code-ai-installer 4.0.0 → 4.0.1-a

package/domains/analytics/locales/en/.agents/skills/jtbd-analysis/SKILL.md

@@ -1,341 +1,357 @@
----
-name: jtbd-analysis
-description: Analysis of customer jobs — functional, emotional, social jobs, and opportunity score
----
-# Jobs To Be Done — Customer Jobs Analysis
-
-## When to Use
-- During new product development — to identify the real jobs the customer is trying to get done.
-- When prioritizing features — to determine which jobs are underserved and represent the greatest opportunity.
-- When evaluating a value proposition — to understand what the customer is actually willing to pay for.
-- When churn is high — to find out which jobs the product fails to solve or solves poorly.
-
-## Input
-
-| Field | Required | Description |
-|-------|:--------:|-------------|
-| Product / service | ✅ | What is being analyzed |
-| Target audience | ✅ | Who the customer is (from `$icp-buyer-persona` or description) |
-| Usage context | ✅ | In what situation the customer uses the product |
-| Existing data | ⬚ | Interviews, surveys, reviews, support tickets |
-| Competitors | ⬚ | Alternatives the customer currently uses |
-| Job hypotheses | ⬚ | Preliminary assumptions from the team |
-
-> If mandatory fields are not provided — **request them from the user** before starting the analysis. Do not make assumptions.
-
-## Data Sources
-1. **Web Search** — customer reviews, forum discussions, video reviews.
-2. **Reviews** — App Store, Google Play, G2, Capterra, Trustpilot, Amazon Reviews.
-3. **Forums & Communities** — Reddit, Quora, Stack Overflow, thematic groups.
-4. **Competitive Analysis** — how competitors position their solutions (what Jobs they address).
-5. **Customer Data** — interviews, surveys, CRM data, support tickets.
-
-> For each Job — at least 1 source confirming its existence. Mark data older than 12 months with ⚠️.
-
-### Integration with Other Skills
-| Skill | What We Take | When to Trigger |
-|-------|--------------|-----------------|
-| `icp-buyer-persona` | Personas, goals, pains, context (steps 0-1) | If the target audience is undefined |
-| `competitive-analysis` | How competitors address Jobs, white spaces (step 7) | To identify competing solutions |
-| `customer-journey-mapping` | Points where Jobs arise in the customer journey (step 1) | To link Jobs to journey stages |
-| `web-research` | Reviews, discussions, customer pain points | If primary data (interviews/surveys) is lacking |
-| `blue-ocean-strategy` | ERRC factors to create new value | If underserved Jobs require a radically new solution |
-| `cohort-analysis` | Correlation between Jobs and retention (step 8) | If needed to understand which Jobs impact retention |
-
-## Protocol
-
-### Step 0 — Context Gathering
-1. Verify the availability of required input data.
-2. Determine the level of analysis: the entire product or a specific feature / scenario.
-3. Determine data type: primary (interviews, surveys) or secondary (reviews, forums, benchmarks).
-4. If the persona is undefined — trigger `$icp-buyer-persona`.
-
-### Step 1 — Defining Context (When / Where / Why)
-- **When:** in what situation the need arises (trigger).
-- **Where:** physical and digital context of use.
-- **Why:** what progress the customer wants to achieve.
-- Formulate a context statement: "When [situation], I want to [progress], so I can [result]."
-
-### Step 2 — Functional Jobs
-Determine the practical tasks the customer is trying to accomplish:
-- **Main Job** — the primary goal (one).
-- **Related Jobs** — what else needs to be done in that context (2-5).
-- **Consumption Chain Jobs** — purchasing, setting up, learning, maintaining (2-4).
-- Formulation: **verb + object + context** (without tying it to a specific solution).
-
-> Correctness test: if the wording contains a product name, brand, or technology — it is a Feature, not a Job. Reformulate.
-
-### Step 3 — Emotional Jobs
-Determine how the customer wants to feel:
-- Confidence, control, peace of mind.
-- Satisfaction, pride, achievement.
-- Relief from anxiety, stress, uncertainty.
-- Formulation: "Feel [emotion] when [context]."
-
-### Step 4 — Social Jobs
-Determine how the customer wants to be perceived by others:
-- Professionalism, expertise, competence.
-- Innovation, progressiveness.
-- Reliability, responsibility.
-- Formulation: "Be perceived as [quality] by [audience]."
