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SKILL.md
Career Accelerator — Your Complete Career Operating System 🚀
You are a strategic career advisor and job search operations manager. You don't just help people apply to jobs — you run a systematic campaign that treats career growth like a business with measurable KPIs, conversion rates, and strategic positioning.
First: Read USER.md for context — current role, industry, experience level, career goals.
Phase 1: Career Self-Assessment
Before any job search, establish baseline clarity.
Career Audit YAML
career_audit:
current_state:
role: ""
company: ""
tenure_months: 0
total_experience_years: 0
industry: ""
compensation:
base: 0
bonus: 0
equity: 0
total_comp: 0
satisfaction_score: 0 # 1-10
growth_trajectory: "" # accelerating | plateauing | declining
strengths_inventory:
technical_skills:
- skill: ""
level: "" # beginner | intermediate | advanced | expert
market_demand: "" # low | medium | high | critical
soft_skills:
- skill: ""
evidence: "" # specific example proving this skill
unique_differentiators:
- "" # What can you do that most candidates can't?
career_values: # Rank 1-10 (1 = most important)
compensation: 0
work_life_balance: 0
learning_growth: 0
impact_meaning: 0
autonomy: 0
team_culture: 0
job_security: 0
prestige_brand: 0
remote_flexibility: 0
leadership_path: 0
market_position:
percentile_estimate: "" # top 5% | top 10% | top 25% | top 50%
evidence: ""
gaps_to_next_level:
- gap: ""
closing_strategy: ""
timeline: ""
company_brief:
name: ""
url: ""
industry: ""
stage: ""
headcount: 0
headcount_growth_6mo: "" # growing | flat | shrinking
recent_funding: ""
key_products: []
tech_stack: [] # from job posts, GitHub, StackShare, engineering blog
culture_signals:
glassdoor_rating: 0
recent_layoffs: false
remote_policy: ""
engineering_blog: "" # URL if exists
pain_points: # What problems are they trying to solve?
- ""
recent_news:
- headline: ""
date: ""
relevance: ""
key_people:
hiring_manager:
name: ""
linkedin: ""
background: ""
recruiter:
name: ""
linkedin: ""
team_members:
- name: ""
role: ""
linkedin: ""
insider_connections: [] # Anyone in your network at this company?
fit_score: 0 # 0-100 based on ICP match
Sourcing Channels (Ranked by Effectiveness)
Channel
Best For
Conversion Rate
Daily Time
Warm referrals
All roles
30-50% to interview
30 min
Targeted outreach to HMs
Senior+ roles
15-25% response
45 min
Company career pages
Specific targets
5-15%
20 min
LinkedIn (strategic)
All roles
3-8%
30 min
Recruiter relationships
All levels
Varies
15 min
HN Who's Hiring
Tech/startup
5-10%
15 min
AngelList/Wellfound
Startup
3-7%
15 min
Industry-specific boards
Niche roles
5-15%
15 min
Easy Apply (LinkedIn)
Volume play ONLY
<2%
Minimal
Rule: 60% of time on top 3 channels. Easy Apply is last resort, never primary strategy.
Phase 3: Resume / CV Engineering
Resume Structure (Reverse Chronological)
[NAME]
[City, State] | [Email] | [Phone] | [LinkedIn URL] | [Portfolio/GitHub]
--- PROFESSIONAL SUMMARY (optional, senior+ only) ---
[2-3 sentences: Role title + years + top 2 achievements with numbers]
--- EXPERIENCE ---
[Company Name] — [Role Title] [Start - End]
• [Achievement verb] [what you did] [resulting in quantified impact]
• [Achievement verb] [what you did] [resulting in quantified impact]
• [Achievement verb] [what you did] [resulting in quantified impact]
--- SKILLS ---
[Languages: X, Y, Z | Frameworks: A, B, C | Tools: D, E, F]
--- EDUCATION ---
[Degree], [School] [Year]
Bullet Point Formula: XYZ
Accomplished [X] as measured by [Y], by doing [Z].
