Job Posting Evaluator

2. Score the Match

For each hard and soft requirement, check whether the resume provides evidence:

MATCH SCORING

Hard Requirements: X of Y matched
  [requirement]: [MATCH / PARTIAL / MISSING]
  ...

Soft Requirements: X of Y matched
  [requirement]: [MATCH / PARTIAL / MISSING]
  ...

Hard Match Rate: X%
Weighted Score: (Hard Rate x 0.7) + (Soft Rate x 0.3) = Z%

Score interpretation:

• 85%+: Strong fit, apply immediately
• 70-84%: Good fit, worth a tailored application
• 55-69%: Stretch, apply only if the role is compelling and gaps are addressable
• Below 55%: Poor fit, spend time on better-matched roles

3. Gap Analysis

For each missing requirement, classify:

Dealbreaker: Cannot be fixed (missing license, missing clearance, 10+ year experience gap). Recommendation: do not apply.

Addressable: Can be mitigated in cover letter or interview (missing one tool that is similar to ones you know, 1-2 years short on experience, missing a "preferred" qualification). Recommendation: apply with a plan to address.

Irrelevant: Listed but unlikely to be enforced (degree requirement when the role clearly values experience, "preferred" items in a list of 15). Recommendation: ignore.

4. Red Flag Scan

Scan the posting for warning signs:

Scope creep signals:

• Role combines two distinct jobs ("engineer who also does sales")
• Unrealistic skill breadth ("expert in 8+ languages")
• Vague responsibilities covering everything

Culture warning signs:

• "We are a family" (boundary issues)
• "Must thrive in chaos" (poor management)
• "Rockstar/ninja/guru" (immature culture)
• Posting has been open 90+ days (something is wrong)
• "Competitive salary" with no range (likely below market)
• "Unlimited PTO" (often means less PTO taken)

Compensation red flags:

• No salary range posted when law requires it
• "DOE" with zero guidance
• Heavy emphasis on equity with no mention of base
• Commission-only for non-sales roles

5. Application Strategy

If the score supports applying, provide:

Resume adjustments: Which bullets to lead with, which keywords to add, which skills to reorder.

Cover letter angles: 2-3 specific points connecting the candidate's experience to the employer's stated needs.

Gaps to address proactively: Which missing requirements to acknowledge and how to frame them positively.

Timeline: How quickly to apply based on posting age and competition level.

Output Template

JOB FIT REPORT

Position: [title]
Company: [name]
Match Score: X%
Recommendation: [APPLY / APPLY WITH CAVEATS / SKIP]

REQUIREMENT BREAKDOWN
Hard Requirements (X/Y matched):
  [requirement] -- [MATCH/PARTIAL/MISSING] -- [note]
  ...

Soft Requirements (X/Y matched):
  [requirement] -- [MATCH/PARTIAL/MISSING] -- [note]
  ...

GAPS
Dealbreakers: [list or "none"]
Addressable: [list with mitigation strategy]

RED FLAGS: [list or "none detected"]

APPLICATION PLAN
Resume changes: [specific adjustments]
Cover letter hooks: [2-3 angles]
Gap framing: [how to address missing items]
Priority: [HIGH/MEDIUM/LOW based on fit and role quality]