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k2f-resume

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Original

English
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Translation

Chinese

K2F Resume — AI-Native Aesthetic Design

K2F Resume — AI 原生美学设计

Purpose

目的

Teach agents to blueprint resumes in 
content_and_design.md
before layout: what to include and cut, how to tier information for recruiter scan, achievement bullets with honest metrics, and aesthetic intent (tone, hierarchy, density)—without inventing roles, dates, or results the user did not supply.
指导 Agent 在进行布局之前，先在 
content_and_design.md
中规划简历：明确应纳入和删减的内容、如何对信息进行分层以便招聘者快速浏览、如何用诚实的指标撰写成就要点，以及美学意图（语气、层级、信息密度）——同时不得虚构用户未提供的职位、日期或成果。

Built on K2F

基于 K2F 构建

This skill produces resumes as 
.K2F
packages. Follow the k2f skill for authoring: unpack or init a workspace, edit the semantic tree, pack/verify, and export. K2F keeps agents on meaning (sections, roles, claims)—not coordinates—while the engine handles layout and typography.
Before you build, install the core skill: 
npx skills add suzheng/k2f --skill k2f
.
此 skill 会生成 
.K2F
格式的包。编写时请遵循 k2f skill：解包或初始化工作区、编辑语义树、打包/验证并导出。K2F 让 Agent 专注于含义（板块、职责、主张），而引擎负责处理布局和字体排印。
开始构建前，安装核心 skill：
npx skills add suzheng/k2f --skill k2f
。

When to Use

使用场景

  • Drafting or rebuilding a resume from notes, LinkedIn export, or an outdated CV.
  • Tailoring content to a target role or job description (emphasis and keywords, not fabrication).
  • Career changers, recent grads, or executives who need different section weighting—not cover letters, portfolios, or multi-page bios.
  • 根据笔记、LinkedIn 导出文件或过时 CV 起草或重构简历。
  • 根据目标职位或职位描述调整内容侧重和关键词，而非编造经历。
  • 职业转型者、应届毕业生或需要调整不同板块权重的高管——不适用于求职信、作品集或多页个人简介。