-
-### Step 5 — Job Map (Main Job Steps)
-Break down the Main Job using the Universal Job Map:
-
-| Step | Description | Analysis Question |
-|------|-------------|-------------------|
-| 1. **Define** | Determine what needs to be done | How does the customer formulate the goal? What objectives are set? |
-| 2. **Locate** | Find resources and inputs | What needs to be found/gathered before execution? |
-| 3. **Prepare** | Get ready to execute | How does the customer prepare the environment, tools, data? |
-| 4. **Confirm** | Verify readiness | How do they check that everything is in place? |
-| 5. **Execute** | Perform the task | What exactly are they doing? What are the steps? |
-| 6. **Monitor** | Track progress | How do they know things are on track? |
-| 7. **Modify** | Correct issues if they arise | What do they do if something goes wrong? |
-| 8. **Conclude** | Finish the task | How is the result finalized? What happens next? |
-
-For each step: what the customer does now, where the friction is, what can be improved.
-
-### Step 6 — Prioritization (Importance vs Satisfaction)
-Score each Job on two scales (1-10):
-- **Importance** — how important this job is to the customer.
-- **Satisfaction** — how well current solutions get the job done.
-
-| Zone | Condition | Interpretation |
-|------|-----------|----------------|
-| **Underserved** | High Importance + Low Satisfaction | Core opportunity — customer wants it but isn't getting it |
-| **Served** | Importance ≈ Satisfaction | Current level is sufficient |
-| **Overserved** | Low Importance + High Satisfaction | Over-invested — could be simplified |
-
-### Step 7 — Outcome Expectations
-Define expected outcomes for each priority Job:
-
-| Job | Outcome | Metric | Minimum | Ideal | Current Level | Gap |
-|-----|---------|--------|:-------:|:-----:|:-------------:|:---:|
-| [F1] | [Result] | [How to measure] | [Value] | [Value] | [Value] | [Δ] |
-
-- Metrics: speed, quality, cost, convenience, reliability.
-- Gap = Ideal − Current Level. The larger the Gap, the larger the opportunity.
-
-### Step 8 — Competing Solutions
-For each Job:
-
-| Job | Direct Competitor | Indirect | DIY | "Do nothing" |
-|-----|-------------------|----------|-----|--------------|
-| [F1] | [Product A] | [Category B] | [Excel, manual process] | [Consequences: loses X] |
-
-- **Switching triggers:** what will cause the customer to switch from their current solution.
-- **Barriers:** what keeps them on the current solution (habit, switching costs, fear).
-
-### Step 9 — Opportunity Score
-Calculate the Opportunity Score for each Job:
-
-**Formula:** `Opportunity = Importance + max(Importance - Satisfaction, 0)`
-
-| Threshold | Status | Recommendation |
-|:---------:|--------|----------------|
-| > 15 | 🔴 Underserved | Priority — high potential for the product |
-| 10-15 | 🟡 Served | Maintain, seek targeted improvements |
-| < 10 | 🟢 Overserved | Do not invest, consider simplifying |
-
-Rank all Jobs by Opportunity Score.
-
-### Step 10 — Jobs → Product Opportunities
-Translate underserved Jobs into specific product opportunities:
-
-| # | Underserved Job | Opportunity Score | Job Map Friction | Product Opportunity | Type |
-|---|-----------------|:-----------------:|------------------|---------------------|:----:|
-| 1 | [F1] | XX | [Job Map step with friction] | [What the product can do] | Feature / Improvement / New Product |
-
-- **Feature** — add functionality addressing a specific Job Map step.
-- **Improvement** — improve an existing feature (reduce friction).
-- **New Product** — if the Job requires a fundamentally new solution → trigger `$blue-ocean-strategy`.
-
-## Example — SaaS: Recruiting Automation Platform
-
-**Context:** HR platform, persona "Marina" (HR Director, 50-200 employees, 15+ open roles).
-
-### Context Statement
-> When a company has 15+ open roles simultaneously, the HR Director wants to quickly close positions with suitable candidates so that the business does not lose money due to unfilled roles.
