Job Search Workflow — AI-Assisted Interview-Ready Pipeline

Rewrite my resume for [TARGET ROLE] applications. My current resume: [PASTE].

Rules:
- One page unless I have 10+ years experience
- Every bullet starts with a STRONG action verb (built, led, shipped, scaled, saved, grew — not "responsible for" or "worked on")
- Every bullet quantifies impact: numbers, percentages, dollar amounts, or at least a timeframe
- Bullets follow STAR trimmed to 1 line: Situation → Action → Measurable Result
- Max 4 bullets per role, 2 for roles over 5 years old
- Skills section = ONLY skills I'd actively defend in an interview
- No "References available on request", no address, no DOB, no photo (unless geographic norm requires it)
- ATS-friendly: simple single-column, 10-11pt, no tables, no icons, no graphs

Flag any claim you can't verify from my input with [VERIFY?].

Compare my resume: [PASTE RESUME] against this job description: [PASTE JD].

Give me:
1. Fit score 1-10 on each category: skills match, experience level, domain, location, soft requirements
2. The 3 keywords from the JD I should natively include in my resume (not stuff — natively)
3. The 2 gaps most likely to kill my application + a 30-second answer for each gap
4. Whether this role is worth applying to given the fit (be honest — if I'm under 6/10 on skills AND under 7 on experience, say skip)
5. 3 behavioral questions this JD is likely to ask, based on wording

Write a 200-word cover letter for [ROLE] at [COMPANY] based on my resume [PASTE] and this JD [PASTE].

Rules:
- Open with ONE concrete thing I did that maps to the JD's #1 requirement (not "I'm excited to apply")
- Second paragraph: ONE specific thing about this company (recent product launch, funding round, mission statement) + why it matters to me — avoid generic praise
- Third paragraph: the one skill they'll question + why they shouldn't
- Close: a specific next step (not "I look forward to hearing from you")
- No bullet points. No corporate robot speak. Written like I'm writing to a smart friend who happens to be the hiring manager.

My LinkedIn profile: [PASTE HEADLINE + ABOUT + 2 LATEST ROLES].  Target role: [ROLE].

Rewrite:
1. Headline (220 chars max) — role + 2 differentiators + the ONE industry/stack I target. No "aspiring". No emojis unless they add signal.
2. About section (max 2000 chars) — written as a first-person story: what I do, who for, one strong case, how to reach me. Opens with a hook line, not "I'm a passionate..."
3. For each of 2 latest roles — rewrite the summary + 4 strongest bullets (same STAR rules as the resume)
4. Suggested 5 skills to add + 3 to remove
5. 3 pinned "Featured" items I should surface — tell me what format (post, article, external link, PDF)

Written for a human reader on their phone first; algorithm second.

For [ROLE] interviews, give me the 10 most-asked behavioral questions in 2026 and for each:
1. The question
2. What they're actually testing (don't say "soft skills" — specific — e.g. "ambiguity tolerance", "conflict avoidance tell")
3. A 3-bullet STAR skeleton based on my background [PASTE RESUME] — not word-for-word, just the skeleton I can internalize

Then: 5 role-specific technical questions. For each, the ideal answer structure (not the actual answer — I need to know the shape).

End with: the ONE killer "do you have any questions for us" question that reliably impresses interviewers at [COMPANY]/[STAGE].

I have an offer for [ROLE] at [COMPANY]. Current offer: [PASTE]. My current comp: [PASTE]. My target: [TARGET].

Give me:
1. A 2-paragraph negotiation email asking for [AMOUNT] + [BENEFITS], anchored to specific data (Levels.fyi, Glassdoor, Blind — use real-ish ranges you know of or flag [VERIFY NUMBER])
2. 3 scripts for the phone call:
   a. If they counter at my minimum
   b. If they say "this is our final offer"
   c. If they introduce equity instead of base
3. The ONE thing I should NEVER say during negotiation
4. The ONE unreasonable ask I should make upfront (so I can concede it to signal good faith)

I have 2 offers: [OFFER A], [OFFER B]. Help me evaluate on:
- Total comp (base + equity + bonus + benefits, with equity valued honestly, not peak-valuation)
- Role growth (will I be here in 3 years? what does the next role look like?)
- Culture signals (what I observed in interviews, red/green flags)
- Risk (stage of company, runway if startup, manager stability)
- Life factors (location, remote policy, visa, family)

Then: a decision matrix with weights I can adjust, and your recommendation with the strongest counter-argument against your pick.