Configuration

Configuration

Read .jobops/config.json. If missing, stop with:

JOBOPS NOT CONFIGURED Run /jobops:setup to initialize your workspace.

Use config.directories.<key> for all file paths in this skill. Use config.preferences.cultural_profile if this skill generates resume-style content. Use config.preferences.default_jurisdiction if this skill has jurisdiction-sensitive logic (crisis/legal skills accept --jurisdiction=<ISO-3166-2> to override).

Templates

For each template used by this skill, resolve the full path as:

{config.templates.base_dir}/{config.templates.active.<template_name>}/

Templates referenced by this skill: assessment_rubric_framework, assessment_report_structure

Application Path Resolution

This skill writes to a per-application folder. Before writing any output:

1. Parse {Company}_{Role}_{YYYYMMDD} from the job-posting filename, or honor --app=<slug> if supplied.
2. Compose the app folder: {config.directories.applications_root}/{app_slug}/.
3. Resolve this skill's sub-folder by category:
   • resume-development (buildresume, provenance-check) → resume/
   • cover-letter (coverletter) → cover-letter/
   • rubric / assessment (createrubric, assessjob, assesscandidate, auditjobposting) → assessment/
   • briefing / interview prep (briefing, interviewprep) → interview/
4. If the app folder does not exist, mkdir -p it, then copy {config.directories.job_postings}/{filename} → {app_slug}/job_posting.md so the pinned JD cannot silently change under completed work.
5. Exact-slug collisions (same Company+Role+Date) are not auto-suffixed. If the folder already contains the same output type, require the user to pass --app=<distinct-slug>.

CRITICAL OUTPUT CONSTRAINT

MAXIMUM ASSESSMENT REPORT LIMIT: 20,000 TOKENS

Your assessment report output MUST NOT EXCEED 20,000 tokens. This is a hard limit.

Important Clarifications:

• Rubric: Must include ALL mandatory detailed scoring breakdowns (no token limit - completeness required)
• Assessment Report: MUST stay within 20,000 token limit (this is the constraint)

Strategies to stay within limit for assessment report:

• Be concise and focused in your analysis
• Use bullet points instead of lengthy paragraphs where appropriate
• Prioritize evidence-based scoring over verbose explanations
• Keep executive summary brief (2-3 sentences maximum)
• Focus on the most impactful evidence for each score
• Eliminate redundancy across sections

Your Task

Create a job-specific scoring rubric from the {{ARG1}} job posting, then evaluate the candidate using this customized rubric to provide a detailed assessment report.

Resume Source Location:

• If {{ARG2}} is provided: Use {{ARG2}} as the resume source (file or folder)
• If {{ARG2}} is not provided: Default to {config.directories.resume_source}

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WORKFLOW ARCHITECTURE

This workflow uses 5 phases with parallel dispatch where possible.

Phase 1 (Sequential, fast):     Load templates + Validate inputs + Load job posting
Phase 2 (PARALLEL subagents):   Domain Research ‖ Candidate Profile Generation
Phase 3 (Sequential):           Create Rubric (synthesizes job posting + domain research)
Phase 4 (Sequential, visible):  Score Cat 1 → 2 → 3 → 4 → 5
Phase 5 (Sequential):           Generate Report → Save Files

Dependency Rules:

• Phase 2 starts after job posting is loaded (Phase 1)
• Phase 2 tasks are INDEPENDENT of each other - dispatch simultaneously
• Phase 3 WAITS for domain research results from Phase 2
• Phase 4 WAITS for rubric (Phase 3) AND candidate profile (Phase 2)
• Phase 5 WAITS for all scoring (Phase 4)

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PROGRESS TRACKING (MANDATORY)

Before starting any work, create all tasks for user visibility. Use TaskCreate for each task below, then use TaskUpdate to mark in_progress when starting and completed when done.

Create these tasks immediately at the start:

#	Task Subject	activeForm	Phase
1	Load assessment framework templates	Loading assessment framework templates	1
2	Validate job posting and resume source	Validating job posting and resume source	1
3	Generate candidate profile	Generating candidate profile from source materials	2
4	Research domain and industry context	Researching domain and industry context	2
5	Create job-specific scoring rubric	Creating job-specific scoring rubric	3
6	Score Skills Inventory (Category 1)	Scoring Skills Inventory against rubric	4
7	Score Experience Relevance (Category 2)	Scoring Experience Relevance against rubric	4
8	Score Demonstrated Impact (Category 3)	Scoring Demonstrated Impact against rubric	4
9	Score Credentials (Category 4)	Scoring Credentials against rubric	4
10	Score Fit & Readiness (Category 5)	Scoring Fit & Readiness against rubric	4
11	Generate assessment report	Generating comprehensive assessment report	5
12	Save rubric and assessment files	Saving rubric and assessment files	5

Task Update Rules:

• Mark each task in_progress BEFORE starting work on it
• Mark each task completed AFTER finishing it
• If a task is skipped (e.g., task 3 when source is a single file), mark it completed with a note

---

YAML FRONT MATTER FOR GENERATED FILES

Every markdown artifact you create (rubric and assessment report) must start with YAML metadata populated with real values.