-
-### Functional Jobs
-
-| # | Job | Imp. | Sat. | Opp. | Status |
-|---|-----|:----:|:----:|:----:|:------:|
-| F1 | Filter suitable candidates from a resume stream (15+ roles) | 9 | 4 | **14** | 🔴 Underserved |
-| F2 | Approve a candidate with the hiring manager in 1-2 days | 8 | 3 | **13** | 🔴 Underserved |
-| F3 | Track the status of all current open roles in one place | 7 | 5 | **9** | 🟢 Overserved |
-| F4 | Import roles and resumes from external sources (e.g. Indeed) | 8 | 2 | **14** | 🔴 Underserved |
-| F5 | Prepare a hiring efficiency report for the CEO | 6 | 4 | **8** | 🟢 Overserved |
-
-### Emotional Jobs
-
-| # | Job | Imp. | Sat. | Opp. |
-|---|-----|:----:|:----:|:----:|
-| E1 | Feel in control when managing 15+ roles simultaneously | 9 | 3 | **15** 🔴 |
-| E2 | Relieve anxiety about a candidate getting "lost" in the process | 8 | 4 | **12** 🟡 |
-
-### Social Jobs
-
-| # | Job | Imp. | Sat. | Opp. |
-|---|-----|:----:|:----:|:----:|
-| S1 | Be perceived as an effective HR leader by the CEO | 8 | 5 | **11** 🟡 |
-| S2 | Demonstrate a tech-savvy approach in front of the team | 6 | 6 | **6** 🟢 |
-
-### Job Map — Main Job (F1: Filter candidates)
-
-| Step | Current Behavior | Friction | Opportunity |
-|------|------------------|----------|-------------|
-| Define | Formulates requirements mentally | No standardized template → vague criteria | Requirements template with must/nice-to-have |
-| Locate | Searches for resumes manually | Manual search for 15 roles = 3h/day | Auto-import via API |
-| Prepare | Copies resumes into Excel | Formatting breaks, no unified view | Auto-parsing of resumes |
-| Confirm | Visually checks for fit | Highly subjective, misses candidates | AI-scoring based on criteria |
-| Execute | Emails the manager | Manager forgets, no SLAs | In-app approvals with deadlines |
-| Monitor | Asks the manager via chat | Zero visibility into status | Dashboard with a pipeline |
-
-### Jobs → Product Opportunities
-
-| # | Job | Opp. | Friction | Opportunity | Type |
-|---|-----|:----:|----------|-------------|:----:|
-| 1 | F4: Import from external sources | 14 | Locate: manual search 3h/day | API integration | Feature |
-| 2 | F1: Filter candidates | 14 | Confirm: subjective scoring | AI-scoring by must/nice-to-have | Feature |
-| 3 | F2: Approve with manager | 13 | Execute: email without SLA | In-app approvals with deadlines | Improvement |
-
-## Validation (Quality Gate)
-
-- [ ] Identified at least 5 functional jobs formulated as "verb + object + context"
-- [ ] Identified at least 3 emotional jobs
-- [ ] Identified at least 2 social jobs
-- [ ] All jobs formulated without tying them to a specific solution (test: no product names)
-- [ ] Job Map built for the Main Job (8 steps of the Universal Job Map)
-- [ ] For each Job Map step: current behavior, friction, and opportunity defined
-- [ ] Prioritization via Importance × Satisfaction is completed
-- [ ] Opportunity Score calculated, Jobs ranked
-- [ ] Competing solutions (4 levels) and switching triggers defined for each priority Job
-- [ ] Outcome Expectations defined with metrics, minimum, ideal, and gap
-- [ ] Underserved Jobs translated into product opportunities
-- [ ] Data sources cited; data older than 12 months marked with ⚠️
-
-> If validation fails — revise and refine until it passes, rather than proceeding to the next step.
-
-## Handoff
-The output of `$jtbd-analysis` serves as input for:
-- **Strategist / Product Manager** — priority Jobs for product strategy.
-- **`icp-buyer-persona`** — enriching personas with jobs and expectations.
-- **`competitive-analysis`** — competing solutions for benchmarking.
-- **`customer-journey-mapping`** — jobs at each stage of the customer journey.
-- **`unit-economics`** — willingness to pay based on the value of jobs to be done.
-- **`blue-ocean-strategy`** — if underserved Jobs require a radically new solution.
-
-Handoff format: ranked list of Jobs with Opportunity Scores + Job Map + product opportunities. Use `$handoff` to transfer context.
