diff --git a/README.md b/README.md index 1df75a5..185fb5d 100644 --- a/README.md +++ b/README.md @@ -1,267 +1,287 @@
-# JobHunter Master +# Career Arsenal -### AI-Powered Job Hunting Skill for Claude Code +### AI-Powered Career Skills Collection for Claude Code -**Stop spraying applications. Start hunting strategically.** +**From job search to salary negotiation — every stage of your career, automated.** -[![Claude Code Skill](https://img.shields.io/badge/Claude%20Code-Skill-blue?logo=anthropic)](https://github.com/anthropics/claude-code) +[![Claude Code Skills](https://img.shields.io/badge/Claude%20Code-Skills%20Collection-blue?logo=anthropic)](https://github.com/anthropics/claude-code) +[![Skills](https://img.shields.io/badge/skills-8-green)](skills/) [![License](https://img.shields.io/badge/license-MIT-green)](LICENSE) -[![Markdown](https://img.shields.io/badge/language-Markdown-100%25-blue)](https://daringfireball.net/projects/markdown/) - -[Installation](#-installation) · [Workflow](#-6-phase-workflow) · [Templates](#-ready-to-use-templates) · [Integrations](#-integrations)
--- -## Why JobHunter Master? +## The Problem -**Most job seekers use the "spray and pray" method** — mass-applying through LinkedIn Easy Apply and hoping for the best. That's a lottery ticket, not a strategy. +Career management is a **full-time job** — researching companies, tailoring resumes, writing cover letters, prepping for interviews, negotiating offers, building your personal brand. Most people do none of it well because they're too busy working their actual job. -JobHunter Master is a **Claude Code skill** that transforms your job search into a **systematic sales process**. It automates research, outreach planning, material customization, and follow-up — turning Claude into your personal job hunting assistant. +## The Solution -### Key Benefits +**Career Arsenal** is a collection of 8 Claude Code skills that automate the entire career lifecycle. Each skill handles a specific stage — from deciding whether to switch jobs, to landing the offer, to negotiating your compensation. -| Feature | What It Does | -|---|---| -| **Target Acquisition** | Identify high-value opportunities beyond Easy Apply across LinkedIn, AngelList, RemoteOK, and HN Who's Hiring | -| **Company Intelligence** | Auto-research funding stage, tech stack, culture, recent hires, and pain points | -| **People Finder** | Map hiring managers, recruiters, and team members with contact discovery via Hunter.io, Apollo.io, and RocketReach | -| **Material Customization** | Tailor CVs and cover letters per-application using job post language matching | -| **Multi-Channel Outreach** | Coordinated LinkedIn, email, and Twitter/X engagement strategies | -| **Follow-Up Engine** | Structured cadence (Day 0 → Day 3 → Day 7 → Day 14) that persists without being pushy | +
+ +``` +┌─────────────────────────────────────────────────────────┐ +│ CAREER ARSENAL │ +│ │ +│ ┌──────────────┐ ┌──────────────┐ │ +│ │ Career GPS │───▶│ Job Switch │ │ +│ │ Plan & Audit │ │ Advisor │ │ +│ └──────────────┘ └──────┬───────┘ │ +│ │ │ +│ ▼ │ +│ ┌──────────────┐ ┌──────────────┐ │ +│ │ LinkedIn │◀──▶│ JobHunter │ │ +│ │ Optimizer │ │ Master │ │ +│ └──────────────┘ └──────┬───────┘ │ +│ │ │ │ +│ ▼ ▼ │ +│ ┌──────────────┐ ┌──────────────┐ │ +│ │ Resume │ │ Cover Letter │ │ +│ │ Architect │ │ Craft │ │ +│ └──────┬───────┘ └──────┬───────┘ │ +│ │ │ │ +│ ▼ ▼ │ +│ ┌──────────────┐ ┌──────────────┐ │ +│ │ Interview │───▶│ Salary │ │ +│ │ Commander │ │ Negotiator │ │ +│ └──────────────┘ └──────────────┘ │ +└─────────────────────────────────────────────────────────┘ +``` + +
--- -## 6-Phase Workflow +## Skills Overview -### Phase 1: Target Acquisition -Find jobs worth pursuing — not just the ones with a one-click apply button. Sources include LinkedIn, company career pages, AngelList, RemoteOK, and Hacker News Who's Hiring threads. - -**Research checklist per target:** -- Company size, funding stage, recent news -- Tech stack (job post, GitHub, StackShare, blog posts) -- Company culture signals (Glassdoor, Blind, LinkedIn) -- Recent hires in similar roles -- Pain points and growth challenges - -### Phase 2: Intelligence Gathering -Map the decision-makers before you apply: -1. **Hiring Manager** — Identified from job post or LinkedIn search -2. **HR/Recruiter** — Located via `[Company] Recruiter` LinkedIn queries -3. **Team Members** — People with similar titles at the company -4. **Warm Connections** — Mutual connections, alumni networks - -**Contact discovery methods:** -- LinkedIn direct messages and InMail -- Email pattern inference (`firstname@`, `f.lastname@`) -- Hunter.io / Apollo.io / RocketReach lookups -- Twitter/X DM warm-ups - -### Phase 3: Material Customization -Every application gets a tailored CV and cover letter — never send a generic resume again. - -**CV adjustments:** -- Lead with experience relevant to THIS role -- Mirror the job post's language and keywords -- Quantify achievements matching their stated needs -- Cut irrelevant content - -**Cover letter formula:** -``` -Para 1: Why THIS company (prove you researched) -Para 2: Why YOU (match experience to their pain points) -Para 3: What you'll DO (concrete value proposition) -Para 4: Call to action (request a 15-minute call) -``` - -### Phase 4: Multi-Channel Approach -Coordinated outreach across LinkedIn, email, and Twitter/X: - -- **LinkedIn**: Personalized connection requests → thoughtful comments → InMail -- **Email**: Punchy cold emails showing you did your homework -- **Twitter/X**: Follow key people → engage genuinely → DM after warming up - -### Phase 5: Follow-Up Cadence -``` -Day 0: Apply + Connect on LinkedIn -Day 3: Follow-up email if no response -Day 7: LinkedIn message or comment on their content -Day 14: Final follow-up with a new angle or value-add -``` - -**Never:** Send the same message twice, sound desperate, or spam multiple people at the same company. - -### Phase 6: Track & Iterate -Per-application success metrics: -- [ ] Company researched -- [ ] CV customized -- [ ] Cover letter written -- [ ] HR/Hiring manager identified -- [ ] Connection request sent -- [ ] Follow-up scheduled +| # | Skill | What It Does | Best For | +|---|---|---|---| +| 1 | [JobHunter Master](skills/jobhunter-master.md) | Multi-phase job hunting: research, outreach, follow-up | Active job seekers tired of Easy Apply | +| 2 | [Resume Architect](skills/resume-architect.md) | ATS-optimized, role-targeted resume generation | Anyone applying to jobs with generic resumes | +| 3 | [Cover Letter Craft](skills/cover-letter-craft.md) | Persuasive, company-specific cover letters | People who hate writing cover letters (everyone) | +| 4 | [Interview Commander](skills/interview-commander.md) | Structured prep, mock sessions, question banks | Anyone with an interview coming up | +| 5 | [Salary Negotiator](skills/salary-negotiator.md) | Market research, negotiation scripts, offer review | Anyone who received (or is expecting) an offer | +| 6 | [Career GPS](skills/career-gps.md) | Strategic career planning, gap analysis, roadmaps | Career planning over 1-5 year horizons | +| 7 | [LinkedIn Optimizer](skills/linkedin-optimizer.md) | Profile SEO, content strategy, network growth | Anyone whose LinkedIn is a digital resume | +| 8 | [Job Switch Advisor](skills/job-switch-advisor.md) | Stay/switch decision matrix with data-driven analysis | Anyone feeling stuck, bored, or underpaid | --- -## Ready-to-Use Templates +## Skill Details -### LinkedIn Connection Request -``` -Hi [Name], I just applied for the [Role] position and wanted to connect directly. -Your work on [specific thing] caught my attention. Would love to learn more about [Company]'s engineering culture. -``` +### 1. JobHunter Master +**The aggressive job hunting skill that goes beyond Easy Apply.** -### Cold Email -``` -Subject: Quick question about [Role] at [Company] +6-phase workflow: Target Acquisition → Intelligence Gathering → Material Customization → Multi-Channel Approach → Follow-Up Cadence → Track & Iterate. Includes templates for LinkedIn connection requests, cold emails, and follow-ups. Integrates with browser, bird (Twitter), gog (Gmail), and nano-pdf skills. -Hi [Name], +### 2. Resume Architect +**One resume does not fit all. Build a tailored resume for every application.** -I noticed [Company] is hiring for [Role] and I'm genuinely excited about [specific thing]. +Reverse-engineers job posts into keyword fingerprints, then assembles ATS-compliant resumes that match. Supports entry-level, mid-level, senior/staff templates, and a career-changer mode. Outputs Markdown, LaTeX, PDF, or JSON. -Quick background: I've spent [X years] doing [relevant experience], most recently [specific achievement]. +### 3. Cover Letter Craft +**Write letters that get read — not recycled.** -I'd love to learn more about what you're looking for. Do you have 15 minutes this week? +4-paragraph formula: Hook → Proof → Value → Close. Tone-calibrated for startups, scale-ups, enterprise, and agencies. Includes templates for engineers, career changers, and senior/leadership roles. Anti-patterns section keeps you from common mistakes. -Best, -[Name] -[LinkedIn] | [Portfolio/GitHub] -``` +### 4. Interview Commander +**Be the most prepared candidate they've ever interviewed.** -### Follow-Up -``` -Subject: Re: [Previous Subject] +Builds a story arsenal (10 STAR-L stories covering all question types), generates role-specific question banks, provides reverse-interview questions, and includes a mock interview mode where Claude acts as the interviewer. Covers technical screens, behavioral rounds, panels, and case studies. Post-interview: thank-you templates and self-assessment scorecards. -Hi [Name], +### 5. Salary Negotiator +**Know your worth. Anchor high. Never accept the first offer.** -Following up on my application for [Role]. +Market research across levels.fyi, Glassdoor, Blind, and LinkedIn. Total compensation breakdown (base, equity, bonus, sign-on, benefits, title). Negotiation scripts for phone, email, and in-person. Handles common pushback ("above our range", "budget is fixed"). Includes startup-specific equity negotiation and offer review checklist. -Since I last reached out, I [did something relevant — built something, wrote about the topic, etc.]