100 lines
9.3 KiB
Markdown
100 lines
9.3 KiB
Markdown
# User Profile Context -- career-ops
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<!-- ============================================================
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THIS FILE IS YOURS. It will NEVER be auto-updated.
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Customize everything here: your archetypes, narrative,
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proof points, negotiation scripts, location policy.
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The system reads _shared.md (updatable) first, then this
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file (your overrides). Your customizations always win.
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============================================================ -->
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## Your Target Roles
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**Target level: Junior+/Middle-** (2026-08-11 strategy shift — widened down from Middle to maximize response/callback volume; broader pool of realistic-fit roles beats a narrower Middle-only search).
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| Archetype | Thematic axes | What they buy |
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|-----------|---------------|---------------|
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| **Frontend Developer (Vue.js)** | Vue 3, Composition API, TS, Pinia, component architecture | Someone who ships production Vue with tests and docs |
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| **Mobile Developer (Flutter)** | Dart, BLoC, clean architecture, cross-platform | Someone who ships and stabilizes a shipping Flutter app |
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| **Fullstack Developer (Vue + Node.js)** | Vue front + light Node/Express backend | Someone who can bridge frontend and simple backend work |
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**Framing for Junior+/Middle- postings:** don't overclaim seniority — lead with concrete shipped features (courier scheduling, RBAC design, order filters, "Избранное" fix) as evidence of production-readiness, but don't push back hard on scope/ownership language in the JD the way a Middle-targeted pitch would. Postings titled "Junior+", "Middle-", or plain "Frontend-разработчик" with 1-3 years experience requested are in scope; postings explicitly requiring 3+ years or Senior-only language are now out of scope for scoring purposes.
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## Your Adaptive Framing
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| If the role is... | Emphasize about you... | Proof point sources |
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|-------------------|------------------------|---------------------|
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| Frontend (Vue.js) | Vue 3 + Composition API + TS + Pinia production work, RBAC/authorization design, error-preventing UI, unit/e2e test coverage (Vitest, Storybook) | cv.md |
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| Mobile (Flutter) | "Здесь Аптека" app: new features, refactoring, stability bugfixing, "Избранное" feature with lazy loading | cv.md |
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| Fullstack (Vue + Node) | Vue frontend + Node/Express/MongoDB exposure (hackathon + TulGU project), WebSocket integration experience | cv.md |
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| AI-friendly / "AI tools usage" mentioned in JD | Practical hands-on experience developing a pet project (weekly menu planner) with an AI assistant — orchestrating multiple subagents and iteratively improving the product against pre-defined requirements | config/profile.yml (proof_points) |
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## Your Exit Narrative
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<!-- Recent-grad narrative, not a career-change story. -->
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Use the candidate's narrative from `config/profile.yml` to frame ALL content:
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- **In PDF Summaries:** Lead with the Vue 3 + Flutter dual-track production experience, then the info-sec → RBAC angle as the differentiator
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- **In STAR stories:** Reference proof points from `cv.md` (courier scheduling automation, order management UI, RBAC design, "Избранное" feature)
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- **In Draft Answers:** Don't frame this as a "career change" — she has no prior unrelated career; frame it as "info-security education gives an unusual edge in authorization/access-control design for a frontend developer"
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## Your Cross-cutting Advantage
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Frame profile as **"Frontend/mobile builder with an information-security lens on access control"** — the RBAC design work at Здравсервис is the standout differentiator versus other frontend candidates at the same level, and should be surfaced whenever a JD mentions permissions, roles, access control, or admin panels.
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Two secondary differentiators, use when relevant:
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- **De facto product designer in a no-designer team** — self-driven UI redesigns (Favorites button, order info compact layout, app icons for two new internal apps) on top of frontend work. Surface for roles that value design sense or "no dedicated designer" team contexts.