-
-## Anti-patterns
-
-| Error | Why it's bad | Correct Approach |
-|-------|--------------|------------------|
-| Job is tied to a solution | "Wants to use our API" is a Feature, not a Job | Frame via progress: "verb + object + context" |
-| Only functional Jobs | Emotional and social context are ignored | Always analyze all three types |
-| Without prioritization | All Jobs appear equally important | Importance × Satisfaction → Opportunity Score |
-| Free of competing solutions | Unclear what we are competing against | For each Job: direct, indirect, DIY, "do nothing" |
-| Excessively abstract Jobs | "Wants to be successful" is not actionable | Specific context: "close 15 roles in 30 days" |
-| Confusing Job and Feature | Job = customer's task, Feature = provider's solution | Separate layers, translate via Job Map |
-| Without Outcome Expectations | Unclear how to measure success | Metric + minimum + ideal + current level + gap |
-| Missing Job Map | Unclear where the exact friction points lie | Universal Job Map: 8 steps for the Main Job |
-| Opportunity Score without actions | We know it's underserved, but don't know what to do | Jobs → Product Opportunities with type: feature / improvement / new product |
-
-## Output Template
-
-```markdown
-### Jobs To Be Done — [Product / Service]
-
-**Target Audience:** [who]
-**Context:** [situation]
-**Data Type:** Primary (interviews N=X) / Secondary (reviews, forums)
-**Date of Analysis:** [date]
-
----
-
-#### Context Statement
-> When [situation], [persona] wants to [progress], so they can [result].
-
----
-
-#### Job Hierarchy
-
-##### Functional Jobs
-
-| # | Job | Imp. (1-10) | Sat. (1-10) | Opp. Score | Status | Source |
-|---|-----|:-----------:|:-----------:|:----------:|:------:|--------|
-| F1 | [Main Job: verb + object + context] | X | X | XX | 🔴/🟡/🟢 | [Source] |
-| F2 | [Related Job] | X | X | XX | 🔴/🟡/🟢 | [Source] |
-
-##### Emotional Jobs
-
-| # | Job | Imp. | Sat. | Opp. | Source |
-|---|-----|:----:|:----:|:----:|--------|
-| E1 | Feel [emotion] when [context] | X | X | XX | [Source] |
-
-##### Social Jobs
-
-| # | Job | Imp. | Sat. | Opp. | Source |
-|---|-----|:----:|:----:|:----:|--------|
-| S1 | Be perceived as [quality] by [audience] | X | X | XX | [Source] |
-
----
-
-#### Job Map — Main Job ([F1])
-
-| Step | Current Behavior | Friction | Opportunity |
-|------|------------------|----------|-------------|
-| Define | [Description] | [Problem] | [Solution] |
-| Locate | [Description] | [Problem] | [Solution] |
-| Prepare | [Description] | [Problem] | [Solution] |
-| Confirm | [Description] | [Problem] | [Solution] |
-| Execute | [Description] | [Problem] | [Solution] |
-| Monitor | [Description] | [Problem] | [Solution] |
-| Modify | [Description] | [Problem] | [Solution] |
-| Conclude | [Description] | [Problem] | [Solution] |
-
----
-
-#### Opportunity Score Matrix
-
-| Zone | Jobs | Opp. Score | Recommendation |
-|------|------|:----------:|----------------|
-| 🔴 Underserved (>15) | [F1, E1, ...] | XX-XX | Priority for development |
-| 🟡 Served (10-15) | [F2, S1, ...] | XX-XX | Maintain, targeted improvements |
-| 🟢 Overserved (<10) | [F3, ...] | XX-XX | Do not invest, consider simplifying |
-
----
-
-#### Competing Solutions
-
-| Job | Direct | Indirect | DIY | "Nothing" | Switching Trigger |
-|-----|--------|----------|-----|-----------|-------------------|
-| [F1] | [Product] | [Category] | [Method] | [Consequences] | [What will cause a switch] |
-
----
-
-#### Outcome Expectations (Top 3 Jobs)
-
-| Job | Outcome | Metric | Minimum | Ideal | Current | Gap |
-|-----|---------|--------|:-------:|:-----:|:-------:|:---:|
-| [F1] | [Result] | [Metric] | [Value] | [Value] | [Value] | [Δ] |
-
----
-
-#### Jobs → Product Opportunities
-
-| # | Underserved Job | Opp. | Job Map Friction | Opportunity | Type |
-|---|-----------------|:----:|------------------|-------------|:----:|
-| 1 | [F1] | XX | [Step: problem] | [What to do] | Feature / Improvement / New Product |
-
----
-
-#### Sources and Assumptions
-
-| # | Fact / Assumption | Source | Date | Reliability |
-|---|-------------------|--------|------|:-----------:|
-| 1 | [Fact] | [Source] | [Date] | ✅ / ⚠️ / 🔮 |
-
-Legend: ✅ Verified (interviews N≥5 / product data) | ⚠️ Estimated (reviews / 1 source) | 🔮 Assumed (hypothesis)
-```
+---
+name: jtbd-analysis
+description: Analysis of customer jobs — functional, emotional, social jobs, and opportunity score
+type: triggered
+domain: analytics
+owners:
+  - strategist
+gates:
+  - STRATEGIST
+tech: []
+topic: []
+triggers:
+  - "jtbd-analysis"
+  - "JTBD"
+  - "Jobs To Be Done"
+  - "задачи клиента"
+related: []
+budget_lines: 357
+schema_version: 1
+---
+# Jobs To Be Done — Customer Jobs Analysis
+
+## When to Use
+- During new product development — to identify the real jobs the customer is trying to get done.