. +### 6. Career GPS +**Don't drift through your career. Navigate it with intent.** -Still very interested in [Company]. Happy to chat whenever convenient. +Full career audit (technical, leadership, business skills). Gap analysis with priority matrix. Quarterly action roadmaps. Transition playbooks: IC to Manager, Backend to Full Stack, Big Tech to Startup, Dev to PM, Employee to Freelancer. Quarterly review template to keep yourself accountable. -Best, -[Name] -``` +### 7. LinkedIn Optimizer +**Turn your profile into a recruiter magnet.** + +Profile audit scoring (10 dimensions). Headline engineering for LinkedIn SEO. About section writing with keyword density. Experience section optimization with achievement-focused bullets. Content strategy for algorithmic reach. Network growth playbook with connection templates. + +### 8. Job Switch Advisor +**Decide whether to stay, switch, or pivot — with data, not emotions.** + +Stay/Switch diagnostic (20-point scoring). Problem diagnosis (can this be fixed without leaving?). Market reality check. Switch cost analysis (equity, bonus, benefits, relationships). Decision matrix. Includes both a "Stay Strategy" (90-day improvement plan) and a "Switch Strategy" (12-week search timeline). Resignation template included. --- -## Integrations - -JobHunter Master works seamlessly with other Claude Code skills: - -| Skill | Use Case | -|---|---| -| **browser** | LinkedIn automation, company research, job board scraping | -| **bird** | Twitter/X engagement with company employees and founders | -| **gog** | Email outreach via Gmail integration | -| **nano-pdf** | CV editing, formatting, and per-application customization | - ---- - -## Installation +## Quick Start ### Prerequisites - [Claude Code CLI](https://docs.anthropic.com/en/docs/claude-code) installed and configured - Active Anthropic API key -### Install as a Claude Code Skill +### Install All Skills -1. **Clone the repository:** ```bash +# Clone the repository git clone https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet.git + +# Copy all skills to your Claude Code skills directory +mkdir -p ~/.claude/skills +cp Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/skills/*.md ~/.claude/skills/ + +# Or install individual skills +cp skills/resume-architect.md ~/.claude/skills/ +cp skills/interview-commander.md ~/.claude/skills/ ``` -2. **Copy the skill to your Claude Code skills directory:** +### Install a Single Skill + ```bash -cp Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/skill.md ~/.claude/skills/jobhunter.md +# Just the resume builder, for example +curl -o ~/.claude/skills/resume-architect.md https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/resume-architect.md ``` -3. **Activate in your session:** +### Activate in Your Session + ``` -/jobhunter +/resume-architect +/interview-commander +/salary-negotiator ``` -### File Structure +--- + +## Usage by Career Stage + +### Actively Job Searching +``` +1. jobhunter-master → Find and pursue high-value targets +2. resume-architect → Generate tailored resumes per application +3. cover-letter-craft → Write company-specific cover letters +4. linkedin-optimizer → Maximize recruiter inbound +5. interview-commander → Prepare for every interview round +6. salary-negotiator → Negotiate the best possible offer +``` + +### Considering a Change +``` +1. career-gps → Map where you are and where you want to be +2. job-switch-advisor → Decide: stay and optimize, or switch? +3. If switch → follow the Active Job Searching flow above +``` + +### Building Your Brand +``` +1. linkedin-optimizer → Turn LinkedIn into a lead-generation engine +2. career-gps → Align your brand with your target trajectory +3. resume-architect → Keep your resume updated as you grow +``` + +### Preparing for an Interview +``` +1. interview-commander → Full preparation system +2. salary-negotiator → Know your number before the conversation starts +3. cover-letter-craft → Review your existing letter for consistency +``` + +--- + +## Skill Integrations + +Each skill works standalone, but they're designed to work together: + +``` +career-gps ──────── Sets long-term direction + │ + ▼ +job-switch-advisor ─ Decides when it's time to move + │ + ▼ +linkedin-optimizer ─ Activates your public presence + │ + ▼ +jobhunter-master ─── Finds targets and runs outreach + │ + ├──▶ resume-architect ── Generates per-application CVs + │ + ├──▶ cover-letter-craft ─ Writes targeted letters + │ + ▼ +interview-commander ─ Prepares you for every round + │ + ▼ +salary-negotiator ── Maximizes your offer +``` + +Skills also integrate with external Claude Code skills: +- **browser** — LinkedIn automation, web research, job board scraping +- **bird** — Twitter/X engagement and networking +- **gog** — Gmail integration for outreach and follow-ups +- **nano-pdf** — PDF generation for resumes and cover letters + +--- + +## File Structure + ``` ~/.claude/skills/ - jobhunter.md # Main skill definition + jobhunter-master.md # Multi-phase job hunting + resume-architect.md # ATS-optimized resume generation + cover-letter-craft.md # Persuasive cover letter writing + interview-commander.md # Interview preparation & mock sessions + salary-negotiator.md # Compensation research & negotiation + career-gps.md # Strategic career planning + linkedin-optimizer.md # LinkedIn profile & content optimization + job-switch-advisor.md # Stay/switch decision analysis + ~/memory/ - job-targets.md # Active targets and application status - job-templates/ # Customized CVs and cover letters per role + career-plan.md # Long-term career roadmap + job-targets.md # Active job search targets + story-arsenal.md # Interview stories (STAR format) + comp-research/ # Salary market data + cover-letters/ # Per-application letters + resumes/ # Per-application resumes + interview-prep/ # Interview preparation notes ``` --- -## Usage Examples - -### Research a target company -``` -> Research [Company] for a Senior Engineer role -``` -Claude will pull funding info, tech stack, Glassdoor reviews, recent hires, and engineering blog posts. - -### Find decision-makers -``` -> Find the hiring manager and recruiter for the [Role] at [Company] -``` -Returns LinkedIn profiles, email patterns, and mutual connection opportunities. - -### Generate a tailored cover letter -``` -> Write a cover letter for [Role] at [Company] using my background -``` -Produces a customized letter following the 4-paragraph formula, using language from the job post. - -### Plan outreach for a target -``` -> Create an outreach plan for [Company]'s [Role] posting -``` -Generates a multi-channel engagement timeline with specific touchpoints. - ---- - -## Philosophy - -> *"The job doesn't go to the best candidate. It goes to the best job hunter."* - -Easy Apply = lottery ticket. Real job hunting = sales process. - -Every hire is a business decision. Treat your job search like a B2B sales funnel: -1. **Research** — Know the company better than their employees -2. **Qualify** — Match your experience to their pain points -3. **Customize** — Tailor every touchpoint for THIS job -4. **Find the humans** — HR, hiring manager, team lead, insider -5. **Engage** — Comment, connect, message, email -6. **Follow up** — Persistence without being annoying - ---- - ## Who Is This For? -- **Software engineers** tired of 300+ application black holes -- **Career changers** who need to stand out without traditional experience -- **Senior candidates** targeting specific companies, not job boards -- **Remote workers** competing globally for distributed roles -- **Anyone** who wants to treat job hunting like the strategic process it is +- **Software engineers** applying to 50+ companies with the same resume +- **Career changers** breaking into tech (or out of it) +- **Senior engineers** targeting staff/principal at specific companies +- **New graduates** competing for entry-level roles +- **Freelancers** building a consulting practice +- **Anyone** who's ever accepted a job offer without negotiating --- ## Contributing 1. Fork the repository -2. Create a feature branch (`git checkout -b feature/new-template`) -3. Commit your changes (`git commit -m 'Add new outreach template'`) -4. Push to the branch (`git push origin feature/new-template`) -5. Open a Pull Request +2. Create a feature branch (`git checkout -b skill/your-skill-name`) +3. Follow the existing skill format (Philosophy → Workflow → Templates → Integration) +4. Commit (`git commit -m 'Add [skill name] skill'`) +5. Push (`git push origin skill/your-skill-name`) +6. Open a Pull Request + +### Skill Format Guidelines +Each skill should include: +- **Philosophy** — Why this approach, not the conventional one +- **Workflow** — Phased, actionable steps +- **Templates** — Copy-paste ready content +- **Integration** — How it connects to other skills +- **Files** — Where to store outputs in memory/ --- ## License -This project is licensed under the MIT License — see the [LICENSE](LICENSE) file for details. +MIT License — see [LICENSE](LICENSE) for details. --- diff --git a/skills/career-gps.md b/skills/career-gps.md new file mode 100644 index 0000000..24727ef --- /dev/null +++ b/skills/career-gps.md @@ -0,0 +1,298 @@ +# Career GPS +**Strategic career planning, skill gap analysis, and role transition roadmapping.