job-description-analyzer

Original：🇨🇳 Chinese

Translated

Analyze job descriptions (JD), assess job matching degree, extract requirements and keywords, identify gaps, and develop application strategies. Use this when users ask "Am I a fit?", "matching degree", "analyze this JD", or prepare to tailor resumes according to JD. Only take JD as target information, never treat job requirements as the candidate's facts.

2installs

Sourcechasen-liao/resume-skills

Added on2026-08-12

NPX Install

npx skill4agent add chasen-liao/resume-skills job-description-analyzer

SKILL.md Content (Chinese)

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JD Analyzer

Before tailoring a resume, convert the JD into a traceable comparison between job requirements and the candidate's facts.

Read First

Read the Resume Fact Contract and JD Matching Analysis Template. Subsequent tailoring is handled by

jd-tailorer

.

Collaboration Entry

This is the analysis checkpoint before JD customization: when there is a master version or confirmed claims, first output the requirements map, matching evidence, actual gaps, and customization priorities, then enter
jd-tailorer
. Users can also only analyze the JD without generating a resume.

If

jd-tailorer

does not receive the analysis results of the current JD, it should complete equivalent analysis before customization; do not require users to repeatedly paste or confirm the same information between two skills. Analysis only provides suggestions, and does not directly rewrite or generate the final resume.

Workflow

Extract position, company, responsibilities, mandatory requirements, preferred qualifications, technical/industry terms, and work mode signals; retain the original sentence or paragraph from the JD as the source for each item.
Classify requirements into
```
must_have
```
,
```
preferred
```
,
```
responsibility
```
,
```
context
```
; do not automatically judge as hard thresholds based on frequency.
Compare with the candidate's confirmed claims: mark as "Direct Match", "Relevant Evidence", "Gap", or "To Be Confirmed".
Only provide the matching degree based on the coverage of explainable mandatory requirements; explain the denominator, weight, and information not included in the scoring. The score is a sorting aid, not an employment prediction.
Provide suggestions on whether it is worth customizing, real experiences to prioritize, information to confirm with the candidate, and keywords that should not be forcibly added.

Output Format

markdown

# JD Analysis: <Company> / <Position>
## Requirements Map
| Category | Requirement | JD Source | Candidate Status | Evidence/Gap |
## Matching Degree
- Calculation: …
- Result: … (interpretive indicator, does not represent employment probability)
## Customization Priorities
1. …
## To Be Confirmed & Actual Gaps
- …

Constraints

The source of JD keywords is
```
jd
```
, do not directly write into the candidate's skills or experiences.
Missing qualifications, years of experience, certificates, and work authorization should be displayed truthfully; do not suggest forgery or imply possession.
Separate information such as company culture, salary, and location from technical requirements; do not use inference to replace textual facts.