Workflow

工作流

Step 1. Generate the content_and_design.md

第 1 步：生成 content_and_design.md

Single blueprint for semantic content and design intent. Use labeled blocks per section (header, summary, each role, education, skills) that the k2f skill can map later.
Sub-steps
  1. Resume frame — Target role, seniority, industry, geography, and page budget (typically one page until ~10+ years or heavy publication lists; two pages max when justified). Note if user supplied a job description for tailoring.
  2. Input audit — Inventory dates, employers, titles, projects, metrics, education, certifications, and links. Flag 
    NEEDS USER INPUT
    for gaps; never fabricate revenue, headcount, or tenure.
  3. Section architecture (include / cut) — Default stack:
    • Contact → Professional summary (optional) → Experience (reverse chronological) → Education → Skills → (optional) Certifications / Projects.
    • Use recognizable section labels (e.g., Work Experience, Education, Skills)—not clever nicknames that obscure structure.
    • Cut roles older than ~10–15 years unless highly relevant; redundant soft-skill essays; hobbies; full street address; every duty from early careers.
    • Merge or shorten thin roles to one line; expand only recent roles aligned with the target job (typically 2–4 bullets each).
  4. Scan layers — Glance (top third): name, role headline or target title, contact line, summary hook. Scan: employer + title + dates, then bullet achievements. Detail: tools, coursework, certifications—subordinate, grouped, not competing with impact bullets.
  5. Achievement bullets — Outcomes, not duties. Use X–Y–Z: result + metric + how; one strong verb; 1–2 lines max. Add numbers only from user input, conservative estimates they accept, or 
    metric TBD
    —never invent.
  6. Tailoring pass (when a JD exists) — Extract must-have skills and role phrases; place exact terms in summary, skills, and bullets only where truthful. Avoid keyword repetition or synonym lists in Skills.
  7. Design intent — Tone, hierarchy, density for the engine:
    • Tone: confident, factual, achievement-led; no hype without proof. Match industry (creative may allow slightly more voice; finance/legal stay crisp).
    • Hierarchy: name and target headline dominate; job titles and employers next; dates and locations quieter; bullets as readable body; skills/education visually lighter than recent experience.
    • Density: generous whitespace mentally—no paragraph blocks under roles; ~5 bullets max per recent job; skills as compact grouped lists, not walls of comma-separated keywords.
    • Rhythm: parallel bullets per role; consistent dates; one accent on name or rules, neutral body, readable contrast.
Rules & constraints
  • Truth gate: every employer, title, date, and metric traces to user input or an explicit stub.
  • Achievement gate: no “responsible for” or “helped with” as the lead; replace with owned outcomes or cut the bullet.
  • One-page gate: overflow → cut oldest roles and weak bullets in the blueprint, not via tiny type.
  • Tailoring gate: keywords appear because the user actually did the work—not because the JD asked for it.
  • Consistency gate: verb tense (present for current role, past for others), date style, and company names identical everywhere.
Common failure modes
  • Duty laundry list with no metrics → rewrite with X–Y–Z or ask user for scale/outcomes.
  • Generic summary that could fit any candidate → tie to target role + 2–3 proof themes from experience.