** +Don't drift through your career. Navigate it with intent. + +## Philosophy +Most careers happen *to* people. Career GPS puts you in the driver's seat by treating your career like a product — with a roadmap, milestones, and metrics. + +The model: +1. **Current State** — Honest audit of skills, title, comp, trajectory +2. **Target State** — Where you want to be in 1, 3, 5 years +3. **Gap Analysis** — What's missing between current and target +4. **Action Plan** — Concrete steps with timelines +5. **Feedback Loops** — Regular check-ins to adjust course + +## Input Required +- Current role, title, and compensation +- Years of experience +- Industry and domain +- Career aspirations (vague or specific — we'll refine them) +- Skills inventory (or resume/LinkedIn for extraction) + +## Workflow + +### Phase 1: Career Audit +``` +Rate your current state (1-10): + +Technical Skills: + - Core technology stack: [1-10] + - System design/architecture: [1-10] + - Code quality/craft: [1-10] + - DevOps/infrastructure: [1-10] + - Data/databases: [1-10] + - Security: [1-10] + +Leadership Skills: + - Technical leadership: [1-10] + - People management: [1-10] + - Cross-functional collab: [1-10] + - Communication/presenting: [1-10] + - Mentoring/coaching: [1-10] + +Business Skills: + - Product thinking: [1-10] + - Business domain knowledge: [1-10] + - Data-driven decisions: [1-10] + - Stakeholder management: [1-10] + +Career Metrics: + - Compensation vs. market: [above/at/below] + - Title vs. experience: [ahead/on-track/behind] + - Learning velocity: [accelerating/steady/decelerating] + - Network strength: [strong/moderate/weak] + - Visibility/reputation: [high/medium/low] +``` + +### Phase 2: Target Definition +``` +Define your targets across time horizons: + +1-Year Target: + - Title/Role: [specific] + - Compensation: [range] + - Company type: [startup/scale-up/enterprise/FAANG] + - Key skills to acquire: [2-3] + - Key achievements to land: [1-2] + +3-Year Target: + - Title/Role: [specific] + - Compensation: [range] + - Scope (team size, budget, impact): [specific] + - Domain expertise: [specific] + - Leadership level: [IC/staff/principal/manager/director] + +5-Year Target: + - Career model: [IC track / Management track / Founder / Consultant] + - Compensation target: [range] + - Impact scope: [team/org/industry] + - Lifestyle design: [remote/hybrid/in-office, hours, location] +``` + +### Phase 3: Gap Analysis +``` +Compare current vs. target: + +Target Role: [e.g., Staff Engineer] +Current gaps: + - System design at scale: Need distributed systems experience + - Technical leadership: Need cross-team influence examples + - Scope: Currently own service, need org-level impact + - Visibility: No conference talks, blog posts, or open source presence + +Priority matrix: + High Impact + Quick Win: + - [e.g., Start a technical blog] + - [e.g., Mentor a junior engineer] + + High Impact + Long Term: + - [e.g., Lead a cross-team migration] + - [e.g., Get staff-level promotion at current company] + + Low Impact + Quick Win: + - [e.g., Update LinkedIn headline] + - [e.g., Complete a certification] + + Low Impact + Long Term: + - [e.g., Learn a new programming language unrelated to target] +``` + +### Phase 4: Action Roadmap +``` +Quarterly breakdown: + +Q1 (Next 3 months): + Skill building: + - [Specific course/book/project for top skill gap] + Network: + - [Attend 2 meetups/conferences in target domain] + - [Reach out to 5 people in target role for coffee chats] + Visibility: + - [Publish 1 blog post or talk] + - [Contribute to 1 open source project in target space] + Career moves: + - [Update resume and LinkedIn for target direction] + - [Start casual conversations with target companies] + +Q2-Q4: [Similar structure with increasing ambition] + +Milestones: + - [ ] 6-month checkpoint: [specific measurable goal] + - [ ] 12-month checkpoint: [specific measurable goal] +``` + +## Career Transition Playbooks + +### IC → Engineering Manager +``` +Skills to develop: +- 1:1s, performance reviews, hiring, firing +- Project management, sprint planning, roadmap ownership +- Cross-functional communication +- Budget and vendor management + +Steps: +1. Start mentoring 1-2 junior engineers +2. Volunteer to lead a project with 3+ people +3. Take on hiring responsibilities (screening, interviewing) +4. Ask to officially manage an intern or junior +5. Read: "The Manager's Path", "An Elegant Puzzle" +6. Find an EM mentor at your company +7. After 6-12 months of informal leadership, pitch the transition +``` + +### Backend → Full Stack +``` +Skills to develop: +- Frontend framework (React/Vue/Svelte) +- CSS and responsive design +- Browser APIs and web performance +- UX fundamentals +- State management + +Steps: +1. Build a full-stack side project +2. Pair with frontend engineers on features +3. Take on small frontend tasks at work +4. Learn the team's frontend stack on company time +5. Build a portfolio of 2-3 full-stack projects +6. Apply to full-stack roles with portfolio evidence +``` + +### Big Tech → Startup +``` +Mindset shifts: +- "I built systems for millions" → "I'll build the MVP in a weekend" +- Process and documentation → speed and iteration +- Specialized role → wear many hats +- Comfort and stability → ambiguity and chaos + +Financial planning: +- Calculate your runway: savings / monthly expenses = months +- Factor in equity risk: value it at $0 +- Negotiate for cash-heavy comp if possible +- Understand your risk tolerance honestly + +Steps: +1. Define your risk profile and runway +2. Identify startup stage preference (pre-seed, seed, series A) +3. Build network in startup ecosystem (YC alumni, AngelList) +4. Develop generalist skills: DevOps, product sense, growth +5. Start with freelance/consulting to test the water +``` + +### Developer → Product Manager +``` +Skills to develop: +- User research and customer discovery +- Product analytics and metrics +- Roadmap prioritization frameworks +- Stakeholder management +- Business case development + +Steps: +1. Volunteer for product-adjacent work (specs, user interviews) +2. Build a side product end-to-end +3. Take a product thinking course (Reforge, Product School) +4. Shadow PMs at your company +5. Transition internally (easiest path) or apply to APM programs +6. Build a product portfolio (case studies with outcomes) +``` + +### Employee → Freelancer/Consultant +``` +Financial planning: +- Emergency fund: 6-12 months expenses +- Health insurance plan (independent) +- Tax structure (LLC, S-Corp, etc.) +- Accounting setup + +Business foundations: +- Define your service offering (specific, not "I code") +- Set your rate: [annual salary target] / 1000 = hourly rate minimum +- Create a portfolio/case-study page +- Set up LinkedIn as a lead generation tool + +Client acquisition: +1. Start moonlighting while employed (check contract) +2. Ask your network for referrals +3. Join freelance platforms as backup (Upwork, Toptal) +4. Write content demonstrating expertise +5. Target 3-5 anchor clients before going full-time + +First 6 months: +- Month 1-2: Land first 2 clients at any reasonable rate +- Month 3-4: Raise rates 25% for new clients +- Month 5-6: Evaluate — is this sustainable? Adjust. +``` + +## Role Transition Decision Matrix + +``` +Should you switch roles? Score each factor: + + Stay Switch Weight +Growth potential X 3x +Compensation ceiling X 2x +Learning velocity X 3x +Work-life balance X 2x +Team/culture X 2x +Impact potential X 2x +Risk tolerance X 1x +Commute/location X 2x + +Weighted total: _____ +If "Switch" wins by 20%+ — it's time. +If close — what would make staying competitive? +``` + +## Quarterly Review Template +``` +Career Quarterly Review — [Date] + +1. What were my goals for this quarter? + [List goals from roadmap] + +2. What did I accomplish? + [Specific achievements with metrics] + +3. What didn't I accomplish? Why? + [Be honest — this feeds next quarter's plan] + +4. What new opportunities appeared? + [Serendipity audit — what came your way?] + +5. What skills did I develop? + [New tech, new domains, new soft skills] + +6. How's my network? + [New connections, strengthened relationships] + +7. What's my energy/motivation level? (1-10) + [Career satisfaction check] + +8. Adjusted priorities for next quarter: + [Updated goals based on learnings] +``` + +## Integration with Other Skills +- **resume-architect**: Translates career plan into resume language +- **salary-negotiator**: Informed by market data and trajectory analysis +- **jobhunter-master**: Executes the job search when it's time to move +- **linkedin-optimizer**: Aligns profile with target trajectory + +## Files +- `memory/career-plan.md` — Master career roadmap +- `memory/career-audit-[date].md` — Quarterly self-assessments +- `memory/skill-gaps.md` — Active skill development tracking +- `memory/network-map.md` — Professional network management diff --git a/skills/cover-letter-craft.md b/skills/cover-letter-craft.md new file mode 100644 index 0000000..b25b632 --- /dev/null +++ b/skills/cover-letter-craft.md @@ -0,0 +1,208 @@ +# Cover Letter Craft +**Generate persuasive, role-specific cover letters that get read — not recycled.** +Most cover letters are generic fluff. This skill writes letters that prove you did your homework. + +## Philosophy +A cover letter has one purpose: make the reader WANT to look at your resume. + +It's not about you. It's about **what you can do for them**, proven by what you've already done. + +The formula: +1. **Hook** — Show you know who they are and what they need +2. **Proof** — Demonstrate you've solved their exact problem before +3. **Value** — Paint a picture of what you'll deliver in the first 90 days +4. **Close** — Make the next step effortless for them + +## Input Required +- Target job posting (URL or text) +- Your resume or career summary +- Company research notes (from jobhunter-master Phase 1) +- Hiring manager name (if known) + +## Workflow + +### Phase 1: Research Synthesis +``` +Gather company intelligence: +- Recent product launches or feature updates +- Company mission/values language +- Tech blog posts or engineering challenges +- Recent funding or growth news +- Glassdoor culture themes +- Hiring manager's background (LinkedIn) +``` + +**Output:** 3-5 specific hooks unique to this company. + +### Phase 2: Pain Point Mapping +``` +From job post, identify: +- What problem does this role solve? +- Why is this position open? (growth, backfill, new initiative) +- What's the urgency signal? +- What would success look like in 6 months? +``` + +**Output:** The problem statement this letter addresses. + +### Phase 3: Story Selection +``` +From your experience, pick 1-2 stories that: +- Directly solve their stated problem +- Use the same technologies they mentioned +- Show measurable impact (numbers, percentages) +- Demonstrate cultural fit signals +``` + +### Phase 4: Letter Assembly + +**Paragraph 1 — The Hook (2-3 sentences)** +``` +Opening options (pick one): + +Option A (Product-led): +"I've been following [Company]'s work on [specific product/feature], and I was excited to