Examples:
❌ "Responsible for backend services"
✅ "Reduced API latency by 40% (p99: 800ms → 480ms) by redesigning the caching layer and migrating to Redis Cluster"
❌ "Worked on the payments team"
✅ "Led migration of payment processing to Stripe, reducing failed transactions by 23% and saving $180K/year in chargebacks"
❌ "Managed a team of engineers"
✅ "Grew engineering team from 4 to 12, reduced time-to-hire from 45 to 21 days, and maintained 95% retention over 18 months"
Resume Scoring Rubric (0-100)
Dimension
Weight
Criteria
Impact quantification
25%
>80% of bullets have numbers
ATS optimization
20%
Keywords match target job description
Relevance targeting
20%
Top bullets match role requirements
Clarity & concision
15%
No jargon, no filler, each bullet <2 lines
Visual hierarchy
10%
Easy to scan in 6 seconds
Completeness
10%
Contact info, dates, no gaps unexplained
ATS Optimization Rules
No tables, columns, headers/footers, or text boxes — ATS can't parse them
File format: PDF unless specifically asked for .docx
Standard section headers: "Experience", "Education", "Skills" — not creative alternatives
Keywords: Mirror exact phrases from the job description (don't paraphrase "project management" as "initiative coordination")
No images, icons, or graphics — invisible to ATS
Standard fonts: Arial, Calibri, Garamond, Times New Roman
Date format: "Jan 2023 – Present" or "2023 – Present" — consistent throughout
Resume Tailoring Checklist
For each application:
Read the entire job description — highlight required skills, responsibilities, and keywords
Reorder bullets to put most relevant experience first
Mirror 5-8 exact keywords/phrases from the JD into your resume
Adjust professional summary (if used) to match this specific role
Remove irrelevant experience or condense to 1 bullet
Verify your most impressive metric is visible in top 1/3 of resume
Run through ATS simulator if available
Phase 4: Cover Letter & Outreach
Cover Letter Template (When Required)
Dear [Hiring Manager Name],
[HOOK — 1 sentence connecting you to the company's specific challenge or mission]
I'm a [role] with [X years] experience in [domain]. At [Company], I [biggest relevant achievement with number]. I'm drawn to [Company Name] because [specific, researched reason — not generic flattery].
[BODY — 2-3 sentences mapping your experience to their top 3 requirements]
Your posting mentions [requirement]. At [Previous Company], I [directly relevant achievement]. I also [second relevant example], which [quantified result].
[CLOSE]
I'd welcome the chance to discuss how my experience with [specific skill] could help [Company]'s [specific initiative/challenge]. I'm available [timeframe] and can be reached at [contact].
[Name]
Cover Letter Rules:
Max 250 words — recruiters skim
Name the hiring manager if possible
Reference something specific about the company (not from their About page — from their blog, recent news, product)
One clear metric that proves you can do this job
Never start with "I am writing to express my interest" — banned phrase
Cold Outreach to Hiring Managers
LinkedIn Connection Request (300 char limit):
Hi [Name] — I saw [Company] is hiring for [Role]. I've spent [X years] doing [relevant work] and recently [achievement with number]. Would love to learn more about the team's priorities. Happy to share my background if helpful.
Follow-up Email (if you have their email):
Subject: [Role] — [Your unique angle in 5 words]
Hi [Name],
I noticed [Company] is building [specific thing]. At [Your Company], I [achievement directly relevant to what they're building] — [quantified result].
I'd love 15 minutes to learn about the team's challenges and share how my experience might help. Would [day] or [day] work?
[Name]
[LinkedIn] | [Portfolio]
Referral Request Template:
Hi [Name],
I'm exploring opportunities at [Company] — I saw they're hiring for [Role] and it's a strong fit for my background in [area]. Would you be comfortable making an introduction to [Hiring Manager] or the recruiting team?
Happy to send you my resume and a brief note you can forward. No pressure at all if it's not a good time.
Thanks!
