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).

Your Task

Compare 2-4 assessment files produced by /assessjob (one per application folder under {config.directories.applications_root}) to analyze candidate performance across different roles, identify patterns, and provide strategic hiring recommendations.

Each {{ARGn}} is the application slug ({Company}_{Role}_{Date}) whose assessment should be compared. The skill loads {applications_root}/{{ARGn}}/assessment/assessment.md for each slug.

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WORKFLOW ARCHITECTURE

Phase 1 (Parallel batch):   Load all 2-4 assessment files simultaneously
Phase 2 (Sequential):       Extract and normalize scoring data
Phase 3 (Sequential):       Perform comparative analysis + strategic insights
Phase 4 (Sequential):       Generate report → Save

Dependency Rules:

• All assessment file reads are INDEPENDENT - load in single parallel batch
• Extraction can begin as soon as all files are loaded
• Analysis and report are sequential cognitive work

---

PROGRESS TRACKING (MANDATORY)

Before starting any work, create all tasks for user visibility:

#	Task Subject	activeForm
1	Load assessment files	Loading assessment files
2	Extract and normalize scoring data	Extracting and normalizing scoring data
3	Perform comparative analysis	Performing comparative analysis across assessments
4	Generate strategic insights	Generating strategic insights and recommendations
5	Create comparison report	Creating comprehensive comparison report
6	Save comparison report	Saving comparison report

Task Update Rules:

• Mark each task in_progress BEFORE starting work on it
• Mark each task completed AFTER finishing it

---

YAML FRONT MATTER

Prepend the comparison output with:

---
assessments:
  - {{ARG1}}
  - {{ARG2}}
  # Append {{ARG3}} and {{ARG4}} if provided
generated_by: /comparejobs
generated_on: <ISO8601 timestamp>
output_type: assessment_comparison
status: draft
version: 1.0
---

Replace the placeholder comment with the additional assessment filenames you compare. Insert before the report heading and update on reruns.

---

PHASE 1: LOAD INPUTS (Parallel batch)

Task: Mark task 1 in_progress.

Read ALL assessment files in a single parallel batch using multiple Read tool calls:

• {config.directories.applications_root}/{{ARG1}}/assessment/assessment.md
• {config.directories.applications_root}/{{ARG2}}/assessment/assessment.md
• {config.directories.applications_root}/{{ARG3}}/assessment/assessment.md (if provided)
• {config.directories.applications_root}/{{ARG4}}/assessment/assessment.md (if provided)

CRITICAL: Use parallel Read tool calls for all files in a single message. Do NOT read them sequentially.

Task: Mark task 1 completed.

---

PHASE 2: EXTRACT DATA

Task: Mark task 2 in_progress.

Extract key information from each assessment:

• Candidate Information: Name, role applied for, company
• Scoring Breakdown: Detailed scores by category (Technical Skills, Experience, Responsibilities, Achievements, Education, Cultural Fit)
• Strengths & Gaps: Key strengths and areas of concern
• Hiring Recommendations: Final recommendations and rationale
• Assessment Date: When evaluation was conducted
• Overall scores and ratings

Task: Mark task 2 completed.

---

PHASE 3: COMPARATIVE ANALYSIS

3.1 Score Comparison

Task: Mark task 3 in_progress.

Conduct multi-dimensional comparison across:

Score Comparison

• Overall scores and rankings
• Category-wise performance patterns
• Consistency across different role requirements
• Score distribution and variance analysis

Role Suitability Analysis

• Best-fit roles based on skill alignment
• Transferable skills across positions
• Role-specific strengths and limitations
• Growth trajectory implications

Competitive Positioning

• Relative candidate strengths
• Market positioning against role requirements
• Differentiation factors
• Risk/reward profiles

Pattern Recognition

• Consistent performance areas
• Recurring gaps or concerns
• Cultural fit trends
• Experience leverage opportunities

Task: Mark task 3 completed.

3.2 Strategic Insights

Task: Mark task 4 in_progress.

Analyze deeper implications:

• Career Trajectory: How roles complement candidate's progression
• Skill Development: Areas for professional growth
• Market Positioning: How candidate compares across different markets/roles
• Strategic Recommendations: Optimal role selection and negotiation insights

Task: Mark task 4 completed.

---

PHASE 4: REPORT AND SAVE

4.1 Create Comprehensive Comparison Report

Task: Mark task 5 in_progress.

# Job Assessment Comparison Report
**Analysis Date:** [Date]
**Assessments Compared:** [Number] assessments across [Number] roles/companies

## Executive Summary
[2-3 sentence overview highlighting key findings and strategic recommendations]

## Assessment Overview

| Assessment | Role | Company | Overall Score | Recommendation | Date |
|------------|------|---------|---------------|-----------------|------|
| {{ARG1}} | [Role] | [Company] | [Score]/100 | [Recommendation] | [Date] |
| {{ARG2}} | [Role] | [Company] | [Score]/100 | [Recommendation] | [Date] |
| {{ARG3}} | [Role] | [Company] | [Score]/100 | [Recommendation] | [Date] |
| {{ARG4}} | [Role] | [Company] | [Score]/100 | [Recommendation] | [Date] |

## Detailed Score Comparison

### Overall Performance Rankings
1. **[Highest Scoring Role]**: [Score]/100 - [Company] - [Brief rationale]
2. **[Second Highest]**: [Score]/100 - [Company] - [Brief rationale]
3. **[Third]**: [Score]/100 - [Company] - [Brief rationale]
4. **[Lowest]**: [Score]/100 - [Company] - [Brief rationale]

