Job Description Analyzer

When to Use

Use for:

• "Am I qualified?"
• "Should I prioritize this application?"
• "What should I change in my resume?"
• "What are the must-haves?"
• "Which resume variant fits this role?"

Step 1 — Eligibility

Check explicit conditions first:

• graduation timing;
• degree;
• student/new-grad status;
• experience minimums;
• location / work authorization;
• availability;
• role-specific legal/licensing conditions.

Return Meets / Does not meet / Unclear for each.

Step 2 — Requirements

Split into:

• Required
• Preferred
• Responsibilities
• Domain/context

Step 3 — Candidate Evidence

Map each requirement to:

• Direct
• Indirect
• Missing
• Unknown

Cite the experience, project, credential, or repository evidence.

Step 4 — Application Priority

Use one of:

• Prioritize — eligibility is met and required work is well supported.
• Prioritize with targeted edits — eligible, but resume presentation should change.
• Stretch — eligible, but important required criteria are weak/indirect.
• Low priority — clear hard requirement mismatch or major role-family mismatch.

This is workflow guidance, not a prediction of selection.

Step 5 — Resume Actions

Return:

• which resume variant to use;
• which project should lead;
• skills to retain;
• skills to remove;
• bullets to rewrite;
• unsupported claims to avoid;
• exact job terms that can be used truthfully.

Step 6 — Interview Preparation Signals

List the concepts most likely to be tested based on the stated responsibilities, without claiming certainty.

Output

Job Analysis

• Eligibility table
• Required criteria
• Preferred criteria
• Responsibilities
• Evidence matrix
• Application priority
• Resume changes
• Likely preparation topics
• Questions/ambiguities worth checking in the application form

Guardrails

• No match percentage.
• No hiring probability.
• Do not convert keyword overlap into qualification.
• Do not advise misrepresentation to satisfy a requirement.