• Rubric file ({applications_root}/{app_slug}/assessment/rubric.md):

  ---
  job_file: {config.directories.job_postings}/{{ARG1}}
  role: <role title>
  company: <company name>
  role_variant: <Technical IC | People Manager | Executive>
  total_points: 200
  generated_by: /assessjob rubric
  generated_on: <ISO8601 timestamp>
  output_type: rubric
  status: final
  version: 2.0
  ---
  

• Assessment file ({applications_root}/{app_slug}/assessment/assessment.md):

  ---
  job_file: {config.directories.job_postings}/{{ARG1}}
  resume_source: {{ARG2}} or {config.directories.resume_source}
  rubric_file: {applications_root}/{app_slug}/assessment/rubric.md
  role: <role title>
  company: <company name>
  role_variant: <Technical IC | People Manager | Executive>
  candidate: <full candidate name>
  generated_by: /assessjob
  generated_on: <ISO8601 timestamp>
  output_type: assessment
  status: draft
  version: 2.0
  overall_score: <XX/200>
  normalized_score: <XX%>
  ---
  

Insert the appropriate block before any headings, updating timestamps and scores, and bump version if you rerun the analysis.

---

PHASE 1: INITIALIZATION (Sequential)

Tasks: Mark task 1 in_progress, then task 2 in_progress after templates load.

1.1 Load Required Templates

CRITICAL: Read all three framework templates in a single parallel batch:

• {config.templates.base_dir}/{config.templates.active[assessment_rubric_framework]}/assessment_rubric_framework.md - Master 200-point rubric structure with role variants
• {config.templates.base_dir}/{config.templates.active[evidence_verification_framework]}/evidence_verification_framework.md - Evidence-based scoring protocols
• {config.templates.base_dir}/{config.templates.active[assessment_report_structure]}/assessment_report_structure.md - Assessment report format

Use three parallel Read tool calls. These templates define the mandatory structure for rubrics and assessments.

Task: Mark task 1 completed.

1.2 Validate Inputs and Load Job Posting

Task: Mark task 2 in_progress.

Resume Source Path Resolution:

1. Determine source path:

   • If {{ARG2}} is provided: Use the specified path
   • If {{ARG2}} is not provided: Default to {config.directories.resume_source}

2. Validate source path:

   • If path is a file: Read the single resume file directly (skip profile generation in Phase 2)
   • If path is a directory: Will trigger profile generation in Phase 2
   • If path doesn't exist: Report error and halt

3. Load job posting:

   • Read the job posting from {config.directories.job_postings}/{{ARG1}} (add .md extension if needed)
   • If not found, report error and suggest available alternatives

Task: Mark task 2 completed.

---

PHASE 2: PARALLEL DATA ACQUISITION

CRITICAL: Dispatch both tasks simultaneously using parallel Task tool calls in a SINGLE message. Mark tasks 3 and 4 as in_progress before dispatching.

Phase 2 launches two independent subagents that run concurrently. Neither depends on the other. Both need only the job posting content (loaded in Phase 1).

2.1 Generate Candidate Profile (Task 3)

NOTE: Skip this step (mark task 3 completed immediately) if resume source is a single file.

For folder-based sources, dispatch a subagent to generate/load the candidate profile:

1. Check for existing profile: Look for [resume-source-folder]/.profile/candidate_profile.json

   • If exists and recent (<=7 days old), use it directly (mark task 3 completed)
   • If exists but stale (>7 days old), regenerate
   • If doesn't exist, generate new profile

2. Dispatch profile generation subagent:

   Use Task tool with subagent_type=resume-summarizer, model=sonnet, and prompt:
   "Read all files in [resume-source-folder]/ directory and create a structured JSON
   candidate profile following the schema in .claude/agents/resume-summarizer.md.
   Save output to [resume-source-folder]/.profile/candidate_profile.json and
   [resume-source-folder]/.profile/extraction_log.md"
   

