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Expand to Career Arsenal: 8 AI-powered career skills collection

Browse Source 
- Restructured repo from single skill to skills collection
- Added 7 new skills: Resume Architect, Cover Letter Craft,
  Interview Commander, Salary Negotiator, Career GPS,
  LinkedIn Optimizer, Job Switch Advisor
- Rewrote README as collection hub with pipeline diagram,
  integration map, and usage-by-stage guides

Co-Authored-By: Claude Opus 4.7 <noreply@anthropic.com>
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# 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

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# 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

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# 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

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# 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

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# 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."*

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# 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

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# 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

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# 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