  • Skills section as keyword stuffing → group by category; mirror JD terms only where accurate.
  • Equal weight on every job → emphasize last 2–3 roles; demote or omit ancient history.
  • Creative section names or buried contact → standard labels; contact in the main flow, not an afterthought.
  • Two pages of old tasks for a mid-level role → enforce page budget and cut pass.
  • Mismatched dates or titles vs user source → reconcile before handoff.
Quality checklist
  • Frame: target role, seniority, page budget, JD tailoring noted if applicable.
  • Section order and labels are standard; cut list documented for omitted content.
  • Glance layer delivers name, reachability, and positioning within top third.
  • Each recent role has achievement bullets with verbs, outcomes, and metrics or honest TBD.
  • Summary (if present) is 3–4 sentences and JD-aligned without stuffing.
  • Skills grouped; critical JD terms appear in truthful locations.
  • Design intent states tone, hierarchy, density, and accent usage for the full page.
这是用于规划语义内容和设计意图的唯一蓝图。为每个板块使用标注块（header、summary、每段工作经历、education、skills），以便 k2f skill 在后续流程中进行映射。
子步骤
  1. 简历框架——明确目标职位、资历层级、行业、地域和页数预算（通常为一页，约 10 年以上经验或出版成果较多的情况除外；有充分理由时最多两页）。注明用户是否提供了用于定制的职位描述。
  2. 输入审核——盘点日期、雇主、职位名称、项目、指标、教育背景、证书和链接。对于缺失项，标记 
    NEEDS USER INPUT
    ；绝不虚构营收、人员规模或任职时长。
  3. 板块结构（纳入/删减）——默认顺序：
    • Contact → Professional Summary（可选）→ Experience（按时间倒序）→ Education → Skills →（可选）Certifications / Projects。
    • 使用易于识别的板块名称（例如 Work Experience、Education、Skills），不要使用掩盖信息结构的创意别名。
    • 删减早于约 10–15 年且关联度较低的经历；冗长的软技能描述；兴趣爱好；完整街道地址；早期职业中的每一项日常职责。
    • 将内容过少或重复的经历合并或压缩为一行；仅扩展与目标职位相关的近期经历，通常每段为 2–4 条要点。
  4. 浏览层级——概览（上三分之一）：姓名、职位标题或目标职位、联系方式行、概述钩子。扫描：雇主、职位名称和日期，然后是成就要点。细读：工具、课程、证书——作为次要信息分组呈现，不与影响力要点争夺视觉焦点。
  5. 成就要点——突出成果，而非职责。采用 X–Y–Z 结构：结果 + 指标 + 实现方式；使用一个有力动词；每条最多 1–2 行。仅在用户输入中包含数字、用户认可的保守估算，或标记为 
    metric TBD
    时添加数字——绝不虚构。
  6. 定制处理（存在职位描述时）——提取必备技能和职位关键词；仅在真实经历属实的情况下，才在概述、技能和要点中使用完全一致的术语。避免在 Skills 中重复关键词或罗列同义词。
  7. 设计意图——为引擎定义语气、层级和信息密度：
    • 语气：自信、客观、以成果为导向；没有证据时不夸大。根据行业进行调整，创意行业可以稍微展现个性，财务和法律行业则保持简洁利落。
    • 层级：姓名和目标职位标题最突出；职位名称和雇主名称次之；日期和地点更低调；要点作为易读正文；技能和教育背景的视觉权重低于近期工作经历。
    • 密度：视觉上保留充足留白——职位下不要出现大段文字；每段近期工作最多约 5 条要点；技能以紧凑的分组列表呈现，而不是一堵由逗号分隔的关键词墙。
    • 节奏：同一职位下的要点采用平行结构；日期格式保持一致；仅在姓名或分隔线处使用一种强调色，正文使用中性色，并确保对比度清晰易读。
规则与约束
  • 真实性门槛：每一项雇主、职位名称、日期和指标都必须能够追溯到用户输入或明确设置的占位内容。
  • 成果门槛：不得以“负责”或“协助”等表述开头；应替换为本人主导的成果，否则删减该要点。
  • 一页门槛：内容溢出时，应在蓝图中删减最早的经历和薄弱的要点，而不是缩小字号。
  • 定制门槛：关键词出现是因为用户确实完成过相关工作，而不是因为职位描述中提到了它们。
  • 一致性门槛：动词时态、日期格式和公司名称必须保持一致；当前职位使用现在时，其他职位使用过去时。
常见失败模式
  • 只有职责罗列而没有指标的履历清单 → 使用 X–Y–Z 结构重写，或询问用户业务规模与成果。
  • 可套用于任何候选人的泛化概述 → 将其与目标职位以及经历中的 2–3 个成果主题关联。
  • 通过堆砌关键词编写 Skills 板块 → 按类别分组；仅匹配真实经历中的职位描述术语。
  • 每段工作经历都拥有相同视觉权重 → 强调最近 2–3 段经历，降低或省略久远经历。
  • 使用创意板块名称或弱化联系方式 → 使用标准名称；将联系方式放在主要内容流中，而不是当作附加项。
  • 中级职位的内容包含两页早期任务 → 执行页数预算和删减流程。
  • 日期或职位名称与用户来源不一致 → 交付前进行核对和修正。
质量检查清单
  • 框架：已明确目标职位、资历层级和页数预算；如适用，已注明职位描述定制要求。
  • 板块顺序和名称符合标准；已记录删减内容清单。
  • 概览层能在上三分之一呈现姓名、联系方式和职业定位。
  • 每段近期经历都包含以成果为导向的要点、动词、结果，以及指标或诚实的 TBD 标记。
  • 概述（如保留）包含 3–4 句话，与职位描述保持一致且没有堆砌关键词。
  • 技能已分组；关键职位描述术语仅出现在真实对应的内容中。
  • 设计意图明确说明了整页的语气、层级、信息密度和强调色使用方式。

Step 2. Use the content_and_design.md and k2f skill to generate a K2F file and export to an appropriate file format.

第 2 步：使用 content_and_design.md 和 k2f skill 生成 K2F 文件并导出为适当格式

Follow k2f to instantiate sections from the blueprint, apply roles from design intent, verify, and export the application-ready resume (typically PDF).
遵循 k2f 的流程，根据蓝图实例化各个板块，应用设计意图中的角色，验证并导出可直接用于求职申请的简历（通常为 PDF）。