3. Expected outcome:

   • JSON profile: [resume-source-folder]/.profile/candidate_profile.json (8K-10K tokens)
   • Extraction log: [resume-source-folder]/.profile/extraction_log.md
   • Token savings: 42K-72K tokens (85-90% reduction)

2.2 Research Domain and Industry Context (Task 4)

Dispatch a domain research subagent to run concurrently with profile generation:

Use Task tool with subagent_type=general-purpose, model=sonnet, and prompt:
"Research the following for the role of [ROLE TITLE] at [COMPANY NAME]:

1. Industry standards and typical role expectations for this specific position
2. Required vs nice-to-have skills based on current market standards
3. Typical responsibilities and seniority indicators for this role level
4. Company context: culture, values, technology stack, recent developments, size, reputation
5. Current market conditions: salary ranges, demand, competitive landscape
6. Industry-specific terminology, certifications, and best practices
7. What differentiates strong vs average candidates for this type of role

Provide a structured research summary organized by these 7 areas.
Focus on actionable intelligence that would help calibrate a scoring rubric.
Be specific - cite sources and data points where possible."

IMPORTANT: Both subagents (2.1 and 2.2) MUST be dispatched in the SAME message using parallel Task tool calls. Do NOT wait for one to complete before starting the other.

Task: When each subagent completes, mark its respective task (3 or 4) as completed.

---

PHASE 3: CREATE RUBRIC (Sequential - needs Phase 2 domain research)

Task: Mark task 5 in_progress. Prerequisite: Domain research (task 4) must be completed. Candidate profile (task 3) is NOT needed yet.

3.1 Synthesize Job Posting + Domain Research

Combine the job posting requirements with domain research findings to create an informed rubric. The domain research helps you:

• Set appropriate proficiency thresholds calibrated to industry standards
• Weight skills correctly based on market reality (not just posting emphasis)
• Identify implicit requirements the posting may not state explicitly
• Calibrate experience expectations to the seniority level
• Set realistic achievement thresholds for the industry/company size

3.2 Determine Role Variant

Analyze the job posting to select the appropriate weight variant:

Technical Individual Contributor - Select if:

• Role is hands-on technical work (engineer, analyst, specialist)
• No direct reports mentioned
• Technical skills are primary focus

People Manager - Select if:

• Direct reports or team leadership mentioned
• Performance management, hiring, or development responsibilities
• "Manager", "Director", "Lead" with team oversight

Executive - Select if:

• Strategic/organizational scope
• P&L or budget authority
• Cross-functional leadership
• "VP", "C-level", "Executive Director", "Head of"

Document selected variant in rubric header.

3.3 Parse Job Posting Requirements

Extract and categorize:

• Required Technical Skills: All must-have technical competencies
• Preferred Skills: Nice-to-have skills and technologies
• Experience Requirements: Years, industry, domain specifics
• Key Responsibilities: Primary duties and scope expectations
• Education/Certifications: Required and preferred credentials
• Soft Skills/Cultural Fit: Communication, collaboration, values

3.4 Generate Custom Rubric Structure

MANDATORY DETAILED SCORING REQUIREMENT The dynamic rubric you create MUST include granular point allocation for every single criterion. This is NON-NEGOTIABLE. You cannot create simplified rubrics or skip detailed breakdowns. Every skill, every experience level, every responsibility MUST have the complete scoring framework with specific, measurable criteria.

CRITICAL REQUIREMENT: Follow the structure defined in the assessment rubric framework template exactly. Customize all [bracketed] content with job-specific requirements from the job posting, informed by domain research findings.

200-Point Scoring Categories (Default Weights):

1. Skills Inventory (50 pts / 25%) - Technical and professional competencies scored on 0-6 proficiency scale
2. Experience Relevance (40 pts / 20%) - Years, industry alignment, role progression (5-level scoring)
3. Demonstrated Impact (60 pts / 30%) - Achievements with quantified outcomes and metrics
4. Credentials (20 pts / 10%) - Education, certifications, and formal qualifications
5. Fit & Readiness (30 pts / 15%) - Cultural alignment, availability, and role-specific readiness

ENFORCEMENT CHECK: After creating the rubric, verify:

• Role variant selected and documented (Technical IC / Manager / Executive)
• Point allocations match selected variant
• Alignment Statement with construct definition
• Critical Barriers table with explicit thresholds
• Confidence Flagging protocol included
• Skills scored on proficiency (0-6), NOT years
• No redundancy between categories (years only in Experience, achievements only in Impact)
• Each skill has 7-level scoring with anchor examples
• Experience section has 5-level scoring without years-in-skill overlap
• Demonstrated Impact has quantified thresholds

