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/proagent-hr-run

From proagent-hr
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Install
1
Install the plugin
$
npx claudepluginhub diegouis/provectus-marketplace --plugin proagent-hr

Want just this command?

Then install: npx claudepluginhub u/[userId]/[slug]

Description

Execute HR operations: draft-job-description, plan-interview, create-onboarding, performance-review, compensation-analysis, validate-cvs, generate-prescreening, score-prescreening, evaluate-hr-interview, evaluate-technical-interview, synthesize-final-recommendation, generate-resume, or analyze-growth.

Argument
<operation> [options]
Allowed Tools
ReadWriteEditBashGlobGrepTask
Command Content

proagent-hr Run

Execute human resources and talent management operations based on the specified mode.

Variables

mode: $1 target: $2 (optional - role title, employee name, team name, Google Drive folder path, or file path depending on mode) options: $3 (optional - additional configuration such as scoring weights or batch size)

Instructions

Read the mode variable and execute the corresponding workflow below.

Mode: draft-job-description

Draft a comprehensive job description for an open role.

  1. Gather Role Requirements

    • If target is provided, use it as the role title (e.g., "Senior Backend Engineer")
    • Ask the hiring manager for: team context, reporting structure, key responsibilities, must-have vs. nice-to-have qualifications, and budget range
    • Identify the seniority level and map to the company's career ladder framework

  2. Research Market Context

    • Reference industry benchmarks for similar roles at comparable companies
    • Identify competitive differentiators to highlight in the description
    • Determine appropriate compensation range based on level, location, and market data

  3. Draft the Job Description Structure the document with these sections:

    • Role Summary: 2-3 sentence overview of the position and its impact
    • About the Team: Team mission, size, tech stack or domain focus
    • Key Responsibilities: 5-8 bullet points describing primary duties
    • Required Qualifications: Must-have skills, experience, and credentials
    • Preferred Qualifications: Nice-to-have skills that strengthen a candidacy
    • What Success Looks Like: Measurable outcomes for the first 6-12 months
    • Compensation & Benefits: Salary range, equity, benefits summary
    • Equal Opportunity Statement: Standard EEO language

  4. Validate and Output

    • Review for bias-free, inclusive language (remove gendered terms, unnecessary jargon)
    • Ensure compliance with salary transparency requirements
    • Output the job description as a formatted document ready for Google Docs publishing
    • If Google Docs MCP is available, create the document directly in the designated hiring folder

Mode: plan-interview

Design a structured interview process for a specific role.

  1. Define Interview Stages

    • If target is provided, use it as the role title to tailor the process
    • Design a multi-stage pipeline appropriate for the role level:
      • Recruiter Screen (30 min): Role fit, salary expectations, availability
      • Hiring Manager Interview (45 min): Experience deep-dive, team alignment
      • Technical Assessment (60 min): Role-specific skills evaluation
      • Behavioral Interview (45 min): Collaboration, problem-solving, values alignment
      • Final Panel (60 min): Cross-functional stakeholder evaluation

  2. Generate Question Banks For each stage, create 8-12 questions covering:

    • Technical competency aligned to job description requirements
    • Problem-solving approach and critical thinking
    • Collaboration style and conflict resolution
    • Growth mindset and learning orientation
    • Leadership potential (for senior roles)
    • Include follow-up probes for each question

  3. Build Evaluation Scorecards

    • Create a scorecard for each interview stage
    • Define 4-6 evaluation criteria per stage with weighted scoring (1-5 scale)
    • Include behavioral anchors for each score level (what a 1, 3, and 5 looks like)
    • Add a section for red flags and green flags

  4. Coordinate Scheduling

    • Generate a suggested timeline from posting to offer (target: 3-4 weeks)
    • If Google Calendar MCP is available, create calendar holds for panel members
    • Draft candidate communication templates for each stage transition
    • Include rejection and advancement email templates

  5. Output Deliver the complete interview kit:

    • Interview stage overview with owners and durations
    • Question banks per stage (formatted for interviewer use)
    • Evaluation scorecards per stage
    • Scheduling timeline and communication templates

Mode: create-onboarding

Create a comprehensive onboarding plan for a new hire.

