cue-ai 0.9.2 → 0.9.3

package/resources/skills/skills/career/job-hunter/agents/career-network-message.md

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+# Network Message Generator
+
+## What This Does
+
+Writes context-aware messages to stay warm with your professional network
+between job searches — not "just checking in" noise, but specific messages
+people actually respond to.
+
+The people who get calls before they need them are the ones who stayed
+visible. This agent helps you do that without it feeling transactional
+or awkward.
+
+## Instructions for Claude Code
+
+### Step 1 — Load inputs
+
+Read `inputs/my-resume.md`.
+Read `rules/writing-rules.md`.
+
+Ask the user:
+
+```
+Tell me about who you're reaching out to:
+
+1. Who is this person? (role, company, how you know them)
+2. How long since you've been in touch?
+3. What's changed in your world since then?
+4. Is there anything happening in their world you know about?
+   (new role, company news, something they posted, conference, etc.)
+5. What do you want from this interaction?
+   - Stay warm (no ask)
+   - Get their read on a company or role
+   - Get introduced to someone
+   - Get referred for a specific job
+   - Reconnect before you start a search
+```
+
+Wait for their answers.
+
+### Step 2 — Generate the right message
+
+**If the goal is Stay Warm (no ask):**
+- Lead with something specific to them — a post they made, news about their company, something they'd care about
+- Share one genuine update about yourself — what you're working on or thinking about
+- End with a low-friction question they'd enjoy answering
+- 60-80 words max
+- Medium: LinkedIn DM or email depending on relationship warmth
+
+**If the goal is Get Their Read:**
+- Brief context on what you're exploring
+- One specific question that respects their time and expertise
+- Make it clear you value their perspective, not their connections
+- 80-100 words
+- Email or LinkedIn depending on recency of relationship
+
+**If the goal is Get an Introduction:**
+- Be explicit about who you want to meet and why
+- Give them the context they need to make the intro
+- Make it easy — offer to write the intro email yourself
+- 80-120 words
+- Only ask if you have an established relationship
+
+**If the goal is Get Referred:**
+- Be direct about the specific role
+- Tell them why you're a strong fit in one sentence
+- Make it easy — link to the job, offer to send your resume
+- Never put them in an awkward position — ask if they're comfortable, don't assume
+- 80-100 words
+
+**If the goal is Reconnect Before a Search:**
+- Don't lead with "I'm looking"
+- Reconnect genuinely first
+- Only mention the search if the conversation goes there
+- 60-80 words
+- Follow up with the search context in a second message
+
+### Step 3 — Write 2 versions
+
+**Version A — LinkedIn DM** (shorter, more casual, no subject line)
+**Version B — Email** (slightly more formal, needs subject line)
+
+### Step 4 — Subject lines (email version)
+
+Write 3 options:
+- One referencing something specific to them
+- One referencing a shared history or connection
+- One direct and minimal
+
+### Step 5 — Sequence guidance
+
+If this is a cold reconnect after 1+ years:
+Write a 2-message sequence:
+- Message 1: Reconnect with no ask
+- Message 2 (if they respond): The real purpose
+
+### Step 6 — Save output
+
+Write to `outputs/network-message.md`.
+
+## ✅ What to do next
+
+```
+npm run send-email     ← send the message via Gmail
+npm run referrals      ← if you want to find who to reach out to at a target company
+npm run outreach       ← if this is a cold contact with no prior relationship
+```
+
+Apply all rules from `rules/writing-rules.md`.

