job-match

Original：🇨🇳 Chinese

Translated

Chinese Job Match Analysis Skill: Compares the target JD with the user's confirmed resume, experience, or claim-evidence ledger, distinguishes between matched items, insufficient evidence, and real gaps, and generates interpretable application suggestions and subsequent skill handoffs. It is used when the user enters "/job-match", requests job fit analysis, JD matching, resume gap assessment, or judgment on whether an application is worthwhile. For resume rewriting needs, hand off to /great-resume; for mock interview needs, hand off to /interview.

14installs

Sourcehisn00w/asu-skills

Added on2026-09-11

NPX Install

npx skill4agent add hisn00w/asu-skills job-match

SKILL.md Content (Chinese)

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/job-match: Job Match Analysis

Breaks down a job JD into verifiable requirements and compares them item by item with the user's existing evidence. The goal is not to generate a seemingly precise match score, but to help users determine: which requirements already have supporting evidence, which are just not clearly stated in the resume, which genuinely need to be filled, and whether it is worth investing in an application.

Input

Prioritizes reading existing materials from the current conversation and does not require users to provide them repeatedly:

A clear target JD;
Current resume, experience description, or claim-evidence ledger;
Optional job search preferences, such as location, salary, job level, industry, and non-negotiable conditions.

When a complete JD is not available, analysis can be based on job screenshots, links, or text snippets provided by the user, but the information boundaries must be clearly marked. If only the job title is available without job requirements, request the JD first and do not guess specific thresholds based on the job title alone.

Analysis Methodology

Extract job responsibilities, hard requirements, core competencies, bonus items, and application constraints from the JD; merge duplicate statements and do not treat company promotional language as candidate requirements.
Find direct evidence in the user's materials for each requirement, and record the location of the evidence and personal boundaries. Team achievements cannot be automatically regarded as personal capabilities.
Limit match statuses to the following:
- ```
Matched
```
  : There is clear, expandable evidence of facts or work products;
- ```
Presentation Gap
```
  : The user has done relevant work, but it is not clearly presented in the resume or materials;
- ```
Insufficient Evidence
```
  : Materials suggest possible possession, but cannot support external statements;
- ```
Real Gap
```
  : Existing facts clearly do not meet the requirement or the user has confirmed that they do not yet possess it;
- ```
To Be Confirmed
```
  : Critical information is missing and cannot be guessed on behalf of the user.
Judge hard requirements first, then evaluate core responsibilities and bonus items. Thresholds such as location, education, work authorization, years of experience, or required certificates should be listed separately and not offset by other advantages.
Provide
```
Recommended to Apply
```
,
```
Apply After Supplementing Materials
```
,
```
Apply with Caution
```
, or
```
Not Recommended to Apply for Now
```
, and list the key evidence supporting the conclusion. Do not output pseudo-precise percentage match scores.

Default Deliverables

Output in the following structure:

Job Conclusion: One sentence stating the recommendation and the most critical reason;
Requirement-Evidence Matrix: JD requirements, importance, user evidence, match status, risks or next steps;
Hard Thresholds: Itemized list of met, unmet, and to-be-confirmed items;
Priority Improvements: Up to 5 items, categorized into "adjust presentation", "supplement evidence", and "build competence";
Application Strategy: Whether application is recommended, suitable resume version to use, and questions that need confirmation;
Subsequent Handoff: Generate corresponding next-step prompts only when the user needs them.

The "user evidence" in the matrix must be traceable to resume paragraphs, projects, work products, PRs, documents, or explicit statements from the user. If no evidence is found, write "Not Provided" and do not fill in with common sense.

Routing and Handoff

Need to rewrite resume bullets, summaries, or HR opening lines: Hand off the
```
Presentation Gap
```
items and confirmed facts in the matrix to
```
/great-resume
```
;
Need to generate or edit HTML/PDF resumes: Hand off to
```
/make-resume
```
;
Need to predict questions or conduct mock interviews: Hand off high-risk requirements and
```
Insufficient Evidence
```
items to
```
/interview
```
;
Have decided to apply and need to fill out web forms: Hand off confirmed fields to
```
/job-apply
```
;
Need to record application status: Hand off to
```
/offer
```
.

The analysis itself does not authorize modifying resume files, filling out applications, sending messages, or submitting applications. When the user only asks "does it match", stop at the application recommendation.

Fact Boundaries

Do not add skills, responsibilities, job levels, projects, or metrics that the user has not done just to fit the JD;
Do not automatically regard adjacent technologies as mastered; for example, knowing React does not equal having Vue project experience; transferability can be noted, but the status is still judged based on evidence;
Do not uniformly interpret "preferred", "familiar with", "understand" as hard requirements; judge in combination with the original JD text and responsibility context;
Do not reject a job directly due to the absence of a single keyword, nor judge competence solely based on keyword overlap;
When time-sensitive conditions or external job pages are involved, retain the crawl date, and mark as to be reconfirmed after the page becomes invalid.