  1. Gather New Hire Context

    • If target is provided, use it as the new hire's role or name
    • Determine: start date, role, team, manager, location (remote/hybrid/onsite)
    • Identify role-specific tools, systems, and access requirements

  2. Generate Day-One Checklist

    • Equipment and workspace setup (laptop, monitors, peripherals)
    • Account provisioning (email, Slack, GitHub/GitLab, cloud services, HR systems)
    • Policy acknowledgments (code of conduct, security policy, NDA, benefits enrollment)
    • Welcome meeting with manager and buddy introduction
    • Office tour or virtual workspace orientation

  3. Build 30/60/90-Day Plan First 30 Days - Learn:

    • Complete all mandatory training modules
    • Shadow team members on key workflows
    • Attend team meetings and learn recurring ceremonies
    • Have 1:1s with each direct team member
    • Complete first small deliverable or contribution

    Days 31-60 - Contribute:

    • Take ownership of defined work items independently
    • Participate actively in team planning and retrospectives
    • Begin building cross-functional relationships
    • Complete role-specific certifications or training
    • Receive and act on first informal feedback from manager

    Days 61-90 - Own:

    • Lead a project or initiative independently
    • Contribute to process improvements or documentation
    • Establish personal development goals with manager
    • Complete 90-day review with formal feedback
    • Transition from onboarding to ongoing performance cadence

  4. Schedule Milestones

    • If Google Calendar MCP is available, create recurring check-in events
    • Schedule buddy meetings (weekly for first month, biweekly thereafter)
    • Schedule manager 1:1s (weekly)
    • Set reminders for 30-day, 60-day, and 90-day review conversations

  5. Generate Welcome Communications

    • Draft welcome email from manager with first-day logistics
    • Create team introduction message for Slack with new hire bio
    • Prepare onboarding resources packet with links to key documentation
    • If Gmail MCP is available, send welcome email directly

Mode: performance-review

Facilitate a performance review cycle for an individual or team.

  1. Set Up Review Cycle

    • If target is provided, use it as the employee name or team scope
    • Determine review type: annual, mid-year, quarterly check-in, or probationary
    • Identify review participants: self, peers (3-5), manager, skip-level (optional)
    • Set timeline with deadlines for each phase

  2. Generate Review Templates Create structured templates covering:

    • Self-Assessment: Goal achievement, key accomplishments, challenges faced, development areas, career aspirations
    • Peer Feedback: Collaboration effectiveness, technical contributions, communication quality, areas for growth
    • Manager Evaluation: Performance against objectives, competency assessment, potential rating, promotion readiness
    • Align all templates to the company competency framework and role-level expectations

  3. Synthesize Feedback

    • Aggregate feedback across all sources into a unified narrative
    • Identify consistent themes in strengths and development areas
    • Flag discrepancies between self-assessment and peer/manager feedback
    • Quantify goal achievement against defined OKRs or KPIs

  4. Draft Review Narrative Structure the review document:

    • Summary: Overall performance level and key achievements
    • Strengths: 3-5 demonstrated strengths with specific examples
    • Development Areas: 2-3 areas for improvement with actionable guidance
    • Goal Achievement: Status of each objective with evidence
    • Development Plan: Recommended actions for the next review period
    • Compensation Recommendation: If applicable, include merit increase or promotion rationale

  5. Prepare Calibration Materials

    • Generate calibration summary with performance distribution across the team
    • Create comparison view of similar-level employees for consistency
    • If Google Docs MCP is available, publish review documents to the HR folder

Mode: compensation-analysis

Analyze compensation for a role, individual, or team.

  1. Define Analysis Scope

    • If target is provided, use it as the role title, individual name, or team name
    • Determine analysis type: market benchmarking, internal equity audit, or adjustment modeling

  2. Research Market Data

    • Identify comparable roles at peer companies based on level, function, and location
    • Gather compensation data points: base salary, bonus target, equity grants, total compensation
    • Note data sources and freshness (flag data older than 6 months)

  3. Analyze Internal Position

    • Map the role to internal pay bands and salary grades
    • Calculate compa-ratio (actual pay / midpoint of pay band)
    • Compare against peers at the same level within the organization
    • Identify any pay equity concerns across demographics or tenure