package/resources/skills/skills/career/job-hunter/agents/career-promote.md

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+# Promotion Case Builder
+
+## What This Does
+
+Builds the written case for your promotion. The hardest part of getting promoted
+is articulating your own value in the language your manager needs to sell it
+upstairs. Most people either undersell, ramble, or make it about tenure instead
+of impact.
+
+This agent builds the case your manager can take to their manager.
+
+## Instructions for Claude Code
+
+### Step 1 — Gather context
+
+Ask the user for the following (collect all at once, not one at a time):
+
+> To build your promotion case I need:
+> 1. Your current title and the title you're targeting
+> 2. How long you've been in your current role
+> 3. Your top 5 accomplishments since your last review or promotion — with numbers where you have them
+> 4. What your manager has said about your performance (informal feedback, review language, anything)
+> 5. Who else might be considered for this promotion (if anyone) — no names needed, just context
+> 6. What the biggest objection to promoting you might be
+> 7. What company or team goal you've contributed to most directly
+
+Wait for their answers before proceeding.
+
+### Step 2 — Analyze the case
+
+Silently assess:
+- How strong is the accomplishment set? Does it demonstrate impact at the next level, or just doing the current job well?
+- What is the likely objection and how strong is it?
+- Is the timing right based on what they've shared?
+- What framing will resonate most with a manager pitching this upstairs?
+
+### Step 3 — Build the promotion document
+
+Write a 1-page promotion case the user can share with their manager or use
+to structure the conversation. Format:
+
+```
+PROMOTION CASE — [Current Title] → [Target Title]
+[Name] | [Date]
+
+THE ONE-LINE CASE:
+[The single sentence that summarizes why this promotion is right, now.
+Not "I've been here X years." Impact-based.]
+
+IMPACT AT THE NEXT LEVEL:
+[3-4 bullet points showing they're already operating at the target level.
+Each bullet: specific accomplishment + quantified result + connection to
+company or team goal. Past tense — things already done, not things they plan to do.]
+
+WHAT CHANGES WITH THE TITLE:
+[2-3 bullets on what expanded scope, responsibility, or ownership looks like.
+This is the forward-looking section — brief.]
+
+THE NUMBERS:
+[A tight summary of quantified impact: revenue influenced, costs reduced,
+team outcomes, customer metrics — whatever is most relevant and strongest.]
+
+WHY NOW:
+[1-2 sentences on timing. What has changed or been demonstrated recently
+that makes this the right moment? Not "I've been patient." Something earned.]
+```
+
+### Step 4 — Talking points for the conversation
+
+Write 5 talking points for the actual conversation with the manager:
+- How to open it (not "I wanted to talk about my compensation")
+- How to present the case without sounding like you're reading from a document
+- How to handle the most likely objection
+- How to ask directly without being aggressive
+- How to close — what you're asking for and by when
+
+### Step 5 — What to fix first
+
+If the accomplishment set is weak or the case isn't ready yet, say so directly:
+> "Your case isn't ready yet. Here's what you need before this conversation
+> will land: [specific gaps]. Come back when you have [specific thing]."
+
+Don't build a weak case. A bad promotion conversation is worse than no promotion
+conversation.
+
+### Step 6 — Save output
+
+Write to `outputs/promotion-case.md`.
+
+## Tone
+
+Honest. If the case is strong, say so and build it. If it's not ready, say so
+and explain why. Getting promoted requires making a real argument — not just
+showing up and asking. This agent builds the real argument.
+
+---
+
+## ✅ What to do next
+
+If the case is ready — schedule the conversation. Don't wait for review season.
+
+If the case isn't ready yet — the agent told you what's missing. Go build it.

package/resources/skills/skills/career/job-hunter/agents/career-review.md

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+# Performance Review Prep
+
+## What This Does
+
+Prepares you for your performance review conversation — what to say, what to
+quantify, how to frame the ask, and how to handle whatever rating comes back.
+
+Most people walk into reviews unprepared and walk out having left money and
+opportunity on the table.
+
+## Instructions for Claude Code
+
+### Step 1 — Gather context
+
+Ask the user:
+
+> For your review prep I need:
+> 1. Your role and how long you've been in it
+> 2. Your top accomplishments this review period — with numbers
+> 3. Anything that didn't go well — projects that slipped, missed targets, conflicts
+> 4. What rating you're expecting and what you think you deserve (they may differ)
+> 5. Are you asking for a raise, a promotion, or both?
+> 6. What has your manager said about your performance informally this year?
+> 7. What's the company's financial situation — are raises happening or frozen?
+
+### Step 2 — Build the review prep guide
+
+**SELF-ASSESSMENT NARRATIVE**
+A 3-4 sentence summary of the year in their own voice. What they accomplished,
+what they learned, and where they're headed. This is what they say when the
+manager asks "how do you think this year went?" — not a list, a narrative.
+
+**ACCOMPLISHMENT BULLETS — REVIEW READY**
+Rewrite their accomplishments in review language: specific, quantified, connected
+to team or company goals. These go in any self-evaluation form.
+
+**THE ASK**
+Whether it's a raise, a promotion, or both — write out exactly how to ask.
+Not "I was hoping we could talk about compensation" but the actual words,
+the anchor number, and what to say if the first answer is no.
+
+**HOW TO HANDLE EACH RATING SCENARIO**
+- If they get the rating they expected: how to use it to anchor the ask
+- If they get a lower rating than expected: how to push back professionally
+  without burning the relationship
+- If they get a higher rating than expected: how to capitalize on it immediately
+- If raises are frozen: what to negotiate instead (title, scope, review timing,
+  remote flexibility, development budget)
+
+**THE THREE THINGS MOST PEOPLE FORGET TO DO IN REVIEWS**
+1. Ask for specific feedback, not just a rating
+2. Ask what "exceeds expectations" looks like for their role next year
+3. Confirm in writing what was agreed — follow up with an email summary
+
+**WHAT NOT TO SAY**
+Flag these and explain why:
+- "I feel like I deserve..." — feelings, not facts
+- "I've been here X years..." — tenure is not a performance argument
+- Comparing yourself to a colleague by name
+- Accepting a vague commitment ("we'll revisit this next quarter") without a date
+
+### Step 3 — Save output
+
+Write to `outputs/review-prep.md`.
+
+---
+
+## ✅ What to do next
+
+Review your prep guide the morning of. Walk in knowing your numbers.
+Follow up the conversation with a written summary email — confirms what was agreed.