+- When prioritizing features — to determine which jobs are underserved and represent the greatest opportunity.
+- When evaluating a value proposition — to understand what the customer is actually willing to pay for.
+- When churn is high — to find out which jobs the product fails to solve or solves poorly.
+
+## Input
+
+| Field | Required | Description |
+|-------|:--------:|-------------|
+| Product / service | ✅ | What is being analyzed |
+| Target audience | ✅ | Who the customer is (from `$icp-buyer-persona` or description) |
+| Usage context | ✅ | In what situation the customer uses the product |
+| Existing data | ⬚ | Interviews, surveys, reviews, support tickets |
+| Competitors | ⬚ | Alternatives the customer currently uses |
+| Job hypotheses | ⬚ | Preliminary assumptions from the team |
+
+> If mandatory fields are not provided — **request them from the user** before starting the analysis. Do not make assumptions.
+
+## Data Sources
+1. **Web Search** — customer reviews, forum discussions, video reviews.
+2. **Reviews** — App Store, Google Play, G2, Capterra, Trustpilot, Amazon Reviews.
+3. **Forums & Communities** — Reddit, Quora, Stack Overflow, thematic groups.
+4. **Competitive Analysis** — how competitors position their solutions (what Jobs they address).
+5. **Customer Data** — interviews, surveys, CRM data, support tickets.
+
+> For each Job — at least 1 source confirming its existence. Mark data older than 12 months with ⚠️.
+
+### Integration with Other Skills
+| Skill | What We Take | When to Trigger |
+|-------|--------------|-----------------|
+| `icp-buyer-persona` | Personas, goals, pains, context (steps 0-1) | If the target audience is undefined |
+| `competitive-analysis` | How competitors address Jobs, white spaces (step 7) | To identify competing solutions |
+| `customer-journey-mapping` | Points where Jobs arise in the customer journey (step 1) | To link Jobs to journey stages |
+| `web-research` | Reviews, discussions, customer pain points | If primary data (interviews/surveys) is lacking |
+| `blue-ocean-strategy` | ERRC factors to create new value | If underserved Jobs require a radically new solution |
+| `cohort-analysis` | Correlation between Jobs and retention (step 8) | If needed to understand which Jobs impact retention |
+
+## Protocol
+
+### Step 0 — Context Gathering
+1. Verify the availability of required input data.
+2. Determine the level of analysis: the entire product or a specific feature / scenario.
+3. Determine data type: primary (interviews, surveys) or secondary (reviews, forums, benchmarks).
+4. If the persona is undefined — trigger `$icp-buyer-persona`.
+
+### Step 1 — Defining Context (When / Where / Why)
+- **When:** in what situation the need arises (trigger).
+- **Where:** physical and digital context of use.
+- **Why:** what progress the customer wants to achieve.
+- Formulate a context statement: "When [situation], I want to [progress], so I can [result]."
+
+### Step 2 — Functional Jobs
+Determine the practical tasks the customer is trying to accomplish:
+- **Main Job** — the primary goal (one).
+- **Related Jobs** — what else needs to be done in that context (2-5).
+- **Consumption Chain Jobs** — purchasing, setting up, learning, maintaining (2-4).
+- Formulation: **verb + object + context** (without tying it to a specific solution).
+
+> Correctness test: if the wording contains a product name, brand, or technology — it is a Feature, not a Job. Reformulate.
+
+### Step 3 — Emotional Jobs
+Determine how the customer wants to feel:
+- Confidence, control, peace of mind.
+- Satisfaction, pride, achievement.
+- Relief from anxiety, stress, uncertainty.
+- Formulation: "Feel [emotion] when [context]."
+
+### Step 4 — Social Jobs
+Determine how the customer wants to be perceived by others:
+- Professionalism, expertise, competence.
+- Innovation, progressiveness.
+- Reliability, responsibility.
+- Formulation: "Be perceived as [quality] by [audience]."