see the [Role] position open up. [Specific observation about their product/challenge]." + +Option B (Mission-led): +"[Company]'s mission to [specific mission language from their site] resonates deeply with me. [Brief personal connection to the mission]. When I saw the [Role] position, I knew I had to reach out." + +Option C (News-led): +"Congratulations on [recent funding/product launch/news]. [Specific thought showing you understand the implications]. This is exactly why the [Role] position caught my eye." + +Option D (Referral/Warm): +"[Mutual connection] mentioned [Company] is looking for a [Role]. After looking at [specific thing], I'm convinced I can contribute from day one." +``` + +**Paragraph 2 — The Proof (3-4 sentences)** +``` +Template: +"At [Previous Company], I [specific action] that [specific result with metric]. I achieved this by [method/technology relevant to target role]. This experience is directly applicable to [Company]'s need for [specific need from job post]." + +Rules: +- One concrete example, not a laundry list +- Include at least one number +- Mirror their language and tech stack +- Connect YOUR past to THEIR future +``` + +**Paragraph 3 — The Value (2-3 sentences)** +``` +Template: +"In my first 90 days at [Company], I would [specific, realistic contribution]. I'm particularly excited about [specific challenge or opportunity] because [why you're uniquely qualified]." + +Rules: +- Be specific, not aspirational +- Show you understand their current stage +- Reference something they're actively working on +``` + +**Paragraph 4 — The Close (2 sentences)** +``` +Template: +"I'd love to discuss how my experience with [relevant skill] can help [Company] [specific goal]. Are you available for a 15-minute call [specific time suggestion]?" + +Rules: +- Make it easy to say yes +- Suggest a specific next step +- Don't beg or grovel +``` + +### Phase 5: Tone Calibration +``` +Match tone to company type: + +Startup (Seed-Series B): +- Casual but competent +- Use "I" not "we" for achievements +- Show scrappiness and ownership +- Mention specific product features + +Scale-up (Series C+): +- Balance scrappiness with scale thinking +- Reference growth metrics +- Show you can build for 10x current size +- Data-driven language + +Enterprise: +- Formal and structured +- Emphasize process and reliability +- Reference compliance, security, governance +- Team-oriented achievements + +Agency/Consultancy: +- Client-facing language +- Emphasize adaptability +- Reference diverse project experience +- Show business impact for clients +``` + +## Templates + +### Software Engineer +``` +Hi [Name], + +I've been using [Company]'s [product] for [context], and I'm impressed by [specific thing]. When I saw the [Role] position, it felt like the perfect intersection of my skills and your mission. + +At [Current Company], I [built/shipped/led] [specific thing] that [metric — reduced latency 40%, scaled to 1M users, etc.]. I did this using [tech from their stack], which I noticed is central to your engineering approach. I'm particularly drawn to [Company] because [specific challenge they're facing that matches your expertise]. + +In my first quarter, I'd focus on [specific, realistic contribution]. I've been thinking about [relevant technical topic] and would love to bring that perspective to your team. + +Would you have 15 minutes this week to chat? I'm available [specific times]. + +Best, +[Name] +[LinkedIn] | [GitHub] +``` + +### Career Changer +``` +Hi [Name], + +[Hook showing genuine passion for the new field]. While my background is in [previous field], I've spent the last [timeframe] [building/shipping/learning] in [new field]. + +[Specific project or achievement in new field with metric]. This taught me that [transferable skill] translates directly — in fact, my experience with [previous domain] gives me a unique angle on [their challenge]. + +I know transitioning fields requires proving yourself twice. That's why I've [concrete step: built a portfolio project, earned certification, contributed to open source]. I'm ready to hit the ground running. + +I'd love to discuss how my unconventional background can be an asset to [Company]. Free for a quick call anytime this week. + +Best, +[Name] +``` + +### Senior/Leadership +``` +Hi [Name], + +After [X] years building [domain] teams and systems, I'm drawn to [Company] because [specific strategic reason — not generic]. + +Most recently at [Company], I [leadership achievement with org-level metric]. The key insight: [strategic lesson applicable to their challenge]. I see parallels with what [Target Company] is tackling in [area]. + +I build teams that [specific culture/outcome]. My approach: [1-2 sentence leadership philosophy relevant to their stage]. I believe this aligns with [something from their values/culture page]. + +I'd appreciate the chance to discuss the [Role] and how I can contribute to [Company]'s next chapter. Would [specific time] work for a conversation? + +Best, +[Name] +[LinkedIn] +``` + +## Anti-Patterns (Never Do These) +- "I am writing to apply for..." (wastes the first sentence) +- "I believe I would be a great fit because..." (show, don't tell) +- Repeating your resume in paragraph form +- Generic compliments ("great company", "innovative team") +- More than 4 paragraphs or 300 words +- "Please find attached my resume" (they know) +- BCC-ing multiple companies + +## Integration with Other Skills +- **resume-architect**: Shares job fingerprint for keyword consistency +- **jobhunter-master**: Receives company research and hiring manager data +- **nano-pdf**: Final formatted output +- **gog**: Direct email sending + +## Files +- `memory/cover-letters/[company]-[role].md` — Per-application letters +- `memory/company-research/[company].md` — Research notes feeding into letters diff --git a/skills/interview-commander.md b/skills/interview-commander.md new file mode 100644 index 0000000..ce96707 --- /dev/null +++ b/skills/interview-commander.md @@ -0,0 +1,286 @@ +# Interview Commander +**Master any interview with structured preparation, mock sessions, and tactical frameworks.** +Winging it is a strategy — a bad one. This skill makes you the most prepared candidate they've ever met. + +## Philosophy +Interviews are not about being the smartest person in the room. They're about being the most **prepared** person in the room. + +The preparation stack: +1. **Company Intel** — Know their business better than some employees +2. **Role Mapping** — Understand exactly what success looks like +3. **Story Arsenal** — 8-10 prepared stories covering all question types +4. **Question Bank** — Anticipate 80%+ of questions they'll ask +5. **Reverse Interview** — Ask questions that show strategic thinking +6. **Mock Practice** — Rehearse until responses feel natural, not scripted + +## Input Required +- Job posting (full text or URL) +- Company name +- Interviewer names/roles (if known) +- Interview format (technical, behavioral, case, panel, etc.) +- Your resume/career notes + +## Workflow + +### Phase 1: Company Deep Dive +``` +Research agenda: +- [ ] Product/service catalog and revenue model +- [ ] Recent quarterly earnings or funding rounds +- [ ] Competitors and market position +- [ ] Engineering blog (technical priorities, stack decisions) +- [ ] Recent press releases and news +- [ ] Glassdoor interview reviews for THIS role +- [ ] LinkedIn posts from leadership team +- [ ] Open GitHub repos and recent activity +``` + +### Phase 2: Role Deconstruction +``` +From the job post, extract: +- Top 3 required skills (these WILL be tested) +- Top 3 responsibilities (these drive behavioral questions) +- Team size and reporting structure +- Growth path for this role +- Why this role exists (growth, replacement, new initiative) +``` + +### Phase 3: Story Arsenal (STAR-L Method) +Prepare 8-10 stories covering these categories: + +**Situation → Task → Action → Result → Learning** + +``` +Story categories to prepare: + +1. Technical Challenge + "Tell me about a time you solved a difficult technical problem." + +2. Leadership / Initiative + "Tell me about a time you took ownership beyond your role." + +3. Conflict Resolution + "Tell me about a time you disagreed with a colleague." + +4. Failure / Learning + "Tell me about a time you failed." + +5. Collaboration + "Tell me about a time you worked with a cross-functional team." + +6. Under Pressure + "Tell me about a time you had a tight deadline." + +7. Ambiguity + "Tell me about a time you had to figure something out with little guidance." + +8. Mentorship / Teaching + "Tell me about a time you helped someone grow." + +9. Data-Driven Decision + "Tell me about a time you used data to make a decision." + +10. Innovation + "Tell me about a time you improved a process or system." +``` + +**For each story, prepare:** +``` +STORY: [Title] +Situation: [2 sentences of context] +Task: [1 sentence of what you needed to do] +Action: [3-4 sentences of what YOU specifically did] +Result: [1-2 sentences with metrics] +Learning: [1 sentence of takeaway] + +Keywords it hits: [leadership, ownership, technical-depth, etc.] +Questions it answers: [list of question types this story fits] +``` + +### Phase 4: Question Bank Generation +``` +Based on role type, generate anticipated questions: + +## Behavioral (all roles) +- "Walk me through your experience with [tech from job post]" +- "Why are you leaving your current role?" +- "Why do you want to work here?" +- "Where do you see yourself in 3-5 years?" +- "What's your biggest weakness?" (reframe as growth area) + +## Technical (engineering roles) +- System design: "Design [system relevant to company]" +- Coding: Practice LeetCode patterns common for this level +- Architecture: "How would you scale [their product]?" +- Debugging: "How would you investigate [production issue]?" + +## Leadership (senior/staff+) +- "How do you make technical decisions?" +- "Tell me about a time you influenced without authority" +- "How do you handle tech debt vs feature velocity?" +- "How do you mentor junior engineers?" + +## Product/Business (PM, startup roles) +- "How would you prioritize [conflicting priorities]?" +- "What's your framework for making product decisions?" +- "Tell