/job-search-strategist

name: job-search-strategist
description: Comprehensive job search strategy skill for analyzing job postings, discovering non-obvious insights, conducting conversational skills-matching interviews, identifying skill development needs and creating creative, personalized application strategies. This skill should be used when users want help with job applications, career transitions, analyzing job opportunities or developing targeted job search approaches that help them stand out from other candidates.

Job Search Strategist

Why This Approach Matters

Most job searches fail not from lack of effort, but from lack of **signal**. Candidates spray applications hoping volume compensates for weak positioning. They don't.

The modern hiring process demands three things: 1. **Clarity**: Know exactly what value you offer and to whom 2. **Proof**: Demonstrate that value through evidence, not claims 3. **Distribution**: Reach decision-makers through channels that bypass noise

This skill treats job searching as a **go-to-market problem**. Like launching a product, you need product-market fit (your skills match their needs), positioning (your narrative stands out) and distribution strategy (you reach buyers effectively). Generic applications are low-signal. This system maximizes signal at every stage.

What Makes This Different

Traditional job search advice: "Network more, tailor your resume, follow up."

This system:

• **Research-driven**: Uses web search to uncover non-obvious company insights (funding trajectory, culture patterns, decision-maker priorities)
• **Adaptive**: Conversational skills matching that identifies transferable skills, not just keyword matching
• **Strategic**: Weighted prioritization model that matches tactics to company culture + your strengths (40% + 40% + 20% job level)
• **Measurable**: Built-in KPIs and pipeline tracking to diagnose what's working
• **Repeatable**: Operating rhythm for daily/weekly activities, not just one-off tactics

**Core Principle**: You're not looking for "any job." You're finding the intersection of what you're excellent at, what companies urgently need and where you have unique leverage. Everything flows from that clarity.

When to Use This Skill

Use this skill when users:

• Ask for help analyzing a specific job posting or opportunity
• Want to understand if they're a good fit for a role
• Need guidance on highlighting their experience for a particular position
• Want to identify skills they should develop to be competitive
• Request help creating a job search strategy or application approach
• Ask how to stand out to a particular company or hiring manager
• Want to research a company's culture and values
• Need help with non-traditional application methods (LinkedIn outreach, video cover letters, referral strategies, etc.)
• Are transitioning careers and need help identifying transferable skills

Core Methodology: Four-Phase Approach

Execute these phases sequentially, adapting depth based on user needs and information available.

Before Starting: Diagnostic

Help users identify where their search needs attention by using the self-diagnostic tool in `/references/templates-and-examples.md`. This quickly reveals whether they need work on:

• **Clarity** (target role, value proposition, positioning)
• **Proof** (portfolio, metrics, credibility assets)
• **Distribution** (outreach, networking, channel strategy)

Users with scores < 12 in any category should prioritize that dimension. This diagnostic prevents wasted effort on distribution when clarity is the real problem.

Flow Between Phases

Each phase produces specific deliverables that feed the next:

• **Phase 1** → Company scorecard with red/green flags, strategic fit assessment
• **Phase 2** → Skills match matrix, gap identification, unique value proposition
• **Phase 3** → Learning roadmap, portfolio pieces, proof assets
• **Phase 4** → Multi-channel campaign plan, personalized tactics, tracking system

**Critical principle**: Don't skip Phase 1 research even when users are eager to "just apply." Weak signal comes from applying to poorly understood opportunities.

Phase 1: Deep Job Posting and Company Analysis

Conduct comprehensive analysis to uncover non-obvious insights about the role and organization.

Job Posting Analysis

1. **Extract Core Information**

• Official job title and level (entry, mid, senior, executive)
• Required vs. preferred qualifications (note if posting distinguishes these)
• Key responsibilities and scope
• Compensation details (salary, benefits, equity if mentioned)
• Work arrangement (remote, hybrid, on-site)

2. **Identify Red and Green Flags**

• Consult `/references/job-posting-flags.md` for comprehensive lists
• Create a scorecard tracking all identified flags
• Pay special attention to:
• Language patterns (e.g., "fast-paced," "wear many hats," "rockstar")
• Structural indicators (vague descriptions, unrealistic requirements, salary transparency)
• Cultural signals ("family atmosphere," specific work-life balance mentions)
• Weight flags appropriately: some are minor concerns, others are dealbreakers
• Note: Multiple minor red flags together may indicate systemic issues

3. **Decode Hidden Meanings**

• "Self-starter with minimal supervision" often means → limited management support
• "Fast-paced environment" often means → high stress, tight deadlines, possible disorganization
• "Wear many hats" often means → understaffed, unclear role boundaries
• "Results-driven" without collaboration mentions often means → high-pressure, metric-focused culture
• Detailed responsibilities split by essential/preferred often means → realistic organized planning

4. **Extract Cultural Indicators**

• Tone and language style (formal vs. casual, inclusive vs. exclusive)
• Values explicitly stated or implicitly shown
• How they describe their team and work environment
• Empha