Format CVs for academic positions with publications, grants, and teaching
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Add defensible measurements to resume bullets when real evidence exists; otherwise strengthen bullets with concrete implementation detail.
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Use when a candidate wants stronger impact statements, has real measurements to surface, or needs help deciding whether a number is defensible.
Do not invent, reverse-engineer, or casually estimate a metric for a resume.
A precise implementation detail is better than an unsupported percentage.
Evidence hierarchy:
Use a metric only when one of these is available:
If the user gives an approximate but genuinely observed value, mark it as approximate and preserve its context.
| Type | Example wording |
|---|---|
| Production/operational | "Reduced P95 latency from 420 ms to 260 ms in production monitoring" |
| Research/evaluation | "Achieved 0.84 macro F1 on the held-out test split" |
| Development benchmark | "Reduced local inference time from ~800 ms to ~300 ms in a 100-request benchmark" |
| Repository-visible scale | "Implemented 6 protected API routes with role-based middleware" |
| No defensible metric | "Implemented RBAC with JWT and Express middleware" |
Do not relabel a development benchmark as a production result.
When evidence is missing, help the user locate it rather than manufacturing it:
If the answer is no, omit the metric.
Weak: "Optimized MongoDB performance."
Better without a metric: "Added compound indexes and rewrote aggregation queries for the application-search path."
Better with a verified benchmark: "Reduced median application-search latency from 310 ms to 140 ms in a 1,000-query local benchmark by adding compound indexes and revising aggregation stages."
For each candidate bullet return:
If no defensible metric exists, explicitly return a strong non-quantified version instead.
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Format CVs for academic positions with publications, grants, and teaching
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Decides whether to apply to a specific role, with what level of effort, and with which resume variant. Prevents wasted applications on roles with fundamentally poor fit and prioritizes high-probability opportunities.
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Decide how to prioritize job applications using hard eligibility, evidence coverage, role alignment, and real application outcomes rather than arbitrary fit scores.
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Define a clear primary role identity and supporting evidence so a resume reads coherently for the target job.
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Determines the candidate's primary role identity before any JD analysis. Classifies into role families, selects core tech identity, ranks projects by role relevance, and outputs a Candidate Position Brief consumed by all downstream stages. This is Phase -1 of the pipeline.
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Translate skills from one industry to another, identify transferable skills
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