  4. Build Compensation Report Structure the analysis:

    • Market Positioning: Where the role/individual sits relative to market (25th, 50th, 75th percentile)
    • Internal Equity: Compa-ratio analysis and peer comparison
    • Total Compensation Breakdown: Base, bonus, equity, benefits valued in total
    • Gap Analysis: Difference between current and target positioning
    • Recommendations: Specific adjustment proposals with budget impact
    • Risk Assessment: Retention risk if compensation is below market

  5. Model Scenarios

    • Create adjustment scenarios (e.g., move to 50th percentile, match competitor offer)
    • Calculate budget impact for each scenario
    • Provide timeline recommendation for implementing adjustments

Mode: validate-cvs

Validate candidate CVs against a job description using a multi-agent orchestration pipeline with blind review.

  1. Gather Inputs

    • If target is provided, use it as the Google Drive folder path containing CVs
    • Ask for:
      • Job Description source: Google Drive path or local file path to the JD
      • CV folder: Google Drive folder containing candidate CV PDFs (if not provided as target)
      • Scoring weights (optional): Custom weights for Skills/Experience/Education/Certifications (default: 35/35/15/15)
      • Batch size (optional): Number of CVs to process per batch (default: all)
    • Use Google Drive MCP to list files in the CV folder and confirm the count with the user

  2. Extract Job Requirements

    • Read the job description from Google Drive via MCP
    • Parse into a structured requirements rubric:
      • Must-Have Requirements: Minimum qualifications (pass/fail)
      • Should-Have Requirements: Strong preferences
      • Nice-to-Have Requirements: Bonus qualifications
    • Extract scoring dimensions: skills, experience level, education, certifications, industry alignment
    • Present the extracted rubric to the user and STOP for confirmation before proceeding

  3. Parse CVs (Sequential — cv-parser agent)

    • For each CV in the folder, dispatch the cv-parser agent via the Task tool
    • The parser extracts structured data and separates PII into an identity envelope
    • Store parsed profiles with anonymized candidate IDs (Candidate #001, #002, etc.)
    • Track progress: "Parsed X of Y CVs"
    • If a CV cannot be parsed, log the failure and continue with remaining CVs

  4. Analyze Candidates (Parallel Fan-Out) For each parsed candidate, dispatch these agents in parallel via the Task tool:

    • cv-skills-matcher: Score technical and professional skill match against JD
    • cv-experience-validator: Validate work history timeline, progression, and relevance
    • cv-red-flag-detector: Check for factual inconsistencies and integrity concerns

    Each agent receives ONLY the anonymized profile (no PII) plus the JD rubric. All three agents run simultaneously for each candidate.

  5. Aggregate Scores (Fan-In — cv-scoring-aggregator agent)

    • Dispatch the cv-scoring-aggregator agent via the Task tool
    • Aggregator collects all parallel results and produces:
      • Per-candidate composite scorecards
      • Candidate comparison matrix ranked by overall score
      • Tier classifications (Tier 1-4)
      • Batch summary statistics
    • Write results to a Markdown file and optionally to Google Sheets via MCP

  6. Recruiter Review Gate — STOP

    • Present the comparison matrix and batch summary to the user
    • STOP and wait for recruiter approval before generating recommendations
    • Options:
      • [A]pprove: Proceed to recommendation generation
      • [E]dit: Adjust weights, re-score specific candidates, or modify tier thresholds
      • [R]edo: Re-run analysis with different parameters

  7. Generate Recommendations (cv-recommendation-generator agent)

    • Only after recruiter approval, dispatch the cv-recommendation-generator agent
    • Produces:
      • Ranked shortlist with per-candidate advancement rationale
      • Interview focus areas for each advancing candidate
      • Pipeline summary with scheduling recommendations
      • Action items for hiring manager, recruiter, and interviewers
    • Reunite candidate numbers with names from the identity envelope in the final output
    • If Gmail MCP is available, draft outreach emails for advancing candidates
    • If Slack MCP is available, post completion notification to the hiring channel

  8. Persist Session State Throughout the pipeline, maintain a session state file (cv_validation_session.json):

    {
  "started_at": "ISO timestamp",
  "job_description": "source path",
  "cv_folder": "source path",
  "weights": { "skills": 35, "experience": 35, "education": 15, "certifications": 15 },
  "total_cvs": 0,
  "parsed_cvs": [],
  "scored_cvs": [],
  "current_step": "parsing|analyzing|aggregating|reviewing|recommending",
  "status": "in_progress|paused_for_review|completed|failed"
}
    • Update after each candidate is fully processed
    • If the session is interrupted, resume from the last completed candidate on restart

Mode: generate-prescreening

Generate prescreening questionnaires and internal scoring rubrics for candidates advancing from CV screening.