FAILURE TO INCLUDE DETAILED BREAKDOWNS VIOLATES THE COMMAND REQUIREMENTS

3.5 Validate and Save Dynamic Rubric

MANDATORY QUALITY CHECK: Before saving, verify the rubric includes ALL required detailed breakdowns:

• Every required skill has 7-level proficiency scoring (0-6) with specific anchor examples
• Every preferred skill has proficiency-based scoring with role-specific thresholds
• Experience sections have 5-level detailed scoring breakdowns without years-in-skill overlap
• Demonstrated Impact has 5-level scoring with quantitative thresholds
• Credentials have detailed multi-level scoring
• Fit & Readiness has comprehensive evaluation criteria and scoring levels
• Critical Barriers table documents knockout criteria
• Role variant weights are correctly applied

IF ANY SECTION LACKS DETAILED BREAKDOWNS, THE RUBRIC IS INCOMPLETE AND MUST BE REGENERATED

Save the generated rubric to: {applications_root}/{app_slug}/assessment/rubric.md

Task: Mark task 5 completed.

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PHASE 4: SCORE CANDIDATE (Sequential - needs rubric + candidate data)

Prerequisites: Rubric (task 5) AND candidate profile (task 3) must both be completed.

4.1 Load Candidate Materials

Load candidate materials (depends on source type):

• If single file: Read the resume file directly
• If folder: Read the candidate profile from [resume-source-folder]/.profile/candidate_profile.json

Evidence Verification Protocol (from the evidence verification framework template):

• For folder-based profiles: When citing specific achievements or skills:

  • Use line references from JSON profile's evidence fields
  • Read specific sections from source files ONLY when verification needed
  • Quote exact text from source files for all scores >=2 points
  • Maintain traceability: JSON profile -> source file -> line numbers

• For single file resumes: When citing specific achievements or skills:

  • Reference the resume file directly with line numbers
  • Quote exact text from the resume for all scores >=2 points
  • Maintain traceability: resume file -> line numbers

4.2 Score Skills Inventory (Category 1)

Task: Mark task 6 in_progress.

Map each required/preferred skill from the custom rubric to specific evidence in candidate's history using 0-6 proficiency scale.

Score each criterion with confidence level:

Criterion	Score	Confidence	Evidence Citation
[Skill 1]	X/6	HIGH/MED/LOW	"exact quote" or inference note

Task: Mark task 6 completed.

4.3 Score Experience Relevance (Category 2)

Task: Mark task 7 in_progress.

Evaluate against the specific years, industry, and domain requirements identified in the rubric (5-level scoring).

Task: Mark task 7 completed.

4.4 Score Demonstrated Impact (Category 3)

Task: Mark task 8 in_progress.

Verify quantified achievements against the expected outcomes defined in the rubric. This is the highest-weighted category - be thorough.

Task: Mark task 8 completed.

4.5 Score Credentials (Category 4)

Task: Mark task 9 in_progress.

Check against the specific education and certification requirements listed in the custom rubric.

Task: Mark task 9 completed.

4.6 Score Fit & Readiness (Category 5)

Task: Mark task 10 in_progress.

Assess based on the company values, work environment, and role-specific readiness factors.

Normalized Score Calculation:

• Raw Score: Sum of all category scores (max 200)
• Normalized Score: (Raw Score / 200) x 100%

Task: Mark task 10 completed.

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PHASE 5: REPORT AND SAVE

5.1 Generate Comprehensive Report

Task: Mark task 11 in_progress.

CRITICAL: Follow the report structure defined in the assessment report structure template exactly. Use the detailed 3-level format with rubric criteria attribution for all scores.

Required Report Elements:

• Executive Summary with normalized score and role variant
• Category-by-category scoring with confidence flags
• Evidence citations for all scores
• Critical Barriers assessment (pass/fail for each barrier)
• Gap analysis with severity ratings
• Recommendation with confidence level

Task: Mark task 11 completed.

5.2 Save Assessment and Rubric

Task: Mark task 12 in_progress.

File Save Locations (app-centric layout):

Resolve {app_slug} per the Application Path Resolution protocol at the top of this skill, and ensure {applications_root}/{app_slug}/assessment/ exists (mkdir -p).

1. Save Dynamic Rubric: {applications_root}/{app_slug}/assessment/rubric.md

   • Include all extracted requirements from the job posting
   • Document the scoring breakdown with job-specific details

2. Save Assessment Report: {applications_root}/{app_slug}/assessment/assessment.md

   • Include reference to the specific rubric used
   • Document all scores with evidence mapping and confidence flags
   • Provide clear traceability between rubric criteria and candidate evaluation

No timestamped audit sub-folder is required — the app folder itself is the self-contained audit container, and the pinned job_posting.md copy guarantees the JD cannot drift after the fact.