### Category Performance Analysis

#### Technical Skills & Competencies
| Role/Company | Required Skills | Preferred Skills | Total | Analysis |
|--------------|-----------------|-------------------|-------|----------|
| [Role 1] | [X]/15 | [X]/10 | [X]/25 | [Strength/Gap summary] |
| [Role 2] | [X]/15 | [X]/10 | [X]/25 | [Strength/Gap summary] |

**Key Insights:**
- [Consistent technical strengths across roles]
- [Skills gaps that appear across multiple assessments]
- [Role-specific technical advantages]

#### Experience & Background
| Role/Company | Years | Industry | Role-Specific | Total | Analysis |
|--------------|-------|----------|---------------|-------|----------|
| [Role 1] | [X]/10 | [X]/10 | [X]/5 | [X]/25 | [Experience alignment] |
| [Role 2] | [X]/10 | [X]/10 | [X]/5 | [X]/25 | [Experience alignment] |

**Key Insights:**
- [Best experience matches and why]
- [Experience transfer opportunities]

#### Key Responsibilities Alignment
| Role/Company | Primary Duties | Scope & Complexity | Total | Analysis |
|--------------|----------------|--------------------|-------|----------|
| [Role 1] | [X]/12 | [X]/8 | [X]/20 | [Responsibility match] |
| [Role 2] | [X]/12 | [X]/8 | [X]/20 | [Responsibility match] |

#### Achievements & Impact Performance
| Role/Company | Quantifiable Results | Innovation/Leadership | Total | Analysis |
|--------------|---------------------|----------------------|-------|----------|
| [Role 1] | [X]/10 | [X]/5 | [X]/15 | [Impact potential] |
| [Role 2] | [X]/10 | [X]/5 | [X]/15 | [Impact potential] |

#### Cultural Fit Analysis
| Role/Company | Communication | Values Alignment | Total | Analysis |
|--------------|---------------|-------------------|-------|----------|
| [Role 1] | [X]/3 | [X]/2 | [X]/5 | [Cultural fit assessment] |
| [Role 2] | [X]/3 | [X]/2 | [X]/5 | [Cultural fit assessment] |

## Strategic Analysis

### Candidate Strengths Across Roles
- [Strength 1]: Evidence from [X] assessments
- [Strength 2]: Consistent high scoring in [category]
- [Strength 3]: Competitive advantage

### Recurring Gaps & Development Areas
- [Gap 1]: Identified in [X] assessments, requiring [development approach]
- [Gap 2]: Could limit success in [specific contexts]

### Role-Specific Advantages
#### Best Fit: [Role Name] at [Company]
- **Why it's the strongest match**: [Detailed reasoning]
- **Score advantage**: [X] points higher than average
- **Success probability**: [High/Medium/Low] with rationale

#### Alternative Strong Fit: [Role Name] at [Company]
- **Positioning rationale**: [Why second choice]
- **Trade-offs**: [What candidate gives up vs. top choice]

### Market Positioning Insights
- **Salary negotiation position**: [Strong/Moderate/Weak]
- **Competitive advantage**: [Unique value propositions]

## Interview Strategy Comparison

### Common Interview Focus Areas
- [Focus Area 1]: [Why important across roles]
- [Focus Area 2]: [Validation needed]

### Role-Specific Interview Priorities
#### [Role 1] - [Company 1]
- **Must validate**: [Specific areas]
- **Opportunity to highlight**: [Strongest areas]
- **Risk mitigation**: [Address concerns]

## Strategic Recommendations

### Optimal Strategy
1. **Primary Target**: [Role/Company] - [Reasoning]
2. **Secondary Option**: [Role/Company] - [Reasoning]
3. **Development Play**: [Role/Company] - [Reasoning]

### Negotiation Positioning
- **Strongest negotiating position**: [Role]
- **Compensation expectations**: [Insights]

### Risk Management
- **Highest risk scenario**: [Role/situation]
- **Mitigation strategies**: [Approaches]

## Implementation Roadmap

### Immediate Actions (Next 2 weeks)
1. [Specific action]
2. [Interview preparation focus]
3. [Research or networking]

### Medium-term Development (Next 3-6 months)
1. [Skill development]
2. [Experience building]

### Long-term Career Planning (6-18 months)
1. [Strategic role progression]
2. [Professional development]

## Appendix
### Assessment Scoring Summary
[Detailed table showing all scores across all categories]

### Key Evidence Mapping
[Cross-reference of major claims/achievements across assessments]

Task: Mark task 5 completed.

4.2 Save Comparison Report

Task: Mark task 6 in_progress.

Save the comparative analysis to: {config.directories.career_analysis}/comparison_{YYYYMMDD}_{slug}.md, where {slug} is built from the companies being compared, lowercased and joined with _vs_ (e.g., google_vs_meta, or google_vs_meta_vs_amazon for 3+).

Task: Mark task 6 completed.

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Usage Guidelines

When to Use This Command

• Candidate is applying to multiple roles simultaneously
• Need to prioritize multiple opportunities
• Strategic career planning and role selection
• Comparative analysis for negotiation positioning
• Understanding transferable skills across roles
• Identifying consistent patterns in assessments

Best Practices

1. Minimum 2 assessments: Ensure meaningful comparison
2. Recent assessments: Use assessments from similar time periods
3. Diverse roles: Compare different role types/companies for insights
4. Complete analysis: Don't skip sections - full analysis provides best insights
5. Evidence-based: Reference specific scores and evidence from assessments
6. Strategic focus: Emphasize actionable insights and recommendations

Limitations

• Comparisons only as good as underlying assessment quality
• Cultural fit may vary significantly by company even for similar roles
• Market conditions may change between assessment dates
• Candidate preferences and priorities not captured in assessments

Example Usage

claude /comparejobs JLL_VP_Office_Leasing_2025-09-25 Canerector_Vice_President_Real_Estate_2025-09-26

(Each argument is an application slug under {config.directories.applications_root}.)