  1. Gather Inputs

    • Locate the cv_validation_session.json from the most recent CV screening batch
    • Identify candidates advancing to prescreening (Tier 1 and optionally Tier 2 candidates)
    • Read each advancing candidate's:
      • Anonymized CV profile
      • CV screening scorecard (gaps, focus areas, red flags)
      • The JD rubric used during screening
    • If target is provided, use it as the path to the CV screening output folder

  2. Generate Questionnaires (Parallel Fan-Out) For each advancing candidate, dispatch the prescreening-question-generator agent via the Task tool:

    • Pass the candidate's anonymized profile, CV scorecard, and JD rubric
    • The agent produces:
      • Candidate-facing questionnaire (8-12 questions targeting CV gaps + standard questions)
      • Internal scoring rubric (recruiter-only, with behavioral anchors per question)
    • All candidates for the same role are processed in parallel

  3. Quality Review After all questionnaires are generated:

    • Verify no illegal questions were included (age, marital status, children, religion, nationality, citizenship, disability, health, military service, arrest/criminal record, salary history)
    • Verify each questionnaire targets the specific gaps identified in that candidate's CV screening
    • Present a summary of generated questionnaires to the recruiter:
      • Number of questionnaires generated
      • Questions per candidate
      • Common themes across candidates
      • Any questions flagged for review

  4. Output and Distribution

    • Write questionnaires to individual files: prescreening/candidate-NNN-questionnaire.md
    • Write rubrics to individual files: prescreening/candidate-NNN-rubric.md (internal only)
    • If Gmail MCP is available, draft emails with questionnaire content for each candidate
    • If Slack MCP is available, notify the hiring channel that prescreening questionnaires are ready

  5. Update Pipeline Session

    • Create or update candidate_pipeline_session.json with:
      • Reference to the cv_validation_session.json
      • Per-candidate prescreening stage status: "questionnaire_sent"
      • File paths for questionnaires and rubrics

Mode: score-prescreening

Score candidate prescreening responses against internal rubrics and produce comparison matrix.

  1. Gather Inputs

    • Read candidate_pipeline_session.json for the active pipeline
    • For each candidate with prescreening responses:
      • Read the candidate's prescreening responses
      • Read the corresponding internal scoring rubric
      • Read the original CV screening scorecard for gap tracking
    • If target is provided, use it as the path to the folder containing candidate responses

  2. Score Responses (Parallel Fan-Out) For each candidate with responses, dispatch the prescreening-response-scorer agent via the Task tool:

    • Pass the candidate's responses, scoring rubric, and CV scorecard
    • The agent produces:
      • Per-question scores (1-5) with rationale
      • Gap resolution tracking (Resolved/Partial/Unresolved)
      • Consistency flags against CV claims
      • Overall prescreening score (0-100)
      • Advance/Hold/Decline recommendation
    • All candidates are scored in parallel

  3. Produce Comparison Matrix After all candidates are scored:

    • Generate a prescreening comparison matrix sorted by overall score
    • Include gap resolution summary per candidate
    • Highlight consistency flags that need recruiter attention
    • Write to prescreening/prescreening-comparison-matrix.md
    • If Google Sheets MCP is available, write to Sheets for team sharing

  4. Recruiter Gate — STOP Present the comparison matrix and scoring summary to the recruiter:

    • STOP and wait for recruiter approval before advancing candidates
    • Options:
      • [A]pprove: Advance recommended candidates to interview stage
      • [E]dit: Adjust recommendations for specific candidates
      • [R]edo: Re-score with different rubric parameters

  5. Update Pipeline Session

    • Update candidate_pipeline_session.json with:
      • Per-candidate prescreening scores and gap resolution
      • File paths for scorecards
      • Recruiter gate approval status
      • Candidates advancing to interview stage

Mode: evaluate-hr-interview

Evaluate HR interview outcomes with bias scanning and produce evaluation scorecards.