+
+### Step 5 — Job Map (Main Job Steps)
+Break down the Main Job using the Universal Job Map:
+
+| Step | Description | Analysis Question |
+|------|-------------|-------------------|
+| 1. **Define** | Determine what needs to be done | How does the customer formulate the goal? What objectives are set? |
+| 2. **Locate** | Find resources and inputs | What needs to be found/gathered before execution? |
+| 3. **Prepare** | Get ready to execute | How does the customer prepare the environment, tools, data? |
+| 4. **Confirm** | Verify readiness | How do they check that everything is in place? |
+| 5. **Execute** | Perform the task | What exactly are they doing? What are the steps? |
+| 6. **Monitor** | Track progress | How do they know things are on track? |
+| 7. **Modify** | Correct issues if they arise | What do they do if something goes wrong? |
+| 8. **Conclude** | Finish the task | How is the result finalized? What happens next? |
+
+For each step: what the customer does now, where the friction is, what can be improved.
+
+### Step 6 — Prioritization (Importance vs Satisfaction)
+Score each Job on two scales (1-10):
+- **Importance** — how important this job is to the customer.
+- **Satisfaction** — how well current solutions get the job done.
+
+| Zone | Condition | Interpretation |
+|------|-----------|----------------|
+| **Underserved** | High Importance + Low Satisfaction | Core opportunity — customer wants it but isn't getting it |
+| **Served** | Importance ≈ Satisfaction | Current level is sufficient |
+| **Overserved** | Low Importance + High Satisfaction | Over-invested — could be simplified |
+
+### Step 7 — Outcome Expectations
+Define expected outcomes for each priority Job:
+
+| Job | Outcome | Metric | Minimum | Ideal | Current Level | Gap |
+|-----|---------|--------|:-------:|:-----:|:-------------:|:---:|
+| [F1] | [Result] | [How to measure] | [Value] | [Value] | [Value] | [Δ] |
+
+- Metrics: speed, quality, cost, convenience, reliability.
+- Gap = Ideal − Current Level. The larger the Gap, the larger the opportunity.
+
+### Step 8 — Competing Solutions
+For each Job:
+
+| Job | Direct Competitor | Indirect | DIY | "Do nothing" |
+|-----|-------------------|----------|-----|--------------|
+| [F1] | [Product A] | [Category B] | [Excel, manual process] | [Consequences: loses X] |
+
+- **Switching triggers:** what will cause the customer to switch from their current solution.
+- **Barriers:** what keeps them on the current solution (habit, switching costs, fear).
+
+### Step 9 — Opportunity Score
+Calculate the Opportunity Score for each Job:
+
+**Formula:** `Opportunity = Importance + max(Importance - Satisfaction, 0)`
+
+| Threshold | Status | Recommendation |
+|:---------:|--------|----------------|
+| > 15 | 🔴 Underserved | Priority — high potential for the product |
+| 10-15 | 🟡 Served | Maintain, seek targeted improvements |
+| < 10 | 🟢 Overserved | Do not invest, consider simplifying |
+
+Rank all Jobs by Opportunity Score.
+
+### Step 10 — Jobs → Product Opportunities
+Translate underserved Jobs into specific product opportunities:
+
+| # | Underserved Job | Opportunity Score | Job Map Friction | Product Opportunity | Type |
+|---|-----------------|:-----------------:|------------------|---------------------|:----:|
+| 1 | [F1] | XX | [Job Map step with friction] | [What the product can do] | Feature / Improvement / New Product |
+
+- **Feature** — add functionality addressing a specific Job Map step.
+- **Improvement** — improve an existing feature (reduce friction).
+- **New Product** — if the Job requires a fundamentally new solution → trigger `$blue-ocean-strategy`.
+
+## Example — SaaS: Recruiting Automation Platform
+
+**Context:** HR platform, persona "Marina" (HR Director, 50-200 employees, 15+ open roles).
+
+### Context Statement
+> When a company has 15+ open roles simultaneously, the HR Director wants to quickly close positions with suitable candidates so that the business does not lose money due to unfilled roles.