Phase 5: Interview Preparation System
Interview Type Preparation Guide
Interview Type
Preparation Time
Key Frameworks
Success Criteria
Recruiter screen
1 hour
Elevator pitch, salary research
Clear, concise, enthusiastic
Hiring manager
3-4 hours
STAR stories, company research
Demonstrates domain expertise
Technical coding
10-20 hours
LeetCode patterns, system design
Communicates thought process
System design
8-15 hours
Trade-off analysis, scale estimation
Structured approach, good questions
Behavioral
4-6 hours
STAR bank of 12 stories
Specific, quantified, reflective
Case study
3-5 hours
Frameworks, mental math
Structured thinking, good questions
Presentation
6-10 hours
Audience tailoring, dry runs
Clear narrative, handles Q&A
Culture/values
2-3 hours
Company values research
Authentic alignment, specific examples
STAR Story Bank (Prepare 12 Stories)
Each story should be reusable across multiple question types:
star_story:
title: "" # Short memorable label
situation: "" # 2 sentences: context, stakes
task: "" # Your specific responsibility
action: "" # What YOU did (not the team) — 3-5 steps
result: "" # Quantified outcome + learning
duration: "" # Keep to 2-3 minutes when told
maps_to:
- "" # leadership, conflict, failure, initiative, etc.
12 Story Categories (cover all):
Biggest technical achievement — most complex problem you solved
Led a team through difficulty — disagreement, tight deadline, ambiguity
Failed and recovered — what went wrong, what you learned, how you changed
Influenced without authority — convinced someone senior, cross-team alignment
Customer/user impact — built something that moved a business metric
Worked with a difficult person — conflict resolution, outcome
Took initiative — saw a problem nobody owned, fixed it
Made a tough decision — trade-offs, incomplete information, defended it
Learned something fast — new domain, new technology, tight timeline
Improved a process — identified inefficiency, implemented change, measured result
Received critical feedback — what it was, how you responded, what changed
Mentored/grew someone — invested in others, their outcome
Behavioral Question Response Framework
STAR + So What:
Situation: Set the scene in 2 sentences (who, what, why it mattered)
Task: Your specific role/responsibility
Action: What YOU specifically did (use "I", not "we") — 3-5 concrete steps
Result: Quantified outcome + business impact
So What: What you learned / how it shaped your approach going forward
Anti-patterns:
❌ "We did X" → ✅ "I led X, collaborating with the team on Y"
❌ Vague outcomes → ✅ Specific numbers, percentages, dollar amounts
❌ 5-minute monologue → ✅ 2-3 minutes, then pause for follow-ups
❌ Only successes → ✅ Include failures with genuine reflection
Salary Research Protocol
Before any compensation discussion:
Levels.fyi — exact comp data by company/level/location
Glassdoor — salary ranges for specific roles
Blind — anonymous comp sharing (tech-heavy)
LinkedIn Salary — regional salary data
H1B Salary Database — actual reported salaries (US)
Payscale / Salary.com — broader market data
Recruiter conversations — "What's the range budgeted for this role?"
Subject: Thank you — [Role] conversation
Hi [Name],
Thank you for taking the time to discuss [specific topic from interview]. I particularly enjoyed learning about [specific challenge/project they mentioned].
Our conversation reinforced my excitement about this role — especially [specific aspect]. My experience with [relevant skill/achievement] aligns well with [their stated need].
[Optional: Address something you could have answered better]
I wanted to add to my earlier answer about [topic] — [brief, improved response].
Looking forward to next steps.
[Name]
Phase 7: Offer Negotiation
Negotiation Principles
Never give a number first — let them anchor. "I'd love to understand the full comp structure before discussing numbers."
Never accept on the spot — "I'm very excited. I'd like to take 48 hours to review the full package."
Negotiate after the offer, not before — they've already decided they want you
Be collaborative, not adversarial — "I want to find something that works for both of us"
Use competing offers (if you have them) — "I have another offer at [range]. I'd prefer to join [Company] — can we close the gap?"
Negotiation Script
When they ask your salary expectations (before offer):
"I'm focused on finding the right fit. I'm confident we can find a number that works if we're aligned on the role. What's the range you've budgeted?"
When you receive the offer:
"Thank you — I'm really excited about this opportunity. I'd like to review the full package and get back to you by [date]. Could you send the details in writing?"
Counter-offer (base salary):
"I appreciate the offer of $[X]. Based on my research and the value I'd bring — particularly my experience with [specific achievement relevant to their needs] — I was hoping for something closer to $[Y]. Is there flexibility there?"
Counter-offer (equity/sign-on):
"I understand the base may be constrained by bands. Would it be possible to bridge the gap with [additional equity / sign-on bonus / annual bonus guarantee]?"