  1. Gather Inputs

    • Read candidate_pipeline_session.json for the active pipeline
    • For each candidate with completed HR interviews:
      • Read interviewer notes, scorecards, or free-form feedback
      • Read the candidate's prescreening scorecard (for cross-stage coherence)
      • Read the JD rubric for context
    • If target is provided, use it as the path to the folder containing interview notes

  2. Evaluate Interviews (Parallel Fan-Out) For each candidate, dispatch the hr-interview-evaluator agent via the Task tool:

    • Pass the interview notes, prescreening scorecard, and JD rubric
    • The agent performs (in sequence):
      1. Bias scan on interviewer notes — flags protected characteristic references, unanchored culture fit language, demographic-correlated adjectives
      2. Presents bias flags for review
      3. Evaluation scoring after bias review — scores Communication (20%), Role Motivation (20%), Collaboration (25%), Problem Solving (20%), Culture Alignment (15%)
      4. Cross-stage coherence check against prescreening responses

  3. Bias Review Gate — STOP Before finalizing evaluations, present all bias flags across candidates:

    • STOP and wait for recruiter review of bias findings
    • For each flagged item, the recruiter must:
      • Acknowledge: Flag is valid, exclude this evidence from scoring
      • Dismiss: Flag is a false positive with documented reasoning
      • Escalate: Flag requires additional investigation or re-interview
    • Evaluations are only finalized after all flags are reviewed

  4. HR Reviewer Gate — STOP After bias review, present finalized HR evaluation scorecards:

    • STOP and wait for HR reviewer approval
    • Options:
      • [A]pprove: Accept evaluations as-is
      • [E]dit: Modify specific dimension scores with justification
      • [R]e-interview: Request re-interview for specific candidates

  5. Output and Update

    • Write evaluation scorecards: evaluations/candidate-NNN-hr-evaluation.md
    • Update candidate_pipeline_session.json with HR evaluation scores, bias flag counts, and gate approvals
    • If Slack MCP is available, notify the hiring channel of HR evaluation completion

Mode: evaluate-technical-interview

Evaluate technical interview outcomes with bias scanning and JD coverage analysis.

  1. Gather Inputs

    • Read candidate_pipeline_session.json for the active pipeline
    • For each candidate with completed technical interviews:
      • Read technical interview notes, coding exercise scores, take-home feedback
      • Read the JD rubric (must-have requirements for coverage mapping)
      • Read previous stage scorecards for context
    • If target is provided, use it as the path to the folder containing technical interview materials

  2. Evaluate Interviews (Parallel Fan-Out) For each candidate, dispatch the technical-interview-evaluator agent via the Task tool:

    • Pass the technical interview materials, JD rubric, and previous scorecards
    • The agent performs (in sequence):
      1. Bias scan — detects pedigree bias, style bias, familiarity bias, speed bias
      2. Presents bias flags for review
      3. JD coverage mapping — maps which must-have requirements were tested
      4. Evaluation scoring after bias review — scores Technical Depth (30%), Problem Solving Approach (20%), Code Quality (20%), System Design (20%), Technical Communication (10%)

  3. Bias Review Gate — STOP Before finalizing evaluations, present all bias flags across candidates:

    • STOP and wait for technical reviewer review of bias findings (pedigree, style, familiarity, speed bias)
    • For each flagged item, the reviewer must:
      • Acknowledge: Flag is valid, exclude this evidence from scoring
      • Dismiss: Flag is a false positive with documented reasoning
      • Escalate: Flag requires additional investigation or re-interview
    • Evaluations are only finalized after all flags are reviewed

  4. Coverage Gap Gate — STOP After bias review, present coverage analysis across all candidates:

    • Identify must-have JD requirements that were NOT tested in any candidate's interview
    • STOP and wait for technical reviewer decision:
      • Accept: Coverage is sufficient, proceed with available data
      • Re-interview: Schedule targeted follow-up for specific untested requirements
      • Waive: Mark specific requirements as waived for this hiring round