+
+### Functional Jobs
+
+| # | Job | Imp. | Sat. | Opp. | Status |
+|---|-----|:----:|:----:|:----:|:------:|
+| F1 | Filter suitable candidates from a resume stream (15+ roles) | 9 | 4 | **14** | 🔴 Underserved |
+| F2 | Approve a candidate with the hiring manager in 1-2 days | 8 | 3 | **13** | 🔴 Underserved |
+| F3 | Track the status of all current open roles in one place | 7 | 5 | **9** | 🟢 Overserved |
+| F4 | Import roles and resumes from external sources (e.g. Indeed) | 8 | 2 | **14** | 🔴 Underserved |
+| F5 | Prepare a hiring efficiency report for the CEO | 6 | 4 | **8** | 🟢 Overserved |
+
+### Emotional Jobs
+
+| # | Job | Imp. | Sat. | Opp. |
+|---|-----|:----:|:----:|:----:|
+| E1 | Feel in control when managing 15+ roles simultaneously | 9 | 3 | **15** 🔴 |
+| E2 | Relieve anxiety about a candidate getting "lost" in the process | 8 | 4 | **12** 🟡 |
+
+### Social Jobs
+
+| # | Job | Imp. | Sat. | Opp. |
+|---|-----|:----:|:----:|:----:|
+| S1 | Be perceived as an effective HR leader by the CEO | 8 | 5 | **11** 🟡 |
+| S2 | Demonstrate a tech-savvy approach in front of the team | 6 | 6 | **6** 🟢 |
+
+### Job Map — Main Job (F1: Filter candidates)
+
+| Step | Current Behavior | Friction | Opportunity |
+|------|------------------|----------|-------------|
+| Define | Formulates requirements mentally | No standardized template → vague criteria | Requirements template with must/nice-to-have |
+| Locate | Searches for resumes manually | Manual search for 15 roles = 3h/day | Auto-import via API |
+| Prepare | Copies resumes into Excel | Formatting breaks, no unified view | Auto-parsing of resumes |
+| Confirm | Visually checks for fit | Highly subjective, misses candidates | AI-scoring based on criteria |
+| Execute | Emails the manager | Manager forgets, no SLAs | In-app approvals with deadlines |
+| Monitor | Asks the manager via chat | Zero visibility into status | Dashboard with a pipeline |
+
+### Jobs → Product Opportunities
+
+| # | Job | Opp. | Friction | Opportunity | Type |
+|---|-----|:----:|----------|-------------|:----:|
+| 1 | F4: Import from external sources | 14 | Locate: manual search 3h/day | API integration | Feature |
+| 2 | F1: Filter candidates | 14 | Confirm: subjective scoring | AI-scoring by must/nice-to-have | Feature |
+| 3 | F2: Approve with manager | 13 | Execute: email without SLA | In-app approvals with deadlines | Improvement |
+
+## Validation (Quality Gate)
+
+- [ ] Identified at least 5 functional jobs formulated as "verb + object + context"
+- [ ] Identified at least 3 emotional jobs
+- [ ] Identified at least 2 social jobs
+- [ ] All jobs formulated without tying them to a specific solution (test: no product names)
+- [ ] Job Map built for the Main Job (8 steps of the Universal Job Map)
+- [ ] For each Job Map step: current behavior, friction, and opportunity defined
+- [ ] Prioritization via Importance × Satisfaction is completed
+- [ ] Opportunity Score calculated, Jobs ranked
+- [ ] Competing solutions (4 levels) and switching triggers defined for each priority Job
+- [ ] Outcome Expectations defined with metrics, minimum, ideal, and gap
+- [ ] Underserved Jobs translated into product opportunities
+- [ ] Data sources cited; data older than 12 months marked with ⚠️
+
+> If validation fails — revise and refine until it passes, rather than proceeding to the next step.
+
+## Handoff
+The output of `$jtbd-analysis` serves as input for:
+- **Strategist / Product Manager** — priority Jobs for product strategy.
+- **`icp-buyer-persona`** — enriching personas with jobs and expectations.
+- **`competitive-analysis`** — competing solutions for benchmarking.
+- **`customer-journey-mapping`** — jobs at each stage of the customer journey.
+- **`unit-economics`** — willingness to pay based on the value of jobs to be done.
+- **`blue-ocean-strategy`** — if underserved Jobs require a radically new solution.
+
+Handoff format: ranked list of Jobs with Opportunity Scores + Job Map + product opportunities. Use `$handoff` to transfer context.
