to another agent.
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- Do not continue researching after the query cap is reached; summarize the evidence found and explicitly mark missing data as unavailable.
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If deeper company research is useful, recommend running `/career-ops deep` separately after the evaluation.
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## Step 0 — Archetype Detection
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Classify the job into one of the 6 archetypes (see `_shared.md`). If it is a hybrid, indicate the 2 closest ones. This determines:
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- Which proof points to prioritize in block B
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- How to rewrite the summary in block E
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- Which STAR stories to prepare in block F
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## Block A — Role Summary
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Table with:
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- Archetype detected
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- Domain (platform/agentic/LLMOps/ML/enterprise)
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- Function (build/consult/manage/deploy)
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- Seniority
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- Remote (full/hybrid/onsite)
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- Team size (if mentioned)
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- TL;DR in 1 sentence
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### Geo-mismatch check
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After filling the Remote row, cross-check the posting's **structured location field** (the location/remote designation shown on the posting page or in ATS metadata — not the Remote row you just wrote) against the JD body:
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- **Contradiction** = the location field says remote, but the JD body states a **binding attendance requirement**: "hybrid", "X days per week/month" in office, "in-office", "onsite"/"on-site", mandatory office attendance, or a relocation requirement.
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- **Not a contradiction:** negations ("no onsite requirement"), optional or occasional in-person events ("quarterly offsites", "optional co-working space"), or generic benefits boilerplate.
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- If the JD body says nothing about location or attendance, emit no flag — silence is absence of signal, not agreement.
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- If the input has no structured location field (pasted JD text only), skip this check.
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On contradiction, add exactly one flag line at the top of Block B in the report, quoting the evidence **verbatim** (never paraphrase):
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`⚠️ **Geo-mismatch:** location field says remote, but JD body says "{verbatim JD line}"`
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The flag is an additive line only — Block B's existing content stays unchanged below it, and no flag line appears when there is no contradiction.
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## Block B — Match with CV
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Read `cv.md`. Create a table with each JD requirement mapped to exact lines in the CV.
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**Adapted to the archetype:**
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- If FDE → prioritize delivery speed and client-facing proof points
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- If SA → prioritize system design and integrations
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- If PM → prioritize product discovery and metrics
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- If LLMOps → prioritize evals, observability, pipelines
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- If Agentic → prioritize multi-agent, HITL, orchestration
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- If Transformation → prioritize change management, adoption, scaling
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**Gaps** section with mitigation strategy for each. For each gap:
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1. Is it a hard blocker or a nice-to-have?
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2. Can the candidate demonstrate adjacent experience?
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3. Is there a portfolio project that covers this gap?
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4. Concrete mitigation plan (phrase for cover letter, quick project, etc.)
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## Block C — Level and Strategy
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1. **Level detected** in the JD vs **candidate's natural level for that archetype**
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2. **"Sell senior without lying" plan**: specific phrases adapted to the archetype, concrete achievements to highlight, how to position founder experience as an advantage
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3. **"If they downlevel me" plan**: accept if compensation is fair, negotiate 6-month review, clear promotion criteria
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## Block D — Comp and Demand
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Use the bounded research budget above for:
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- Current salaries for the role (Glassdoor, Levels.fyi, Blind)
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- Company's compensation reputation
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- Demand trend for the role
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Table with data and cited sources. If there is no data, state it instead of inventing.
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## Block E — Customization Plan
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| # | Section | Current status | Proposed change | Why |
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|---|---------|---------------|------------------|---------|
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| 1 | Summary | ... | ... | ... |
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| ... | ... | ... | ... | ... |
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Top 5 changes to CV + Top 5 changes to LinkedIn to maximize match.
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## Block F — Interview Plan
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6-10 STAR+R stories mapped to JD requirements (STAR + **Reflection**):
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| # | JD Requirement | STAR+R Story | S | T | A | R | Reflection |
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|---|-----------------|-----------------|---|---|---|---|------------|
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The **Reflection** column captures what was learned or what would be done differently. This signals seniority — junior candidates describe what happened, senior candidates extract lessons.