me about a product you shipped and its impact" + +## Case Study (consulting, strategy) +- Market sizing questions +- Profitability frameworks +- Market entry analysis +``` + +### Phase 5: Reverse Interview Questions +``` +Questions to ask THEM (pick 5-7): + +Culture & Team: +- "What does a typical week look like for someone in this role?" +- "How does the team make technical decisions?" +- "What's the ratio of feature work to maintenance?" + +Growth & Impact: +- "What does success look like in the first 6 months?" +- "What's the biggest challenge the team is facing right now?" +- "How has this role evolved over the past year?" + +Technical (for engineering): +- "How do you handle tech debt?" +- "What's your deployment process like?" +- "How do you balance speed vs quality?" + +Red Flag Detectors: +- "Why is this position open?" +- "What's the team's attrition rate like?" +- "How would you describe the work-life balance?" + +Strategic (shows you think big): +- "What's the company's biggest technical challenge in the next year?" +- "How does this role contribute to [company goal]?" +- "What would you change about the product if resources were unlimited?" +``` + +### Phase 6: Mock Interview Mode +``` +Run a practice session: + +1. Claude acts as interviewer for the target role +2. Ask 5-7 questions from the generated question bank +3. User responds (voice or text) +4. Claude evaluates each response: + - Did you use the STAR format? + - Was there a measurable result? + - Did you mirror their language? + - Was the answer under 2 minutes? + - What was the weakest part? +5. Repeat until scores are consistently 8/10+ +``` + +## Interview Format Playbooks + +### Technical Screen (45-60 min) +``` +Minute 0-5: Intro + "Tell me about yourself" (90 seconds max) +Minute 5-40: Coding/system design problem +Minute 40-55: Your questions for them +Minute 55-60: Close + next steps + +Strategy: +- Think aloud constantly +- Ask clarifying questions before coding +- Start with brute force, then optimize +- Mention time/space complexity +- Test with edge cases +``` + +### Behavioral Round (45-60 min) +``` +Minute 0-5: Small talk + "Walk me through your resume" +Minute 5-45: 4-6 behavioral questions +Minute 45-60: Your questions + +Strategy: +- Each answer: 90-120 seconds max +- Always end with a result/impact +- Bridge to your prepared stories +- Show self-awareness + growth +``` + +### Panel Interview (60-90 min) +``` +Multiple interviewers, often mixing behavioral + technical. + +Strategy: +- Address answers to the question-asker but make eye contact with all +- Note each interviewer's role — tailor examples to their concerns +- The "silent" panelist is often the most senior — watch their reactions +``` + +### Case Study (45-60 min) +``` +Framework: +1. Clarify the problem (ask 3-5 questions upfront) +2. Structure your approach (share your framework) +3. Analyze (do the math, show your work) +4. Synthesize (give a recommendation with tradeoffs) +5. Risks and next steps + +Never: +- Jump to a solution without structuring +- Ignore numbers/data provided +- Give a recommendation without acknowledging tradeoffs +``` + +## Post-Interview + +### Thank You Email (send within 4 hours) +``` +Hi [Interviewer Name], + +Thank you for the conversation today. I really enjoyed discussing [specific topic from interview]. + +[One sentence referencing something specific they said or a problem you discussed]. + +[Optional: brief follow-up on a question you could have answered better]. + +I'm even more excited about the [Role] after our conversation. Looking forward to next steps. + +Best, +[Name] +``` + +### Self-Assessment Template +``` +Interview Score Card: + +Overall confidence: [1-10] + +Per-question evaluation: +Q1: [Question asked] + My answer: [Brief recall] + Score: [1-10] + What I should have said: [Better answer] + +Q2: ... + +Missed signals: +- [Things they mentioned that I should follow up on] + +Follow-up actions: +- [ ] Send thank you email +- [ ] Reference [topic] in follow-up +- [ ] Prepare for likely next round format +``` + +## Integration with Other Skills +- **jobhunter-master**: Receives company research and interviewer info +- **resume-architect**: Shares career data for story preparation +- **salary-negotiator**: If salary comes up during interview +- **gog**: Send thank-you emails +- **browser**: Research interviewers on LinkedIn + +## Files +- `memory/interview-prep/[company]-[role].md` — Full prep document +- `memory/story-arsenal.md` — Master list of reusable STAR stories +- `memory/mock-results/[company]-[date].md` — Practice session scores diff --git a/skills/job-switch-advisor.md b/skills/job-switch-advisor.md new file mode 100644 index 0000000..da4ad8f --- /dev/null +++ b/skills/job-switch-advisor.md @@ -0,0 +1,266 @@ +# Job Switch Advisor +**Decide whether to stay, switch, or pivot — with data, not emotions.** +Feeling stuck doesn't mean you should leave. Feeling comfortable doesn't mean you should stay. This skill helps you decide with clarity. + +## Philosophy +Job switching is one of the highest-leverage decisions in your career. Done right, it accelerates growth by 2-3x. Done wrong, it resets momentum and costs you 12-18 months. + +The decision framework: +1. **Diagnosis** — Is the problem the job, the company, or you? +2. **Market Check** — Is greener grass actually greener out there? +3. **Stay Potential** — Can you fix the current situation? +4. **Switch Cost** — What do you lose by leaving? +5. **Decision** — Clear yes/no with timeline + +## Input Required +- Current role, title, compensation +- Time in current role +- What's frustrating you (be specific) +- What you like about current role +- Career goals (from career-gps if available) + +## Workflow + +### Phase 1: Stay/Switch Diagnostic +``` +Answer honestly. Rate 1-10: + +Growth & Learning: + - I'm learning new skills regularly: [1-10] + - I have a clear growth path: [1-10] + - My work is challenging (not overwhelming): [1-10] + - I have access to mentorship: [1-10] + +Impact & Recognition: + - My work matters to the business: [1-10] + - I'm recognized for my contributions: [1-10] + - My opinions influence decisions: [1-10] + - I'm fairly compensated: [1-10] + +Culture & Environment: + - I trust my manager: [1-10] + - I enjoy my teammates: [1-10] + - Work-life balance is sustainable: [1-10] + - Company values align with mine: [1-10] + +Future Potential: + - Company is growing or stable: [1-10] + - My role will exist in 2 years: [1-10] + - I could get promoted in the next year: [1-10] + - I'm building valuable skills here: [1-10] + +Scoring: + 65-80: You're in a good spot. Optimize, don't leave. + 50-64: Yellow zone. Fix what you can before jumping. + 30-49: Red zone. Start planning your exit. + Below 30: Leave. This is harming your career. +``` + +### Phase 2: Problem Diagnosis +``` +What's actually wrong? (Pick all that apply) + +□ Boredom — not challenged +□ Bad manager — trust or competence issues +□ Toxic culture — politics, blame, burnout +□ Low compensation — below market +□ No growth path — dead end role +□ Company instability — layoffs, funding issues +□ Wrong domain — not interested in the work +□ Overworked — unsustainable pace +□ Underworked — not enough responsibility +□ Remote/hybrid conflict — wrong work model +□ Commute/location — geographical issue +□ Team dynamics — interpersonal conflicts + +For each checked item, diagnose: +"Can this be fixed without changing companies?" + + Boredom: + → Can you volunteer for new projects? Ask for scope expansion? + → Can you rotate to a different team? + → Can you start an initiative? + + Bad manager: + → Can you transfer teams? + → Can you manage up more effectively? + → Is the manager temporary (new manager coming)? + + Low comp: + → Can you present market data and get adjusted? + → Is a promotion/raise cycle coming up? + → Would equity refresh bridge the gap? + +If 3+ problems are unfixable → start the switch process. +``` + +### Phase 3: Market Reality Check +``` +Before jumping, verify the grass is actually greener: + +Research questions: +- What's the hiring market like for your role right now? + (Check: LinkedIn job postings count, layoff tracker, HN Who's Hiring thread size) +- What's the typical interview process? + (How many rounds? How long? What's the pass rate?) +- Are companies hiring for your level and skill set? + (Search target titles on LinkedIn, see how many are hiring) +- What's the market compensation? + (Run salary-negotiator research phase) +- What are people in your network experiencing? + (Ask 3-5 peers about their job search experience) + +Reality check: +"If I quit tomorrow with no backup, how long would it take +to find an equivalent or better role?" + + < 1 month: Market is hot. Switch freely. + 1-3 months: Normal market. Search while employed. + 3-6 months: Cool market. Be strategic, don't rush. + 6+ months: Tough market. Fix what you can where you are. +``` + +### Phase 4: Switch Cost Analysis +``` +What do you lose by leaving? + +Quantifiable costs: +□ Unvested equity (calculate exact $ value) +□ Bonus proration (how much bonus do you leave on table?) +□ Benefits reset (401k match vesting, PTO accrual) +□ Sign-on bonus clawback (if applicable) +□ Relocation costs (if applicable) + +Non-quantifiable costs: +□ Reputation capital at current company +□ Relationships with specific colleagues +□ Domain knowledge accumulated +□ Political capital and influence +□ Project continuity (will you abandon work mid-flight?) +□ Manager/mentor relationship +□ Comfort and familiarity + +Total switch cost: $[quantifiable] + [non-quantifiable list] + +Is the target opportunity worth this cost? +If not clearly yes → negotiate improvements at current company first. +``` + +### Phase 5: Decision Matrix +``` + STAY SWITCH +Salary in 2 years $___ $___ +Title in 2 years ___ ___ +Skill growth (1-10) ___ ___ +Happiness (1-10) ___ ___ +Career velocity ___ ___ +Risk level Low Medium/High + +Decision: +- If STAY wins or ties → stay and optimize (use the "Stay Strategy") +- If SWITCH wins by clear margin → start the search process +- If uncertain → set a 90-day deadline to decide + +Never quit without a signed offer letter. +Never accept a counteroffer (80% of