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- **Backlog/priority advocate** — repeatedly flagged forgotten/lost roadmap priorities, which led leadership to reinstate 6-month/annual goal-setting and got her included in sprint planning with the product owner. Surface for roles that value proactive process ownership, not just execution.
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- **Hands-on AI-assisted development** — actively building a pet project (a weekly menu planner) in partnership with an AI coding assistant, deliberately using it to learn autonomous AI agent workflows: orchestrating multiple subagents and iterating on the product against pre-defined requirements. Surface for JDs that mention AI tool usage, "AI-friendly" teams, or AI-augmented development practices — this is direct practical experience, not just familiarity with the concept.
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## Your Portfolio / Demo
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No live public demo, dashboard, or GitHub portfolio yet. Do not fabricate one — omit portfolio/GitHub links from generated content until `config/profile.yml`'s `candidate.github` / `candidate.portfolio_url` are filled in.
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## Your Comp Targets
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**General guidance:**
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- Target range: 100,000–120,000+ ₽/month net (see `config/profile.yml`)
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- Use WebSearch for current Russian market data (hh.ru salary stats, Habr Career salary surveys) when benchmarking a specific offer
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- Frame by role title (Frontend Developer / Vue.js Developer, Junior+/Middle- level), not by raw skill count
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## Your Negotiation Scripts
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**Salary expectations (RU market, informal register is fine):**
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> "Ориентируюсь на [RANGE из profile.yml] на руки. Открыта к обсуждению структуры (оклад/премии), важен итоговый доход и условия."
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**When offered below target:**
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> "Смотрю также другие предложения в диапазоне [higher range]. [Company] интересна из-за [reason] — можем обсудить приближение к [target]?"
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**Remote/relocation clarification (important — she does NOT relocate):**
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> "Готова работать удалённо или гибридно в Туле при дневном графике. Переезд и командировки не рассматриваю."
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## Your Team Vibe / Culture Criteria (secondary signal, not part of the primary score)
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For every evaluation, add a short **"Vibe команды"** comment (at the end of Block A, or Block C when more relevant) assessing qualitative signals from the JD text about team culture:
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- **Живая, активная команда** — упоминания ownership, автономии разработчиков, участия в решениях/RFC/архитектурных обсуждениях, "право голоса"
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- **Минимум бюрократии** — короткие циклы согласований, плоская иерархия, отсутствие описаний многоступенчатых апрувов
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- **Менторство и рост** — явные упоминания менторов, code review culture, парного программирования, обучения/сертификаций/конференций, грейдовой сетки роста
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- **Гибкость** — гибкий график, свобода выбора инструментов/подходов, конкретика по remote-политике (не только слово "удалённо")
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**Правила применения:**
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- Это качественный комментарий, **не входит в числовую оценку 1-5** — не пересчитывать балл из-за вайба.
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- Формулировать как инференс из текста JD, а не как факт: "судя по формулировкам JD..." — никогда не утверждать как подтверждённое ("в этой команде точно менторство есть"), если это не прямая цитата из вакансии.
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- Если сигналов в JD недостаточно — честно писать "недостаточно данных в JD, стоит уточнить на собеседовании", а не выдумывать позитивный вайб.
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- Не первоочередной критерий: не нужно тратить дополнительный WebSearch на поиск отзывов о культуре компании ради этого пункта — если такие данные уже есть в Блоке D (компенсация/репутация), можно ими дополнить.
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## Your Location Policy
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**In forms:**
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- Location: Тула, Россия. Remote preferred; hybrid/office in Тула acceptable, day shift only.
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- **No relocation, no business trips** — state this explicitly whenever a form asks about relocation/travel willingness; never soften this into "flexible."
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**In evaluations (scoring):**
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- Remote roles: score normally (5.0 if fully remote-friendly)
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- Hybrid/office roles located in Тула: score normally
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- Hybrid/office roles requiring relocation outside Тула, or requiring business travel: score **1.0** — this is a hard constraint, not a soft preference
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- On-site-only roles outside Тула with no remote option: score **1.0**
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