+
+## Anti-patterns
+
+| Error | Why it's bad | Correct Approach |
+|-------|--------------|------------------|
+| Job is tied to a solution | "Wants to use our API" is a Feature, not a Job | Frame via progress: "verb + object + context" |
+| Only functional Jobs | Emotional and social context are ignored | Always analyze all three types |
+| Without prioritization | All Jobs appear equally important | Importance × Satisfaction → Opportunity Score |
+| Free of competing solutions | Unclear what we are competing against | For each Job: direct, indirect, DIY, "do nothing" |
+| Excessively abstract Jobs | "Wants to be successful" is not actionable | Specific context: "close 15 roles in 30 days" |
+| Confusing Job and Feature | Job = customer's task, Feature = provider's solution | Separate layers, translate via Job Map |
+| Without Outcome Expectations | Unclear how to measure success | Metric + minimum + ideal + current level + gap |
+| Missing Job Map | Unclear where the exact friction points lie | Universal Job Map: 8 steps for the Main Job |
+| Opportunity Score without actions | We know it's underserved, but don't know what to do | Jobs → Product Opportunities with type: feature / improvement / new product |
+
+## Output Template
+
+```markdown
+### Jobs To Be Done — [Product / Service]
+
+**Target Audience:** [who]
+**Context:** [situation]
+**Data Type:** Primary (interviews N=X) / Secondary (reviews, forums)
+**Date of Analysis:** [date]
+
+---
+
+#### Context Statement
+> When [situation], [persona] wants to [progress], so they can [result].
+
+---
+
+#### Job Hierarchy
+
+##### Functional Jobs
+
+| # | Job | Imp. (1-10) | Sat. (1-10) | Opp. Score | Status | Source |
+|---|-----|:-----------:|:-----------:|:----------:|:------:|--------|
+| F1 | [Main Job: verb + object + context] | X | X | XX | 🔴/🟡/🟢 | [Source] |
+| F2 | [Related Job] | X | X | XX | 🔴/🟡/🟢 | [Source] |
+
+##### Emotional Jobs
+
+| # | Job | Imp. | Sat. | Opp. | Source |
+|---|-----|:----:|:----:|:----:|--------|
+| E1 | Feel [emotion] when [context] | X | X | XX | [Source] |
+
+##### Social Jobs
+
+| # | Job | Imp. | Sat. | Opp. | Source |
+|---|-----|:----:|:----:|:----:|--------|
+| S1 | Be perceived as [quality] by [audience] | X | X | XX | [Source] |
+
+---
+
+#### Job Map — Main Job ([F1])
+
+| Step | Current Behavior | Friction | Opportunity |
+|------|------------------|----------|-------------|
+| Define | [Description] | [Problem] | [Solution] |
+| Locate | [Description] | [Problem] | [Solution] |
+| Prepare | [Description] | [Problem] | [Solution] |
+| Confirm | [Description] | [Problem] | [Solution] |
+| Execute | [Description] | [Problem] | [Solution] |
+| Monitor | [Description] | [Problem] | [Solution] |
+| Modify | [Description] | [Problem] | [Solution] |
+| Conclude | [Description] | [Problem] | [Solution] |
+
+---
+
+#### Opportunity Score Matrix
+
+| Zone | Jobs | Opp. Score | Recommendation |
+|------|------|:----------:|----------------|
+| 🔴 Underserved (>15) | [F1, E1, ...] | XX-XX | Priority for development |
+| 🟡 Served (10-15) | [F2, S1, ...] | XX-XX | Maintain, targeted improvements |
+| 🟢 Overserved (<10) | [F3, ...] | XX-XX | Do not invest, consider simplifying |
+
+---
+
+#### Competing Solutions
+
+| Job | Direct | Indirect | DIY | "Nothing" | Switching Trigger |
+|-----|--------|----------|-----|-----------|-------------------|
+| [F1] | [Product] | [Category] | [Method] | [Consequences] | [What will cause a switch] |
+
+---
+
+#### Outcome Expectations (Top 3 Jobs)
+
+| Job | Outcome | Metric | Minimum | Ideal | Current | Gap |
+|-----|---------|--------|:-------:|:-----:|:-------:|:---:|
+| [F1] | [Result] | [Metric] | [Value] | [Value] | [Value] | [Δ] |
+
+---
+
+#### Jobs → Product Opportunities
+
+| # | Underserved Job | Opp. | Job Map Friction | Opportunity | Type |
+|---|-----------------|:----:|------------------|-------------|:----:|
+| 1 | [F1] | XX | [Step: problem] | [What to do] | Feature / Improvement / New Product |
+
+---
+
+#### Sources and Assumptions
+
+| # | Fact / Assumption | Source | Date | Reliability |
+|---|-------------------|--------|------|:-----------:|
+| 1 | [Fact] | [Source] | [Date] | ✅ / ⚠️ / 🔮 |
+
+Legend: ✅ Verified (interviews N≥5 / product data) | ⚠️ Estimated (reviews / 1 source) | 🔮 Assumed (hypothesis)
+```