  5. Technical Reviewer Gate — STOP After coverage gap resolution, present finalized technical evaluation scorecards:

    • STOP and wait for technical reviewer approval
    • Options:
      • [A]pprove: Accept evaluations as-is
      • [E]dit: Modify specific dimension scores with justification
      • [R]e-interview: Request re-interview for specific candidates

  6. Output and Update

    • Write evaluation scorecards: evaluations/candidate-NNN-technical-evaluation.md
    • Write coverage map: evaluations/interview-coverage-map.md
    • Update candidate_pipeline_session.json with technical evaluation scores, bias flag counts, coverage gaps, and gate approvals
    • If Slack MCP is available, notify the hiring channel of technical evaluation completion

Mode: synthesize-final-recommendation

Synthesize all stage scorecards into final hire/reject recommendations.

  1. Gather Inputs

    • Read candidate_pipeline_session.json for the active pipeline
    • For each candidate with completed evaluations, collect:
      • CV screening scorecard
      • Prescreening scorecard (if conducted)
      • HR interview evaluation
      • Technical interview evaluation
    • Read the stage weights (default: CV 15%, Prescreening 10%, HR 30%, Technical 45%)
    • If target is provided, use it as the path to the pipeline session file

  2. Synthesize Recommendations (Sequential — for Auditability) For each candidate, dispatch the cross-stage-synthesizer agent via the Task tool sequentially (one at a time, not parallel):

    • Pass all stage scorecards, stage weights, and the JD rubric
    • The agent performs:
      1. Score normalization and weighted composite calculation
      2. Cross-stage consistency analysis (trending up/down/variable)
      3. Legal defensibility checklist — must pass before recommendation
      4. Final recommendation: Hire—Strong, Hire—Standard, Hire—Conditional, Hold, or Reject
      5. Post-decision documentation: onboarding flags (if hiring) or candidate communication guidance (if rejecting)

  3. Batch Summary After all candidates are synthesized:

    • Produce a batch recommendation summary with all candidates ranked
    • Run disparate impact analysis if demographic data is available (post identity reunion)
    • Generate pipeline statistics (advancement rates, score distributions, stage-by-stage trends)
    • Write to recommendations/final-recommendation-summary.md
    • If Google Sheets MCP is available, write final results to Sheets

  4. Hiring Manager Gate — STOP Present the final recommendation summary:

    • STOP and wait for hiring manager approval
    • Options:
      • [A]pprove All: Accept all recommendations
      • [A]pprove with Changes: Modify specific candidate decisions with justification
      • [R]eview Individual: Deep-dive into specific candidate's cross-stage data

  5. Post-Approval Actions After hiring manager approval:

    • Reunite candidate numbers with names from identity envelopes
    • If Gmail MCP is available:
      • Draft offer emails for Hire candidates
      • Draft decline emails for Reject candidates using the communication guidance
    • If Slack MCP is available:
      • Post final hiring decisions to the hiring channel
      • Notify relevant team leads of incoming hires
    • If Rube/Composio MCP is available:
      • Update candidate status in ATS (Greenhouse, Lever, BambooHR)
    • Update candidate_pipeline_session.json with:
      • Final decisions per candidate
      • Pipeline status: "completed"
      • Hiring manager gate approval

Mode: generate-resume

Generate a tailored, ATS-optimized resume for a specific job description.

Reference skill: awesome-claude-skills/tailored-resume-generator/SKILL.md

  1. Gather Inputs

    • If target is provided, use it as the path to the job description file
    • Ask for:
      • Job Description: Full text or file path to the target job posting
      • Candidate Background: Existing resume file, or work history, education, skills, and achievements
      • Format Preference (optional): Markdown, plain text, or formatting guidance for Word/PDF
      • Resume Style (optional): Chronological, functional, or hybrid (default: chronological)

  2. Analyze Job Requirements

    • Extract must-have qualifications, key skills, soft skills, industry knowledge, and ATS keywords
    • Prioritize requirements into critical (deal-breakers), important (strongly desired), and nice-to-have (bonus)
    • Identify company values and cultural fit indicators from the job description

  3. Map Experience to Requirements

    • For each job requirement, identify matching experience from the candidate's background
    • Find transferable skills for career transitions where no direct match exists
    • Note gaps to address or de-emphasize
    • Identify unique strengths to highlight