package/resources/skills/skills/career/job-hunter/agents/interview-debrief.md

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+# Interview Debrief
+
+## What This Does
+
+Captures what just happened in your interview before the memory fades —
+what they asked, how you answered, what landed and what didn't, what to
+do differently next round.
+
+Most candidates walk out of interviews and don't process them. The ones
+who improve fast are the ones who debrief every single one. This agent
+runs the debrief while it's still fresh.
+
+Run this within 30 minutes of leaving the interview.
+
+## Instructions for Claude Code
+
+### Step 1 — Load inputs
+
+Read `inputs/my-resume.md`.
+Read `inputs/job-description.md`.
+Read `outputs/interview-prep.md` if it exists — compare what you prepared
+against what actually came up.
+Read `rules/writing-rules.md`.
+
+### Step 2 — Capture what happened
+
+Ask the user these questions one at a time. Wait for each answer before
+asking the next. Don't rush.
+
+```
+1. How long was the interview and who was in the room?
+   (title/role of each interviewer, not necessarily their names)
+
+2. Walk me through the questions they asked — in order if you can remember.
+   Don't edit yourself. Just list them.
+
+3. Which question caught you off guard?
+
+4. Which answer felt strongest?
+
+5. Which answer felt weakest or incomplete?
+
+6. Did they seem most interested in any particular part of your background?
+
+7. Were there any awkward moments, long pauses, or places where
+   the energy shifted?
+
+8. What did they say about next steps and timeline?
+
+9. Overall gut feel: is this a role you want? Does this company feel right?
+```
+
+### Step 3 — Grade the performance
+
+Based on what they shared, assess the interview honestly:
+
+**OVERALL: A / B / C / D**
+
+One paragraph honest assessment. What did this interview actually accomplish?
+
+**WHAT LANDED**
+2-4 specific things from the conversation that played well.
+
+**WHAT MISSED**
+2-4 specific things that could have been stronger.
+For each: what the better answer would have been.
+
+**THE QUESTION THAT MATTERED MOST**
+One question from the interview that likely carries the most weight in the
+decision. Why it matters. Whether the answer was strong enough.
+
+**RED FLAGS TO MONITOR**
+Anything in the conversation that should make the candidate think harder
+about whether they want this role — culture signals, vague answers about
+growth, anything that felt off.
+
+### Step 4 — Build next-round prep
+
+If there's a next round:
+
+**IF CALLED BACK — PREPARE FOR:**
+- The follow-up on your weakest answer (they'll probe it)
+- A deeper dive on the most-interested topic
+- Any open question you left unresolved
+- Likely addition of a new interviewer (different perspective coming)
+
+### Step 5 — Update the pipeline
+
+Tell the user:
+```
+Based on this debrief:
+
+WHAT TO DO IN THE NEXT 24 HOURS:
+1. Send a thank-you that addresses [specific thing from debrief]
+2. [Specific prep for next round if applicable]
+3. [Any follow-up you promised in the interview]
+```
+
+### Step 6 — Save output
+
+Write to `outputs/interview-debrief.md`.
+
+Tell the user:
+> Debrief complete. outputs/interview-debrief.md
+>
+> The most important thing right now:
+> [Single most important follow-up action]
+
+## ✅ What to do next
+
+```
+npm run send-thankyou  ← send your thank-you note within 24 hours
+npm run follow-up      ← if you haven't heard back in 5 days
+npm run interview      ← if called back, use this debrief to prep harder
+```
+
+Apply all rules from `rules/writing-rules.md`.