people who do leave within 12 months anyway). +``` + +## Stay Strategy (If You Decide to Stay) +``` +If staying, make it count: + +90-day improvement plan: +Week 1-2: Have a direct conversation with your manager + "I want to grow in [specific area]. What opportunities + exist for me to [specific ask]?" + +Week 3-4: Start building what's missing + - Volunteer for the project that scares you + - Ask to lead something + - Find a mentor inside or outside the company + +Week 5-8: Expand your scope + - Take on cross-team work + - Present at a team/org meeting + - Build relationships with skip-level leaders + +Week 9-12: Evaluate + - Has anything changed? + - Do you feel more engaged? + - If not → trigger the switch process +``` + +## Switch Strategy (If You Decide to Switch) +``` +Timeline (while still employed): + +Week 1-2: Preparation + - Update resume (resume-architect) + - Optimize LinkedIn (linkedin-optimizer) + - Define target companies and roles + - Build target list of 20-30 companies + +Week 3-6: Active Search + - Apply to 3-5 roles per week + - Network into 2-3 companies per week + - Attend relevant meetups/events + - Start content creation for visibility + +Week 5-10: Interviewing + - Prep for each interview (interview-commander) + - Practice mock interviews + - Collect offers + +Week 8-12: Negotiation & Close + - Negotiate best offer (salary-negotiator) + - Get everything in writing + - Set start date + - Resign gracefully (2 weeks notice) + +Rules: +- Never let your current employer know until you have a signed offer +- Keep performing at your current job (no quiet quitting) +- Don't accept the first offer unless it's dream-job level +- Always negotiate — even a "great" offer has room +``` + +## Resignation Template +``` +Resignation Email (keep it short, positive, professional): + +Subject: Resignation — [Your Name] + +Hi [Manager Name], + +I'm writing to let you know that I've accepted an offer elsewhere +and will be resigning from my position as [Title], effective +[Date — typically 2 weeks from now]. + +I'm grateful for the time I've spent at [Company]. I've learned +a tremendous amount and value the relationships I've built here, +especially [specific positive]. + +I'm committed to a smooth transition. Over the next two weeks, +I'll: +- Document my current projects and their status +- Transfer knowledge to [colleague] or my replacement +- Complete any critical items in progress + +Thank you for the opportunity and support. I hope we can stay +in touch. + +Best, +[Name] +``` + +## Integration with Other Skills +- **career-gps**: Provides long-term trajectory context +- **salary-negotiator**: Market data for compensation comparison +- **jobhunter-master**: Executes the search when switching +- **resume-architect**: Prepares materials for the switch +- **linkedin-optimizer**: Activates network for opportunities + +## Files +- `memory/stay-switch-analysis-[date].md` — Decision analysis +- `memory/switch-plan.md` — Active search timeline and targets +- `memory/switch-costs.md` — Financial and non-financial cost tracking diff --git a/skills/jobhunter-master.md b/skills/jobhunter-master.md new file mode 100644 index 0000000..76d534c --- /dev/null +++ b/skills/jobhunter-master.md @@ -0,0 +1,182 @@ +# JobHunter Master +**The aggressive job hunting skill that goes beyond "Easy Apply".** +Most job seekers spray and pray. This skill hunts. + +## Philosophy +Easy Apply = lottery ticket. Real job hunting = sales process. + +The funnel: +1. **Research** — Know the company better than their employees +2. **Qualify** — Match your experience to their pain points +3. **Customize** — Tailor CV & cover letter for THIS job +4. **Find the humans** — HR, hiring manager, team lead, insider +5. **Engage** — Comment, connect, message, email +6. **Follow up** — Persistence without being annoying + +## Workflow + +### Phase 1: Target Acquisition +```bash +# Find jobs worth pursuing (not just Easy Apply) +# Sources: LinkedIn, company career pages, AngelList, RemoteOK, HN Who's Hiring +``` + +**Research checklist:** +- [ ] Company size, funding stage, recent news +- [ ] Tech stack (check job post, GitHub, StackShare, blog posts) +- [ ] Company culture (Glassdoor, Blind, LinkedIn posts) +- [ ] Recent hires in similar roles (LinkedIn) +- [ ] Pain points (what are they building? what challenges?) + +### Phase 2: Intelligence Gathering +**Find the people:** +1. **Hiring Manager** — Usually mentioned in job post or find via LinkedIn +2. **HR/Recruiter** — Search "[Company] Recruiter" on LinkedIn +3. **Team members** — People with similar titles at the company +4. **Connections** — Any mutual connections? Alumni? + +**Find contact info:** +- LinkedIn direct message +- Email patterns: firstname@company.com, f.lastname@company.com +- Tools: Hunter.io, Apollo.io, RocketReach +- Twitter/X presence +- Company blog authors + +### Phase 3: Customize Materials +**CV Adjustments:** +- Lead with relevant experience for THIS role +- Mirror their language (use keywords from job post) +- Quantify achievements that match their needs +- Remove irrelevant fluff + +**Cover Letter Formula:** +``` +Para 1: Why THIS company (show you researched) +Para 2: Why YOU (specific experience matching their needs) +Para 3: What you'll DO (concrete value you'll add) +Para 4: Call to action (meeting request) +``` + +### Phase 4: Multi-Channel Approach +**LinkedIn:** +1. Connect with HR/hiring manager (personalized note) +2. Comment thoughtfully on their posts +3. Share relevant content they might see +4. InMail if premium available + +**Email:** +``` +Subject: [Role] Application - [Your Name] | [Unique Value Prop] +Short, punchy, shows you did homework. +Attach CV. Link to portfolio/GitHub. +Clear ask: "Would love 15 minutes to discuss." +``` + +**Twitter/X:** +- Follow company + key people +- Engage with their content genuinely +- DM if appropriate (after warming up) + +### Phase 5: Follow-Up Cadence +``` +Day 0: Apply + Connect on LinkedIn +Day 3: Follow-up email if no response +Day 7: LinkedIn message or comment on their content +Day 14: Final follow-up with new angle +``` + +**Never:** +- Send the same message twice +- Be desperate or needy in tone +- Spam multiple people at same company simultaneously + +## Templates + +### LinkedIn Connection Request +``` +Hi [Name], I just applied for the [Role] position and wanted to connect directly. +Your work on [specific thing] caught my attention. Would love to learn more about [Company]'s engineering culture. +``` + +### Cold Email +``` +Subject: Quick question about [Role] at [Company] + +Hi [Name], + +I noticed [Company] is hiring for [Role] and I'm genuinely excited about [specific thing about company - product, mission, tech]. + +Quick background: I've spent [X years] doing [relevant experience], most recently [specific achievement that matches their needs]. + +I'd love to learn more about what you're looking for in this role. Do you have 15 minutes this week for a quick call? + +Best, +[Name] +[LinkedIn] | [Portfolio/GitHub] +``` + +### Follow-Up +``` +Subject: Re: [Previous Subject] + +Hi [Name], + +Following up on my application for [Role]. + +Since I last reached out, I [did something relevant - built something, wrote about topic, etc.]. + +Still very interested in [Company]. Happy to chat whenever convenient. + +Best, +[Name] +``` + +## Execution Commands + +### Research Company +```bash +# Web search for company intel +web_search "[Company] engineering blog" +web_search "[Company] tech stack" +web_search "[Company] series [A/B/C] funding" +web_search "site:glassdoor.com [Company] reviews" +``` + +### Find People +```bash +# LinkedIn search via browser +# Search: "[Company] recruiter" or "[Company] engineering manager" +# Check mutual connections +``` + +### Email Discovery +```bash +# Common patterns to try: +# firstname@company.com +# firstname.lastname@company.com +# f.lastname@company.com +# firstnamelastname@company.com +``` + +## Integration with Other Skills +- **browser**: LinkedIn automation, company research +- **bird**: Twitter engagement with company/employees +- **gog**: Email outreach via Gmail +- **nano-pdf**: CV editing and customization + +## Success Metrics +Track per application: +- [ ] Company researched +- [ ] CV customized +- [ ] Cover letter written +- [ ] HR/Hiring manager identified +- [ ] Connection request sent +- [ ] Follow-up scheduled + +## Files +Store job hunt data in: +- `memory/job-targets.md` — Active targets and status +- `memory/job-templates/` — Customized CVs and cover letters + +--- +*"The job doesn't go to the best candidate. It goes to the best job hunter."* diff --git a/skills/linkedin-optimizer.md b/skills/linkedin-optimizer.md new file mode 100644 index 0000000..647bc11 --- /dev/null +++ b/skills/linkedin-optimizer.md @@ -0,0 +1,211 @@ +# LinkedIn Optimizer +**Turn your LinkedIn profile into a recruiter magnet and networking machine.