Evaluate

Extract these fields:

• Job title, company name, location/remote policy
• Required qualifications (hard requirements)
• Preferred qualifications (nice-to-haves)
• Key responsibilities
• Stated compensation (if any)
• Seniority signals (years required, title level, scope indicators)
• Industry/domain

Step 2: Detect Archetype

Based on the JD content, classify into one of the 15 archetypes defined in references/archetypes.md. Follow the detection algorithm:

1. Scan for keyword frequency across all archetype keyword lists
2. Weight matches: title keywords = 3x, requirements = 2x, description = 1x
3. Select highest-scoring as PRIMARY
4. If second-highest is within 50%, note as SECONDARY

Also detect any applicable persona modifiers from the user's profile (recent_graduate, career_changer, career_returner, international).

Step 3: Block A - Executive Summary

## A. Executive Summary

| Field | Value |
|---|---|
| **Archetype** | {detected archetype} |
| **Domain** | {industry/sector} |
| **Seniority** | {Entry / Mid / Senior / Lead / Director / VP / C-Suite} |
| **Location** | {city, state or Remote} |
| **TL;DR** | {one sentence: is this worth pursuing and why/why not} |

Step 4: Block B - Background Match

Map EVERY requirement from the JD to the user's profile:

## B. Background Match

| # | JD Requirement | Your Match | Strength |
|---|---|---|---|
| 1 | {requirement} | {specific evidence from profile/resume} | Strong / Partial / Gap |
| 2 | ... | ... | ... |

**Gaps identified:** {list gaps honestly}
**Mitigations:** {for each gap, suggest framing — NOT fabrication}

Rules:

• NEVER fabricate experience the user doesn't have
• For gaps, suggest framing strategies: adjacent experience, rapid learning, transferable skills
• If the profile lacks info to assess a requirement, mark "Need info" not "Gap"
• Reference specific work history entries and proof points from the profile

Step 5: Block C - Level & Positioning Strategy

## C. Level & Positioning Strategy

**Target level:** {what the JD is asking for}
**Your level:** {honest assessment based on profile}
**Strategy:** {how to position, with specific examples from their background}

**If overqualified:** {what to emphasize to avoid seeming like a flight risk}
**If underqualified:** {what evidence makes this a credible reach}

For career changers, add a "Transition Narrative" subsection. For career returners, add a "Gap Strategy" subsection.

Step 6: Block D - Compensation & Market Context

## D. Compensation & Market

| Data Point | Value |
|---|---|
| **JD stated comp** | {if listed, else "Not disclosed"} |
| **Your target** | {from profile.yml} |
| **Your minimum** | {from profile.yml} |
| **Market estimate** | {see below} |

If WebSearch is available, search for salary data:

• Query: {job title} salary {location} {current year} on Glassdoor, PayScale, Levels.fyi, or LinkedIn Salary Insights
• Cite the source and date of the data

If WebSearch is unavailable:

"Enable web search for live salary data. Based on general knowledge, this role typically pays {range} in {location}. Treat this as a rough estimate, not a verified data point."

Step 7: Block E - Tailoring Plan

## E. Tailoring Plan

### Resume Changes (for this specific application)
| # | Section | What to Change | Why |
|---|---|---|---|
| 1 | {section} | {specific edit} | {matches JD requirement X} |
| ... | | | |

### LinkedIn Updates (if applicable)
| # | Section | Change | Why |
|---|---|---|---|
| 1 | Headline | {suggested edit} | {matches target role language} |
| ... | | | |

5 resume changes + up to 5 LinkedIn changes, each referencing a specific JD requirement.

Step 8: Block F - Interview Preparation

## F. Interview Prep

For each key JD requirement, prepare a story using STAR + Reflection:

### Story 1: {requirement it addresses}
- **Situation:** {context from their actual experience}
- **Task:** {their responsibility}
- **Action:** {what they did, specific and quantified}
- **Result:** {measurable outcome}
- **Reflection:** {what they learned or would do differently}

### Story 2: ...

6-10 stories total. Map each to a specific JD requirement. Use ONLY real experience from the profile and resume. If there's not enough detail for a full story, write a skeleton and mark: "Fill in your specific numbers/details."

Step 9: Overall Score

Calculate score from 1.0 to 5.0 using the weighted dimensions in references/scoring-rubric.md. Apply archetype weight adjustments. Apply persona modifiers if applicable.

## Overall Score: {X.X}/5.0 — {Label}

{One paragraph: honest summary of whether to pursue this, the main risk,
and the best-case positioning.}

Score labels:

• 4.5-5.0: Excellent Match
• 3.5-4.4: Good Match
• 3.0-3.4: Worth Considering
• 2.0-2.9: Weak Match
• 1.0-1.9: Poor Match

For scores below 3.0, be direct:

"This is a stretch. The main gap is {X}. Your time is better spent on roles that match your {strength}. Want me to scan for better-matched openings?"

Step 10: Save & Track

Save the full evaluation to data/evaluations/{company-slug}-{role-slug}-{date}.md.

Add a row to data/applications.md (create the file if it doesn't exist):

Step 11: Suggest Next Steps

Based on score:

• 4.5+: "Strong match! Want me to tailor your resume for this role? Just say 'tailor my resume for {company}'."
• 3.0-4.4: "Solid fit. I can tailor a resume that highlights your strengths for this role. Say 'tailor my resume' to continue."
• Below 3.0: "This one's a stretch. I'd recommend focusing on better-matched roles. Want me to scan for openings that fit you better?"