package/resources/skills/skills/career/job-hunter/agents/interview-mock.md

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+# Mock Interview — Interactive Mode
+
+## Instructions for Claude Code
+
+You are a senior hiring manager running a live mock interview. This is NOT a prep guide — this is a real-time simulation. One question at a time. You ask, the candidate answers, you grade, you move on.
+
+Do not generate all questions upfront. Do not show the candidate what's coming. Run this like an actual interview.
+
+---
+
+## Step 1 — Load inputs
+
+Read `inputs/my-resume.md`.
+Read `inputs/job-description.md`.
+If `outputs/resume-tailored.md` exists, read it.
+If `outputs/interview-story-bank.md` exists, read it — use it to calibrate what strong answers look like for this candidate.
+
+---
+
+## Step 2 — Set the stage
+
+Open with this exactly:
+
+```
+─────────────────────────────────────────
+MOCK INTERVIEW — [Role Title] at [Company]
+─────────────────────────────────────────
+
+I'll be playing the interviewer. This is a realistic simulation — I'll ask
+questions in the order a real interviewer would, push back when answers are
+vague, and grade each response before moving on.
+
+Answer each question as you would in the real interview. Don't hedge — commit
+to your answer. I'll tell you what worked, what didn't, and what to fix.
+
+Ready? Here's your first question.
+─────────────────────────────────────────
+```
+
+---
+
+## Step 3 — Run the interview
+
+Ask exactly 8 questions in this sequence (adjust wording to feel natural for this specific role):
+
+1. **Opener** — "Walk me through your background and why you're interested in this role."
+2. **Core competency** — A behavioral question tied to the #1 JD requirement
+3. **Accomplishment** — "Tell me about your biggest win in your last role."
+4. **Failure** — "Tell me about a time something didn't go the way you planned."
+5. **Role-specific** — A question about how they'd approach a specific challenge in this role
+6. **Objection** — The most likely concern about this candidate's background, asked directly
+7. **Culture/motivation** — "Why this company specifically, and why now?"
+8. **Close** — "What questions do you have for me?"
+
+---
+
+## Step 4 — After each answer
+
+Wait for the candidate's response. Then immediately grade it:
+
+```
+─────────────────────────────────────────
+GRADE: [A / B / C / D]
+
+WHAT LANDED:
+• [specific thing that worked]
+• [specific thing that worked]
+
+WHAT MISSED:
+• [specific thing that was weak, vague, or unconvincing]
+
+ONE FIX:
+[The single most important thing to change about that answer]
+
+─────────────────────────────────────────
+[Next question]
+```
+
+**Grading rubric:**
+- **A** — Specific, structured, compelling. Would move this candidate forward.
+- **B** — Solid but missing one key element (usually a number, a specific decision, or a clear result).
+- **C** — Too vague, too long, or generic. A real interviewer's attention drifts.
+- **D** — Raised a concern, dodged the real question, or contained a significant weakness.
+
+**Push back when:**
+- An answer has no specific numbers or outcomes
+- The candidate says "we" without explaining their individual role
+- The answer is over 3 minutes long (flag it — most candidates talk too long)
+- The failure question gets a non-failure answer ("my biggest weakness is I work too hard")
+
+When you push back, do it the way a real interviewer does — with a follow-up question, not a lecture:
+- "Can you be more specific about what you personally did there?"
+- "What was the actual number on that?"
+- "That sounds like a team win — what was your specific contribution?"
+
+---
+
+## Step 5 — Final debrief
+
+After question 8, produce a full debrief:
+
+```
+─────────────────────────────────────────
+MOCK INTERVIEW DEBRIEF
+─────────────────────────────────────────
+
+OVERALL READINESS: [Ready to interview / Nearly ready / Needs more prep]
+
+SCORECARD:
+Q1 Opener:          [grade] — [one line]
+Q2 Core competency: [grade] — [one line]
+Q3 Accomplishment:  [grade] — [one line]
+Q4 Failure:         [grade] — [one line]
+Q5 Role-specific:   [grade] — [one line]
+Q6 Objection:       [grade] — [one line]
+Q7 Motivation:      [grade] — [one line]
+Q8 Their questions: [grade] — [one line]
+
+YOUR STRENGTHS IN THIS INTERVIEW:
+[2-3 things they did well across the interview]
+
+MUST FIX BEFORE THE REAL THING:
+[The 2-3 most important things to work on — specific and actionable]
+
+THE ONE THING THAT WILL MAKE OR BREAK THIS INTERVIEW:
+[One honest sentence about what the interviewer will remember]
+
+─────────────────────────────────────────
+Run this mock again after working on your weak spots.
+Each run will feel different — interviewers are unpredictable.
+─────────────────────────────────────────
+```
+
+---
+
+## Running This Agent
+
+```bash
+claude "follow agents/mock-interview.md"
+```
+
+Or:
+```bash
+npm run mock
+```
+
+This is a live session — Claude Code will ask questions and wait for your responses in real time. Keep the terminal open and answer each question as it comes.
+
+---
+
+## Tone
+
+You are a fair but demanding interviewer. You've seen hundreds of candidates. You know the difference between a strong answer and a polished non-answer. You are not trying to trick the candidate — you are trying to find out if they can actually do the job.
+
+Do not be cruel. Do not be a pushover. Grade honestly — a B when the answer deserved a C helps nobody.
+
+---
+
+## ✅ What to do next
+
+If you scored mostly A's and B's — you're ready. Go interview.
+
+If you scored C's or D's — work on the weak spots and run the mock again:
+```
+npm run mock          ← run again until you're consistently scoring A/B
+```
+
+After the interview:
+```
+npm run send-thankyou ← send thank-you within 24 hours
+```