** +Your LinkedIn is your 24/7 personal brand. Most profiles are digital resumes. This skill makes yours a lead-generation engine. + +## Philosophy +LinkedIn is not a resume. It's a **landing page** for your professional brand. Every element should work together to: +1. Show up in recruiter searches (SEO) +2. Communicate your value in 5 seconds (hook) +3. Prove your expertise through content (authority) +4. Make it easy to contact you (conversion) + +## Input Required +- Current LinkedIn profile (URL or screenshots) +- Target role or career direction +- Your resume or career notes +- Any portfolio/project/GitHub links + +## Workflow + +### Phase 1: Profile Audit +``` +Score your current profile (0-10 each): + +□ Headshot: Professional, approachable, recent +□ Background/Banner: Branded, not default blue +□ Headline: Keyword-rich, not just "Engineer at X" +□ About/Summary: Story-driven, keyword-dense +□ Experience: Achievement-focused, quantified +□ Skills: 50 max, endorsed, keyword-matched +□ Recommendations: 3+ from managers/peers +□ Activity: Recent posts, comments, engagement +□ Featured: Portfolio items, publications, talks +□ Education: Complete with relevant details + +Total: ___/100 +``` + +### Phase 2: Headline Engineering +``` +Your headline is the #1 factor in LinkedIn search results. + +Bad headlines: +- "Software Engineer at [Company]" +- "Looking for new opportunities" +- "Full Stack Developer" + +Good headlines: +- "Senior Backend Engineer | Rust • Go • Distributed Systems | Building Scalable APIs" +- "Staff Engineer @ [Company] | Helping Teams Ship Faster | Ex-[Notable Company]" +- "Product Designer | B2B SaaS • Design Systems • Accessibility | Open to Senior Roles" + +Formula: +[Current or Target Title] | [Key Skills/Stack] | [Value Prop or Niche] + +Rules: +- Use " | " or " • " as separators (LinkedIn reads these) +- Front-load keywords recruiters search for +- Include your niche or differentiator +- If job searching, add "Open to [Role] roles" (only visible to recruiters if you use "Open to Work" feature) +- Keep under 220 characters +``` + +### Phase 3: About Section +``` +The About section is for storytelling + keyword density. + +Structure (4-5 paragraphs, 300-500 words): + +Paragraph 1 — Identity Statement (2-3 sentences) +"I'm a [role] who [what you do differently]. Over [X] years, +I've [biggest achievement]. Currently [current context]." + +Paragraph 2 — Expertise (keyword-dense bullet list) +"Core expertise: +• [Skill 1] — [specific application, metric] +• [Skill 2] — [specific application, metric] +• [Skill 3] — [specific application, metric] +• [Skill 4] — [specific application, metric]" + +Paragraph 3 — Philosophy/Approach (2-3 sentences) +"My approach: [what makes you different]. +I believe [professional philosophy relevant to target]." + +Paragraph 4 — Proof Points (optional, 2-3 sentences) +"Notable projects: [Project 1 with impact]. +Recognized for [award/publication/talk]." + +Paragraph 5 — Call to Action (1-2 sentences) +"Always interested in connecting with [who]. +Reach me at [email] or DM me here." + +SEO Tips: +- Include all target keywords naturally +- Use the exact phrases recruiters search: "distributed systems", "React", "AWS" +- Mention tools, frameworks, and methodologies by full name +- Include industry terms and domain language +``` + +### Phase 4: Experience Optimization +``` +For each role: + +[Job Title] | [Company] +[Start] - [End] | [Location] + +[Company description — 1 line if not well-known] + +• [Achievement with metric] — [tech used] +• [Achievement with metric] — [tech used] +• [Achievement with metric] — [tech used] +• [Achievement with metric] — [tech used] + +Rules: +- 4-6 bullets per role (more for recent, fewer for older) +- Lead each bullet with a strong action verb +- Include at least one metric per bullet +- Bold key achievements for scanability +- Mirror the language of your target role +- Never describe responsibilities without outcomes +``` + +### Phase 5: Content Strategy +``` +LinkedIn algorithm favors: +- Original content (not reshared) +- Posts with engagement in first hour +- Content that drives comments (not just likes) +- Consistent posting (2-3x/week minimum) + +Content types ranked by effort vs. impact: + +High Impact, Low Effort: +- Comment thoughtfully on industry leaders' posts (5-10/day) +- Share articles with your 2-3 sentence take +- Celebrate others' achievements + +High Impact, Medium Effort: +- Share lessons from your work (no confidential info) +- "Hot take" posts on industry trends +- Before/after transformation stories + +High Impact, High Effort: +- Technical deep-dives (articles) +- Career advice posts +- Thread-style posts (numbered lists) + +Posting schedule: +- Mon/Wed/Fri: 8-10am your timezone +- Comment on 5-10 posts daily +- Reply to every comment on your posts within 1 hour +``` + +### Phase 6: Network Growth +``` +Strategic connection building: + +Daily targets: +- 5-10 connection requests to people in target companies +- 5-10 thoughtful comments on industry posts +- 1 post or share of your own + +Connection request template: +"Hi [Name], I came across your work on [specific thing] +and found [specific insight] really valuable. Would love +to connect and follow your updates." + +Not: +"I'd like to add you to my professional network." (Default garbage) + +Who to connect with: +- Recruiters at target companies (search: "[Company] recruiter") +- Engineering managers at target companies +- People with your target title (peer learning) +- Industry thought leaders (content amplification) +- Alumni from your school or previous companies +``` + +## LinkedIn SEO Checklist +``` +Keywords to optimize: +□ Headline: Primary title + 3-5 skills +□ About: Natural keyword density (2-3% per term) +□ Experience: Tech stack mentioned in context +□ Skills section: All target keywords added +□ Job titles: Standard industry titles (not creative ones) + +Profile completeness: +□ All sections filled out +□ Custom URL: linkedin.com/in/yourname +□ Location set (affects search radius) +□ Industry selected correctly +□ "Open to Work" set (recruiters only visibility) +□ Contact info: email, portfolio, GitHub +□ Featured section: 2-3 items +□ 50 skills listed and prioritized +□ 3+ recommendations +□ Background banner (not default) +□ Pronouns (if desired — shows cultural awareness) +``` + +## Integration with Other Skills +- **jobhunter-master**: Uses optimized profile for outreach +- **resume-architect**: Shares career data for consistency +- **career-gps**: Aligns profile with target trajectory +- **browser**: LinkedIn automation and profile updates +- **bird**: Cross-platform personal branding with Twitter/X + +## Files +- `memory/linkedin-audit.md` — Profile score and action items +- `memory/linkedin-content-calendar.md` — Post ideas and schedule +- `memory/linkedin-network.md` — Strategic connection targets diff --git a/skills/resume-architect.md b/skills/resume-architect.md new file mode 100644 index 0000000..ddc0f27 --- /dev/null +++ b/skills/resume-architect.md @@ -0,0 +1,212 @@ +# Resume Architect +**Generate ATS-optimized, role-targeted resumes from your career data.** +One resume does not fit all. This skill builds a tailored resume for every application. + +## Philosophy +Your resume has one job: get past the ATS scanner and into a human's hands. Most resumes fail at step one because they're generic, keyword-poor, and formatted for aesthetics over parseability. + +Resume Architect treats your resume like a **conversion funnel**: +1. **ATS Parse** — Machine-readable format that scanners love +2. **Keyword Match** — Language pulled directly from the job post +3. **Impact First** — Quantified achievements, not responsibilities +4. **Scan Hook** — Top 6 seconds tell the whole story + +## Input Required +Before running, gather: +- Your current resume or career notes (any format) +- The target job posting (URL or pasted text) +- Your LinkedIn profile (optional but recommended) +- Any portfolio/GitHub/project links + +## Workflow + +### Phase 1: Job Post Reverse Engineering +``` +Extract from job posting: +- Required skills (hard skills with versions) +- Preferred skills (bonus points) +- Required experience (years, domains) +- Key responsibilities (action verbs used) +- Company language/style (formal, casual, startup) +- Implicit needs (read between lines) +``` + +**Output:** Job fingerprint — a structured list of keywords, competencies, and signals. + +### Phase 2: Career Data Extraction +From your raw materials, extract: +``` +For each role: +- Company, title, dates +- Technologies used (with versions) +- Quantified achievements (X% improvement, $Y revenue, Z users) +- Scope (team size, budget, user base) +- Promotions or expanded responsibilities +``` + +### Phase 3: Resume Assembly +**Structure (ATS-friendly, single-column):** +``` +[Full Name] +[City, State] | [Phone] | [Email] | [LinkedIn] | [GitHub/Portfolio] + +PROFESSIONAL SUMMARY +2-3 lines. Mirror their language. Lead with years of experience in [their domain]. + +SKILLS +Grouped by category. Keywords from job post first. + + Languages: [their stack first, then yours] + Frameworks: [matched to their needs] + Tools: [relevant only] + Platforms: [cloud, infra matching their stack] + +EXPERIENCE +[Most Recent Company] | [Title] | [Dates] + - Achievement with metric matching their stated need + - Achievement with metric matching their stated need + - Achievement showing scope they care about + (3-5 bullets, never responsibilities without outcomes) + +[Previous Company] | [Title] | [Dates] + - Same format, prioritize relevance over chronology + +EDUCATION +[Degree] | [School] | [Year] + - Only include GPA if 3.7+ and recent grad + - Relevant coursework ONLY if career changer or junior + +CERTIFICATIONS + - Only include if relevant to THIS role +``` + +### Phase 4: Keyword Optimization +``` +Compare resume keywords vs job post keywords: + +Job requires: Resume has: +React 18 React (update to "React 18") +AWS ✅ +CI/CD GitHub Actions (add "CI/CD") +Microservices ✅ +PostgreSQL MySQL (add PostgreSQL if applicable) + +Fill gaps honestly. Never fabricate — use "familiar with" or "exposure to" for weaker skills. +``` + +### Phase 5: ATS Compliance Check +Verify: +- [ ] Single-column layout +- [ ] Standard section headers (Experience, Education, Skills) +- [ ] No tables, headers/footers, or text boxes +- [ ] Standard fonts (Arial, Calibri, Georgia) +- [ ] No images or graphics +- [ ] Date format consistent (MMM YYYY – MMM YYYY) +- [ ] File saved as .docx or .pdf (check job post preference) +- [ ] Under 2 pages (under 1 page for < 5 years experience) + +## Templates + +### Entry-Level (0-2 years) +``` +[Name] | [Location] | [Contact] + +PROFESSIONAL SUMMARY +Motivated [Role] with [X] years of experience in [domain]. +Built [project] serving [metric]. Strong foundation in [their stack]. + +TECHNICAL SKILLS + Languages: [job post languages] + Frameworks: [job post frameworks] + Tools: [matching tools] + +PROJECTS +[Project Name] | [Tech Stack] + - Built [what] achieving [metric] + - Implemented [feature] using [tech] + - [GitHub link] + +EXPERIENCE +[Company] | [Title] | [Dates] + - Achievement with number + - Achievement with number + +EDUCATION +[Degree] | [School] | [Year] +``` + +### Mid-Level (3-7 years) +``` +[Name] | [Location] | [Contact] + +PROFESSIONAL SUMMARY +[Role] with [X] years building [domain] systems. +Led [scope] delivering [impact]. Expert in [their core stack]. + +SKILLS + [Grouped, job-post keywords first] + +EXPERIENCE +[Company] | [Title] | [Dates] + - Impact metric matching their need + - Technical depth showing seniority + - Leadership/collaboration signal + - Scope of responsibility + +[Previous Company] | [Title] | [Dates] + - Relevant achievements + +EDUCATION +[Degree] | [School] +``` + +### Senior/Staff (8+ years) +``` +[Name] | [Location] | [Contact] + +PROFESSIONAL SUMMARY +Senior [Role] with [X]+ years driving [domain] strategy. +Scaled [system] to [metric]. Built and led teams of [size]. +Deep expertise in [their domain]. + +SKILLS + [Strategic + technical keywords from job post] + +EXPERIENCE +[Company] | [Senior Title] | [Dates] + - Strategic impact (org-level metric) + - Technical leadership (architecture decisions) + - Team building (mentoring, hiring, growing) + - Cross-functional collaboration + +[Previous roles — 2-3 bullets each, decreasing detail] + +NOTABLE ACHIEVEMENTS (optional section for staff+) + - [Portfolio of impact across roles] + +EDUCATION +[Degree] | [School] +``` + +## Career Changer Mode +For switching industries: +1. Lead with **transferable skills** in summary +2. Create a **Relevant Projects** section above experience +3. Reframe past roles using target industry language +4. Include certifications/coursework showing commitment +5. Objective statement explaining the pivot + +## Output Formats +- **Markdown** — For review and editing +- **LaTeX** — For academic/scientific roles +- **PDF** — Final output via nano-pdf skill +- **JSON** — Structured data for programmatic use + +## Integration with Other Skills +- **nano-pdf**: Generate final formatted PDF +- **jobhunter-master**: Receives job post data for keyword matching +- **cover-letter-craft**: Uses same job fingerprint for consistency + +## Files +- `memory/resume-base.md` — Your master career data +- `memory/resumes/[company]-[role].md` — Per-application versions diff --git a/skills/salary-negotiator.md b/skills/salary-negotiator.md new file mode 100644 index 0000000..a098e5b --- /dev/null +++ b/skills/salary-negotiator.md @@ -0,0 +1,237 @@ +# Salary Negotiator +**Know your market worth, anchor high, and negotiate offers like a pro.** +Accepting the first offer is leaving money on the table. Every time. This skill ensures you never do that again. + +## Philosophy +Salary negotiation is not confrontation. It's a **business discussion** between two parties who both want the deal to happen. + +The framework: +1. **Know Your Number** — Market data, not gut feelings +2. **Anchor High** — The first number mentioned sets the range +3. **Create Leverage** — Multiple offers, competing timelines +4. **Negotiate Total Comp** — Base is just one component +5. **Close Gracefully** — Get it in writing, start strong + +## Input Required +- Job title and level +- Company name and location (remote/hybrid/onsite) +- Current compensation (if comfortable sharing) +- Any competing offers or timelines +- Years of experience in the role + +## Workflow + +### Phase 1: Market Research +``` +Gather compensation data: + +Search queries: +- "[Role] salary [Location/City] 2025 2026" +- "[Role] total compensation [Company] levels.fyi" +- "[Role] salary [Company] glassdoor" +- "[Company] software engineer compensation blind" +- "[Role] salary remote [Company size]" + +Data sources: +- levels.fyi (tech roles, verified offers) +- Glassdoor salary database +- LinkedIn salary insights +- Blind (anonymous company-specific data) +- AngelList/Wellfound (startup equity ranges) +- Robert Half Salary Guide (general market) +- Stack Overflow Developer Survey (developer-specific) +``` + +**Output:** Compensation range report +``` +Market Data for [Role] at [Company Level]: + + Source | Base Range | Total Comp | Data Points + levels.fyi | $X - $Y | $A - $B | N + Glassdoor | $X - $Y | $A - $B | N + Blind | $X - $Y | $A - $B | N + LinkedIn | $X - $Y | - | N + + Median Base: $Z + Median Total: $T + Your Target: $Z + 15-20% (anchor above median) +``` + +### Phase 2: Total Compensation Breakdown +``` +Negotiate ALL components, not just base: + +Component | Typical % of Comp | Negotiation Leverage +Base Salary | 60-80% | High — recurring, compounds +Annual Bonus | 5-20% | Medium — ask about payout history +Equity/RSU | 10-40% | High — negotiate quantity + vest schedule +Sign-on Bonus | $5K-50K+ | High — one-time, easy for them to say yes +Benefits | Variable | Low-Medium — often standardized +Remote/Flex | N/A | Medium — has $ value (commute, rent) +Title | N/A | Medium — affects future earning power +Relocation | $5K-30K+ | Medium — if applicable +Education/Conf | $2K-10K/yr | Low — easy ask +PTO | 2-4 weeks | Low — easy ask, hard to use +``` + +### Phase 3: Strategy Selection + +**Strategy A: You Have Competing Offers (Strongest Position)** +``` +"I'm excited about [Company], and I want to be transparent — +I have another offer at [Competitor] for [higher number]. +[Company] is my top choice. Is there room to bring the +[base/equity/sign-on] closer to [your target]?" + +Why it works: Creates urgency + proves market value +``` + +**Strategy B: Single Offer, Strong Market Data** +``` +"Based on my research and conversations with others at this level, +the market range for [Role] with [X years] experience is [$A-$B]. +I'd love to explore bringing the offer closer to [target number], +which I believe reflects the value I'll bring to the team." + +Why it works: Data-driven, not emotional +``` + +**Strategy C: Promotion/Market Adjustment (Current Employer)** +``` +"I've taken on [specific expanded responsibilities] and delivered +[specific results]. Based on current market data, my role now +aligns with [higher title/level]. I'd like to discuss adjusting +my compensation to reflect this." + +Why it works: Performance-based, fair ask +``` + +**Strategy D: Startups (Equity-Heavy Negotiation)** +``` +For startups, focus on: +- Equity percentage (not just share count — ask for fully diluted) +- Vesting schedule (standard is 4yr with 1yr cliff — negotiate cliff) +- Option strike price +- Latest 409a valuation +- Acceleration clauses (change of control, termination) + +Template: +"I understand base is constrained at this stage. I'd like to explore +[higher equity % / sign-on / accelerated vesting] to bridge the gap +between market rate and the offer." +``` + +### Phase 4: Handling Common Responses + +**"That's above our range for this level."** +``` +Response: "I understand. Could you share the range for the +next level up? Based on [specific experience/impact], I believe +my qualifications align closer to that tier." +``` + +**"We'll need to get approval for that."** +``` +Response: "Absolutely, I appreciate you advocating for this. +When can I expect to hear back? I want to make sure we can +move forward quickly — I'm very excited about the role." +``` + +**"Our budget is fixed."** +``` +Response: "I understand budget constraints. Let's look at the +total package — could we explore [sign-on bonus / additional +equity / accelerated review cycle / remote flexibility] to bridge +the gap?" +``` + +**"What's your current salary?"** (If asked — may be illegal in your jurisdiction) +``` +Redirect options: +- "I'd prefer to focus on the value I'll bring to this role + and what fair market compensation looks like." +- "I'm looking for a role in the [$X-$Y] range, which aligns + with market data for this position." +- "My compensation expectations are based on market research + for [Role] at [Company type]." +``` + +### Phase 5: Written Offer Review +``` +Checklist before accepting: + +[ ] Base salary — in writing, annual figure +[ ] Bonus — target %, payout history, performance criteria +[ ] Equity — type (options/RSU), quantity, strike price, vesting schedule, cliff +[ ] Sign-on — amount, payment schedule, clawback terms +[ ] Benefits — health, dental, vision, 401k match, HSA +[ ] PTO — days, accrual vs. unlimited, sabbatical +[ ] Title — exact title, level, reporting structure +[ ] Start date — confirmed in writing +[ ] Remote/hybrid policy — in writing, not verbal +[ ] Severance — if applicable +[ ] Non-compete — review carefully +[ ] Relocation — if applicable, amount and terms +[ ] Review cycle — when is next compensation discussion +[ ] Everything verbal is now written — if it's not in the offer letter, it doesn't exist +``` + +## Negotiation Scripts + +### Phone/Video Negotiation +``` +"Thanks for the offer — I'm really excited about joining the team. +I've reviewed the details and want to discuss a few points. + +[Pause — let them be present] + +The base salary of [$X] is below what I was anticipating based on +[market data / my experience / competing considerations]. + +I was hoping for something closer to [$X + 15-20%]. Given [specific +value you bring], I think this reflects a fair market rate. + +How much flexibility do we have here?" +``` + +### Email Negotiation +``` +Subject: Offer for [Role] — [Your Name] + +Hi [Name], + +Thank you for the offer. I'm genuinely excited about joining [Company] +and contributing to [specific thing you're excited about]. + +After reviewing the details, I'd like to discuss the compensation. +Based on [market research / my experience in X / comparable roles], +I was hoping for a base salary closer to [$target]. + +I believe this reflects the value I'll bring, particularly given +[specific skill/experience that's rare or valuable]. + +Is there room to explore this? I'm flexible on structure — we could +look at base, sign-on, equity, or a combination. + +Looking forward to your thoughts. + +Best, +[Name] +``` + +## Red Flags +- Refusing to put anything in writing +- Pressure to accept immediately ("this offer expires in 24 hours") +- No willingness to negotiate at all (sign of future rigidity) +- Significantly below market with no explanation +- Equity without 409a valuation or vesting details +- Non-compete that's overly broad + +## Integration with Other Skills +- **jobhunter-master**: Company research informs negotiation position +- **interview-commander**: Post-interview leverage and timing +- **career-gps**: Long-term earning trajectory analysis + +## Files +- `memory/comp-research/[role]-[location].md` — Market data per target +- `memory/offers/[company]-[date].md` — Offer details and negotiation notes