  4. Generate the Tailored Resume Structure the resume with:

    • Professional Summary: 3-4 lines leading with years of experience, top required skills, industry experience, and unique value proposition
    • Technical/Core Skills: Grouped by category matching job requirements, using exact terminology from the JD
    • Professional Experience: Achievements quantified with metrics, reordered to prioritize most relevant, using action verbs and job description keywords
    • Education: Degrees, certifications, relevant coursework
    • Optional Sections: Certifications, publications, awards, projects as applicable

  5. Optimize for ATS

    • Use standard section headings (Professional Experience, Education, Skills)
    • Incorporate exact keywords from the job description naturally
    • Avoid tables, graphics, or complex formatting
    • Include both acronyms and full terms (e.g., "SQL (Structured Query Language)")

  6. Provide Strategic Recommendations

    • Strengths analysis: what makes the candidate competitive
    • Gap analysis: requirements not fully met with suggestions to address them
    • Interview preparation tips and key talking points
    • Cover letter hooks: 2-3 opening lines for the cover letter

Mode: analyze-growth

Analyze a developer's recent coding patterns and generate a personalized growth report.

Reference skill: awesome-claude-skills/developer-growth-analysis/SKILL.md

  1. Access Chat History

    • Read the chat history from ~/.claude/history.jsonl (JSONL format with display, project, timestamp, pastedContents fields)
    • Filter for entries from the past 24-48 hours based on the current timestamp
    • If target is provided, use it to scope the analysis to a specific project or time range

  2. Analyze Work Patterns Extract and analyze:

    • Projects and Domains: Backend, frontend, DevOps, data, etc.
    • Technologies Used: Languages, frameworks, and tools in conversations
    • Problem Types: Performance optimization, debugging, feature implementation, refactoring, setup
    • Challenges Encountered: Repeated questions, multi-attempt problems, knowledge gap indicators
    • Approach Patterns: Methodical, exploratory, experimental problem-solving styles

  3. Identify Improvement Areas

    • Identify 3-5 specific, evidence-based, actionable improvement areas prioritized by impact
    • Each area must include: why it matters, what was observed (specific evidence from chat history), concrete recommendation, and time-to-skill-up estimate

  4. Generate Growth Report Structure the report:

    • Work Summary: 2-3 paragraphs on projects, technologies, and focus areas
    • Improvement Areas (Prioritized): Each with why it matters, evidence, recommendation, and time estimate
    • Strengths Observed: 2-3 things the developer is doing well
    • Action Items: Priority-ordered list derived from improvement areas

  5. Curate Learning Resources

    • Use Rube MCP (RUBE_SEARCH_TOOLS) to search HackerNews for articles related to each improvement area
    • For each area, include 2-3 relevant articles with title, date, relevance description, and link
    • Prioritize posts with high engagement (comments, upvotes)

  6. Deliver the Report

    • Present the complete report in the CLI
    • Use Rube MCP (RUBE_MANAGE_CONNECTIONS, RUBE_MULTI_EXECUTE_TOOL) to send the report to the developer's Slack DMs
    • Break the report into logical sections for Slack formatting
    • Confirm delivery in the CLI output

Error Handling

  • If required context is missing (role title, employee name), prompt the user with specific questions before proceeding
  • If Google Docs or Gmail MCP is unavailable, output documents as formatted Markdown for manual publishing
  • If market compensation data cannot be retrieved, note the limitation and use available internal data with caveats
  • If a CV file cannot be read or parsed, log the error and continue with remaining candidates — do not abort the batch
  • If a parallel analysis agent fails for a candidate, note the gap in the aggregation and proceed with available results
  • If the Google Drive MCP is unavailable, fall back to reading local file paths
  • If ~/.claude/history.jsonl is not found or empty, inform the user that developer growth analysis requires Claude Code chat history
  • If HackerNews search via Rube MCP returns no results, provide generic learning resource recommendations based on the identified improvement areas
  • If the candidate provides insufficient background for resume generation, ask targeted follow-up questions for work history, skills, and achievements
  • All outputs include a "Next Steps" section with clear action items and owners
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Last CommitMar 6, 2026