Resume Intake

Use this skill to turn raw career material into a structured resume.md that other give-me-job skills can trust.

Trigger

Use this skill when resume.md is missing, thin, outdated, or lacks evidence that can support a Korean cover letter.

Do Not Trigger

Do not use this skill when the user already has a usable resume.md and only needs JD analysis, cover letter drafting, HR review, or packaging.

Autonomy Level

DoF: LOW

Follow user-provided facts only. Do not infer missing employers, dates, metrics, awards, tools, responsibilities, or outcomes.

Permitted inferences:

• Career type from stated graduation date, work history, or years of experience.
• Evidence strength from specificity, role clarity, and observable result.

Prohibited inferences:

• Do not upgrade a school project into professional work.
• Do not turn participation into ownership unless the user says they owned the work.

Input Contract

Required context:

• Raw career material from the user or an existing resume.md.

Optional context:

• Target role, target company, JD, or desired cover-letter questions.

Required parameters:

• target_role: target role when available, otherwise unknown.
• career_type: new-grad, experienced, or unknown.

Outputs produced:

• resume.md draft, a patch/update plan, or focused follow-up questions.

Workflow

1. Read references/resume-schema.md before creating or rewriting resume.md.

2. Determine whether the user is new-grad, experienced, or still unknown.

3. Read an existing resume.md if present. Preserve valid facts, but migrate old Profile, Core Summary, Experience Bank, or Work History structures into the canonical sections.

4. Create or update the metadata block:

   • last-updated: today's date
   • career-type: new-grad or experienced
   • target-role: target role or Unknown
   • intake-version: increment the existing value, or use 1

5. Collect raw experiences in the user's language first. Do not force every field before making progress, but ask for missing facts that materially affect evidence quality.

6. Build the canonical top-level sections in this order:

   • Personal Info
   • Target Role
   • Summary
   • Work Experience for experienced candidates, or for new graduates only when they have relevant work/internship/part-time experience
   • Projects
   • Education
   • Skills
   • Certificates & Awards only when relevant

7. Split work and project material into STAR/CAR bullets:

   • action verb
   • what was done
   • method, scale, or constraints
   • measurable or observable result

   When the user states why they chose an approach, rejected an alternative, or changed direction, capture that reasoning too. Cover-letter and interview questions frequently ask how a candidate decided, and that judgment cannot be recovered later from a result-only bullet. Ask for it when an entry is the candidate's strongest evidence. Never reconstruct a rationale the user did not give.

8. End every work role and project entry with exactly one strength comment: <!-- strength: High -->, <!-- strength: Medium -->, or <!-- strength: Low -->.

9. Write Summary last. If any core work/project evidence remains Low, do not polish a final summary; leave Pending stronger evidence. and ask follow-up questions.

10. Keep claims factual. Do not invent company names, numbers, responsibilities, awards, links, tools, or outcomes.

New Grad Focus

Emphasize project depth, learning speed, role clarity, problem solving, collaboration, and job relevance. Projects is required even when work experience is absent. If metrics are weak, strengthen the explanation of process, decision making, and learning without pretending there was business impact.

New-grad results are usually small, so the reasoning behind them carries most of the signal. Prefer capturing how the candidate framed a problem, what they tried first, and what they changed after it did not work, over inflating the outcome. Also capture mistakes the candidate owns and what they changed afterward: 실패 경험 and 성장과정 questions are common, and an honest, resolved mistake is usable evidence that a polished result-only bullet cannot supply.

Experienced Focus

Separate responsibility from achievement. Work Experience is required for experienced candidates. Emphasize role scope, measurable result, business impact, cross-functional work, decision making, and repeatable contribution.

Schema Decisions

Adopt the canonical resume-style structure in references/resume-schema.md. Do not create a separate Experience Bank for new intake. Assign stable IDs such as EXP-001 to evidence in Work Experience or Projects, preserving existing IDs. Record the source section, entry title, and current line/bullet location alongside each ID. Never renumber IDs when entries move.

For each experience capture situation, the candidate's role, action, result, learning, and suitable question types. Keep company/question reuse and related follow-up questions as usage notes, separate from career facts. Rewrite reused evidence for the selected company, role, and question purpose.

Never copy a newly generated number or claim from a cover letter into the resume. When the user provides a new fact, show the proposed factual change before updating the resume and related materials. Changed source facts require revalidation of packages that used them.

Treat missing contact fields and profile links as intake gaps. Ask for them or mark them clearly as missing; do not fabricate placeholder URLs, phone numbers, schools, employers, or metrics.

Output

Return one of these:

• a complete resume.md draft using the canonical schema
• a patch/update plan for the existing resume.md
• focused follow-up questions when evidence is too weak or required personal info is missing

Use references/resume-schema.md for the canonical structure.

Fallback

If the user gives too little information, ask for 3 short prompts:

• target role
• strongest project or work experience
• one measurable or observable result