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**Story Bank:** If `interview-prep/story-bank.md` exists, check if any of these stories are already there. If not, append new ones. Over time this builds a reusable bank of 5-10 master stories that can be adapted to any interview question.
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**Selected and framed according to the archetype:**
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- FDE → emphasize delivery speed and client-facing
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- SA → emphasize architectural decisions
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- PM → emphasize discovery and trade-offs
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- LLMOps → emphasize metrics, evals, production hardening
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- Agentic → emphasize orchestration, error handling, HITL
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- Transformation → emphasize adoption, organizational change
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Also include:
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- 1 recommended case study (which of their projects to present and how)
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- Red-flag questions and how to answer them (e.g., "why did you sell your company?", "do you have a team of reports?")
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## Block G — Posting Legitimacy
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Analyze the job posting for signals that indicate whether this is a real, active opening. This helps the user prioritize their effort on opportunities most likely to result in a hiring process.
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**Ethical framing:** Present observations, not accusations. Every signal has legitimate explanations. The user decides how to weigh them.
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### Signals to analyze (in order):
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**1. Posting Freshness** (from the Playwright snapshot captured during the liveness gate, or in `auto-pipeline` Step 0; unavailable if only JD text was pasted):
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- Date posted or "X days ago" -- extract from page
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- Apply button state (active / closed / missing / redirects to generic page)
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- If URL redirected to generic careers page, note it
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**2. Description Quality** (from JD text):
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- Does it name specific technologies, frameworks, tools?
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- Does it mention team size, reporting structure, or org context?
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- Are requirements realistic? (years of experience vs technology age)
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- Is there a clear scope for the first 6-12 months?
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- Is salary/compensation mentioned?
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- What ratio of the JD is role-specific vs generic boilerplate?
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- Any internal contradictions? (entry-level title + staff requirements, etc.)
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**3. Company Hiring Signals** (use remaining queries from the bounded research budget, combine with Block D research):
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- Search: `"{company}" layoffs {year}` -- note date, scale, departments
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- Search: `"{company}" hiring freeze {year}` -- note any announcements
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- If layoffs found: are they in the same department as this role?
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**4. Reposting Detection** (from scan-history.tsv):
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- Check if company + similar role title appeared before with a different URL
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- Note how many times and over what period
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**5. Role Market Context** (qualitative, no additional queries):
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- Is this a common role that typically fills in 4-6 weeks?
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- Does the role make sense for this company's business?
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- Is the seniority level one that legitimately takes longer to fill?
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### Output format:
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**Assessment:** One of three tiers:
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- **High Confidence** -- Multiple signals suggest a real, active opening
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- **Proceed with Caution** -- Mixed signals worth noting
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- **Suspicious** -- Multiple ghost job indicators, investigate before investing time
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**Signals table:** Each signal observed with its finding and weight (Positive / Neutral / Concerning).
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**Context Notes:** Any caveats (niche role, government job, evergreen position, etc.) that explain potentially concerning signals.
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### Edge case handling:
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- **Government/academic postings:** Longer timelines are standard. Adjust thresholds (60-90 days is normal).
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- **Evergreen/continuous hire postings:** If the JD explicitly says "ongoing" or "rolling," note it as context -- this is not a ghost job, it is a pipeline role.
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- **Niche/executive roles:** Staff+, VP, Director, or highly specialized roles legitimately stay open for months. Adjust age thresholds accordingly.
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- **Startup / pre-revenue:** Early-stage companies may have vague JDs because the role is genuinely undefined. Weight description vagueness less heavily.
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- **No date available:** If posting age cannot be determined and no other signals are concerning, default to "Proceed with Caution" with a note that limited data was available. NEVER default to "Suspicious" without evidence.
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- **Recruiter-sourced (no public posting):** Freshness signals unavailable. Note that active recruiter contact is itself a positive legitimacy signal.
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---
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## Cover Letter Draft (auto-generated after Block G)
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After saving the report and recording in the tracker, append a cover letter draft to the report file under `## Cover Letter Draft`. This is a starting point — not the final letter. The user completes it via `/career-ops cover {slug}`.