Save Steps:

1. Compute {app_slug} from the job-posting filename (or --app=<slug> override)
2. mkdir -p {applications_root}/{app_slug}/assessment/
3. Pin the JD: copy {config.directories.job_postings}/{{ARG1}} to {applications_root}/{app_slug}/job_posting.md if not already present
4. Write the rubric to {applications_root}/{app_slug}/assessment/rubric.md
5. Write the assessment to {applications_root}/{app_slug}/assessment/assessment.md

Task: Mark task 12 completed.

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Validation Requirements

Before finalizing assessment:

1. Rubric Completeness Check: Verify the rubric contains all required detailed scoring breakdowns
2. Role Variant Verification: Confirm role variant is documented and weights match
3. Alignment Verification: Confirm rubric matches the job posting requirements
4. Evidence Mapping: Ensure every score has corresponding evidence from candidate materials
5. Confidence Flagging: Verify all scores include HIGH/MED/LOW confidence indicators
6. Consistency Review: Check that scoring follows rubric criteria without deviation
7. Documentation Audit: Verify clear traceability from rubric criteria to assigned scores

Error Handling

If issues are encountered:

• Missing Job Posting: Report if job posting file cannot be found and suggest available alternatives
• Incomplete Job Posting: Note any missing critical information and document assumptions made
• Insufficient Candidate Data: Document where candidate evidence is limited for fair assessment
• Domain Knowledge Gaps: Flag areas where additional research or expertise would improve assessment accuracy

Important Notes

• MANDATORY DETAILED SCORING: Every rubric MUST include the granular scoring breakdowns from the framework rubric. This is not optional - it is required.
• 200-POINT SYSTEM: Total score is 200 points; normalize to percentage using (Raw/200) x 100%
• ROLE VARIANT SELECTION: Every assessment must identify and document the appropriate role variant
• PROFICIENCY-BASED SKILLS: Skills use 0-6 proficiency scale, NOT years-based scoring
• NO CATEGORY REDUNDANCY: Years only in Experience Relevance, achievements only in Demonstrated Impact
• Dynamic Rubric Creation: Each job posting generates its own tailored rubric with job-specific criteria but framework-level detail
• Complete Scoring Levels: All sections must include the detailed point breakdowns with specific anchor examples
• Role-Specific Adaptation: Customize the content and thresholds for the specific role while maintaining scoring structure depth
• Consistency: Use the template framework as the foundation but customize content to job requirements
• Traceability: Always reference which rubric was used for which assessment
• Objectivity: Be evidence-based in scoring using the job-specific criteria with detailed justification
• Domain Research: Domain research informs rubric calibration - thresholds and weights should reflect industry reality
• Documentation: Save both rubric and assessment for complete audit trail
• Confidence Levels: All scores must include HIGH/MED/LOW confidence flags
• Quality Control: The generated rubric must be as detailed as the framework rubric - no shortcuts or simplified versions allowed

CRITICAL ENFORCEMENT RULES

ABSOLUTE REQUIREMENTS FOR EVERY RUBRIC:

1. ROLE VARIANT must be selected and weights adjusted accordingly
2. SKILLS use 0-6 proficiency scale (7 levels), NOT years-based
3. NO REDUNDANCY: Years only in Experience Relevance, achievements only in Demonstrated Impact
4. DEMONSTRATED IMPACT is highest-weighted category (25-35% depending on variant)
5. CONFIDENCE FLAGS required for all scores in assessment
6. CRITICAL BARRIERS table with explicit thresholds and consequences
7. NORMALIZED SCORE = Raw/200 x 100%

VIOLATION CONSEQUENCES:

• Any rubric missing detailed breakdowns is INCOMPLETE and violates the command specification
• You must regenerate the rubric if any section lacks granular scoring
• Simplified or abbreviated rubrics are NOT ACCEPTABLE
• The rubric must be as detailed as the embedded template - no exceptions

VERIFICATION CHECKLIST - BEFORE SAVING ANY RUBRIC:

• Role variant selected and documented (Technical IC / People Manager / Executive)
• Point allocations match selected variant (total = 200)
• Every skill has 7-level proficiency scoring (0-6) with specific anchor examples
• Experience section has 5-level scoring without years-in-skill overlap
• Demonstrated Impact has quantified thresholds and is highest-weighted
• Critical Barriers table with explicit thresholds included
• Alignment Statement with construct definition present
• No redundancy between categories
• Confidence flagging protocol documented