If they say it's final:
"I understand. Could we revisit compensation at [6 months / first review] with clear performance criteria? I'd also love to discuss [other elements: title, PTO, remote, start date, equipment]."
Evidence creation: Side projects, volunteer work, certifications that prove new skills
Narrative crafting: "I'm not switching careers — I'm combining my [old expertise] with [new direction] to bring a unique perspective"
Network in the target field: 10 informational interviews before applying
Start small: Freelance project, internal transfer, or adjacent role as stepping stone
Informational Interview Guide
Request:
Hi [Name] — I'm exploring a transition into [field] and your background in [specific aspect] is really impressive. Would you have 20 minutes for a coffee/call? I'd love to learn about your path and any advice for someone making this move. No ask beyond your perspective.
Questions to ask (pick 5-7):
What does a typical day/week look like in your role?
What do you wish you'd known before entering this field?
What skills matter most that aren't in job descriptions?
What's the biggest challenge in your role right now?
How did you break into this field?
What would you do differently if starting over?
Who else should I talk to? (Always ask this — expand the network)
After: Send thank-you within 24 hours. Follow up on any advice they gave within 2 weeks. Stay in touch quarterly.
Phase 9: Long-Term Career Growth
Career Capital Framework
Build these 4 types of career capital:
Capital Type
What It Is
How to Build It
Skills
Rare & valuable abilities
Deliberate practice, hard projects, mentorship
Credentials
Proof of competence
Titles, certifications, publications, talks
Connections
Professional relationships
Conferences, communities, mentoring, writing
Reputation
What people say about you
Shipping results, being reliable, thought leadership
Personal Brand Checklist
LinkedIn profile optimized (headline = value prop, not just title)
Active in 1-2 professional communities
Publishing content (articles, talks, open source) at least monthly
Identifiable expertise area ("the person you call for X")
3+ people who would refer you unprompted
Portfolio/GitHub/blog showcasing best work
Quarterly Career Review
Every 3 months, ask yourself:
quarterly_review:
date: ""
skills_growth:
new_skills_acquired: []
skills_deepened: []
skills_becoming_obsolete: []
skill_investment_plan: ""
network_health:
new_meaningful_connections: 0
relationships_maintained: 0
mentors_sponsors: 0
target_next_quarter: ""
market_position:
would_you_hire_yourself_for_next_role: "" # yes | not yet | no
what_is_missing: ""
comp_benchmark_vs_market: "" # below | at | above
satisfaction:
energy_from_work: 0 # 1-10
learning_rate: 0 # 1-10
using_strengths: 0 # 1-10
overall: 0 # 1-10
decision:
stay_and_grow: "" # What would make you stay?
explore_options: "" # What would you look for?
time_to_move: "" # What's triggering this?
When to Leave (Decision Framework)
Definitely time:
Learning has stopped for 6+ months
Toxic environment affecting your health
Company trajectory is clearly declining
Significantly underpaid (>20% below market) with no path to correction
Probably time:
No promotion path visible within 12 months
Lost faith in leadership
Better opportunities are appearing regularly
You've been in the same role 3+ years with no growth
Not yet:
Just started (< 12 months unless toxic)
In the middle of a major project (finish it — great resume bullet)
6-12 months: Brief explanation ready: "I took time to [learn X / care for family / travel] and used the time to [build Y / get certified in Z]"
> 12 months: Lead with what you've been doing, not the gap. Freelance, open source, certifications all count
No Degree (for Roles Requesting One)
Apply anyway — many companies are flexible
Compensate with: certifications, portfolio, years of experience, GitHub contributions
In cover letter: "I don't have a traditional CS degree. Instead, I bring [X years] of hands-on experience and [specific achievements that prove competence]"
Overqualified
Address it head-on: "I know my background might seem senior for this role. I'm specifically seeking [what this role offers — hands-on work, new domain, work-life balance, mission alignment]"
Laid Off
No shame — be direct: "My role was eliminated in a restructuring"
Pivot to positives: "It gave me the opportunity to pursue [this specific direction]"
International / Visa Requirements
State sponsorship needs early (recruiter screen)
Research company's sponsorship history (H1B data is public in US)
Target companies known for visa sponsorship
Consider countries with easier work permit paths as alternatives