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**How to generate the draft:**
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1. Read `cv.md` — select 4 achievement bullets most relevant to the JD's top requirements (exact wording, real metrics only)
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2. Read `config/profile.yml` — extract candidate name, current role, years of experience
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3. Write a 2-sentence opening based on the role title and JD mission language
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4. Write a 1-paragraph profile intro from the cv.md summary, adapted to the JD domain
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5. Leave the "Problems / Why this company / Approach" section as a placeholder — this requires user input
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6. Detect and flag any gaps (domain mismatch, language requirement, start date urgency) so the user sees them immediately
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**Draft format to append to the report:**
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```markdown
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## Cover Letter Draft
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> Draft generated at evaluation time. Complete via `/career-ops cover {slug}` to fill in angles, confirm research, and generate the PDF.
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> Gaps flagged below — address them during the cover flow.
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---
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**Opening** *(placeholder — refine with your "why this role" angle)*
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{2-sentence opening based on JD role title and mission language}
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**Profile introduction**
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{1 paragraph from cv.md summary, adapted to JD domain and required competencies}
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**Key achievements** *(selected from cv.md — exact wording preserved)*
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- **{lead from cv.md},** {impact sentence with metric}.
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- **{lead from cv.md},** {impact sentence with metric}.
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- **{lead from cv.md},** {impact sentence with metric}.
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- **{lead from cv.md},** {impact sentence with metric}.
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**Problems I will solve** *(placeholder — requires company research + your input)*
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> To be completed: what challenges does {company} face that you'd address? How would you approach them?
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**Closing**
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I am happy to discuss further at your convenience.
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---
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**Gaps flagged:**
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{List any detected gaps — domain mismatch, language requirement, start date urgency, title mismatch. If none, write "None detected."}
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**JD keywords to mirror** *(extracted for ATS + human read)*
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{8-10 exact phrases from the JD}
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---
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*Run `/career-ops cover {slug}` to complete angles, confirm company research, and generate the PDF.*
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```
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Apply all language rules from `_shared.md` Professional Writing section to the draft content. No em dashes, no buzzwords, active voice, concrete claims only.
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---
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## Post-evaluation
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**ALWAYS** after generating blocks A-G:
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### 1. Save report .md
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Save full evaluation in `reports/{###}-{company-slug}-{YYYY-MM-DD}.md`.
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- `{###}` = next sequential number (3 digits, zero-padded). To allocate it atomically and prevent race conditions, you MUST run `node reserve-report-num.mjs` to claim the number (stdout returns `{###}`), write the report, and then run `node reserve-report-num.mjs --release {###}` to release the sentinel.
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- `{company-slug}` = company name in lowercase, without spaces (use hyphens)
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- `{YYYY-MM-DD}` = current date
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**Report format:**
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```markdown
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# Evaluation: {Company} — {Role}
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**Date:** {YYYY-MM-DD}
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**URL:**
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**Archetype:** {detected}
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**Score:** {X/5}
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**Legitimacy:** {High Confidence | Proceed with Caution | Suspicious}
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**PDF:** {path or pending}
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---
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## A) Role Summary
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(full content of block A)
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## B) Match with CV
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(full content of block B)
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## C) Level and Strategy
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(full content of block C)
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## D) Comp and Demand
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(full content of block D)
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## E) Customization Plan
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(full content of block E)
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## F) Interview Plan
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(full content of block F)
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## G) Posting Legitimacy
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(full content of block G)
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## H) Draft Application Answers
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(only if score >= 4.5 — draft answers for the application form)
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---
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## Keywords extracted
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(list of 15-20 keywords from the JD for ATS optimization)
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```
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### 2. Record in tracker
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**ALWAYS** record in `data/applications.md`:
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- Next sequential number
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- Current date
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- Company
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- Role
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- Score: match average (1-5)
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- Status: `Evaluated`
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- PDF: ❌ (or ✅ if auto-pipeline generated PDF)
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- Report: root-relative link `[001](reports/001-company-2026-01-01.md)` (when merged via `merge-tracker.mjs` it is normalized to be relative to the tracker's own dir, e.g. `../reports/...`; see #760)
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**Tracker format:**
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```markdown
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| # | Date | Company | Role | Score | Status | PDF | Report |
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```
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Reference in new issue
Block a user