Reply to an applicant for an employer's Otameshi Tenshoku listing: match the application against the listed requirements item by item on what the applicant actually stated, list the questions still open, and draft an invitation, a request for clarification, a hold notice or a decline that sticks to the listed conditions, keeps other applicants and internal notes out, and presents any new work or dates as a proposal rather than an agreed term. Use when a hiring manager, recruiter or small-business owner has applications to answer, wants to know what to ask before inviting, or has to decline; do not use to judge an applicant's aptitude or predict hiring outcomes, to screen on personal attributes unrelated to the work, to design the work (trial-work-design) or the listing (trial-listing-draft), or to send the message or update applicant records on the user's behalf.

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Inventory a person's work history as facts before any document is written, listing each period of employment and what they actually did, splitting every experience into situation, their own actions, outcome, and stated role, and recording what each claim rests on (public record, their own records, someone who was there, or memory alone). Use when a user is starting a job search, needs material for a rirekisho, shokumu-keirekisho, or entry sheet, or wants to find which periods of their history they have never written down; do not use to judge their strengths, aptitude, or market value, to name a job they are suited for, or to write finished application copy.

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Explore possible next roles from a user's actual tasks, interests, and constraints, including adjacent roles and changes within their current workplace. Build evidence-linked career hypotheses, identify unknown duties and requirements, and propose small ways to test them. Use when someone does not know what work to pursue or asks what they could do beyond their current job; do not diagnose aptitude, rank careers, or predict salary or hiring success.

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Research a specific company before applying or interviewing by gathering facts from primary and official sources, recording the source and date behind every claim, and keeping anonymous or unverifiable material clearly separated from confirmed fact. Use when a user asks what a company actually does, how it makes money, what its published conditions are, whether a posting matches the company's own disclosures, or what to verify before an interview; do not use to predict hiring outcomes, to repeat review-site content as fact, or to bulk-crawl sites that prohibit automated access.

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Review and revise Japanese job-application documents (entry sheets, rirekisho, shokumu-keirekisho) by checking each answer against the question asked, the stated character limit, and the evidence the applicant can actually support, then propose concrete rewrites the applicant decides on. Use when a user wants an ES or resume answer critiqued, tightened, or drafted from their own experience; to assemble a whole shokumu-keirekisho from an experience inventory, use resume-draft instead; do not use to invent experience, to judge pass or fail probability, or to submit an application.

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Go through an interview that has just finished and sort out what happened: the questions asked and how fully they were answered, which of them were prepared for and which came from the submitted documents, the reverse questions still unanswered, what the employer said about conditions and whether any of it was in writing, and when a result was promised. Use when a user has just come out of an interview and wants to record it while it is fresh or to work out what to fix before the next round; do not use to judge how it went, to estimate whether they will pass, or to read anything into the interviewer's manner.

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