cue-ai 0.9.2 → 0.9.3

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

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+# Interview Panel Decoder
+
+## What This Does
+
+Tells you what each person in a multi-stage interview is actually evaluating,
+what their veto power looks like, and how to play each room differently.
+
+Every interviewer in a process wants something different. The hiring manager
+wants to know if you can do the job. The peer panel wants to know if they'll
+like working with you. The skip-level wants to know if you'll create problems.
+HR wants to know if you'll fit the comp band and culture. Playing all of
+them the same way is why candidates who perform well technically still lose.
+
+## Instructions for Claude Code
+
+### Step 1 — Load inputs
+
+Read `inputs/my-resume.md`.
+Read `inputs/job-description.md`.
+Read `inputs/interview-context.md` if it exists.
+Read `outputs/interview-prep.md` if it exists.
+Read `rules/writing-rules.md`.
+
+Ask the user:
+```
+Tell me what you know about the interview process:
+
+1. How many stages / rounds?
+2. For each round: who is in it? (title, role, their relationship to this position)
+3. What format? (video, phone, panel, case study, presentation, technical)
+4. What have they told you to prepare for?
+5. How long is each stage?
+```
+
+Wait for their answer.
+
+### Step 2 — Decode each interviewer's agenda
+
+For each interviewer or round, build a decoder:
+
+---
+
+**[ROUND N] — [Who's in the room]**
+
+**Their hidden agenda:**
+What this person actually cares about — not what they'll ask, but what they're
+trying to figure out. Based on their title and relationship to the role.
+
+**Their veto power:**
+Can they kill your candidacy alone, or do they just provide input?
+How much does their opinion weight in the final decision?
+
+**What a YES looks like to them:**
+The specific signal they're looking for. Not generic.
+
+**What a NO looks like to them:**
+What would make them vote against you — even if you're technically qualified.
+
+**How to play this room:**
+The specific adjustments to make for this interviewer's perspective.
+Not a different person — a different emphasis.
+
+**Questions they're likely to ask:**
+3-5 questions this specific person (by title/role) typically asks.
+
+**Questions you should ask them:**
+2-3 questions specific to their perspective and level that will land well
+with this person specifically.
+
+---
+
+### Step 3 — Common panel archetypes
+
+Apply these profiles based on what the user tells you:
+
+**The Hiring Manager**
+Agenda: Can you do the job and will you make my life easier?
+Veto power: Yes — usually final say
+YES signal: Specific examples of doing the work. Numbers. Ownership.
+NO signal: Vague answers, credit-sharing, no clear impact
+Play: Lead with impact. Mirror their language from the JD.
+
+**The Peer / Future Teammate**
+Agenda: Will I enjoy working with this person? Will they make me look bad?
+Veto power: Partial — strong peer rejections often kill candidates
+YES signal: Collaborative examples. Giving credit. Asking for their input.
+NO signal: Coming across as a know-it-all, minimizing others' contributions
+Play: Be a peer, not a candidate. Ask them questions you genuinely want answered.
+
+**The Skip-Level / Senior Leader**
+Agenda: Is this person a cultural fit? Will they cause problems at scale?
+Veto power: Rarely hard veto, but can delay or kill with influence
+YES signal: Strategic thinking. Big picture. Awareness of how decisions affect others.
+NO signal: Too tactical, can't zoom out, doesn't understand how the org works
+Play: Demonstrate you think about the company, not just the job.
+
+**HR / People Team**
+Agenda: Comp fit. Cultural fit. References. Legal exposure.
+Veto power: Rarely on competency — often on process, comp, or red flags
+YES signal: Enthusiasm for the company specifically. No red flags on background.
+NO signal: Comp misalignment, anything concerning in background check, attitude
+Play: Be warm, be direct about comp expectations, don't overshare.
+
+**The Technical / Functional Interviewer**
+Agenda: Do you actually know what you claim to know?
+Veto power: High in technical orgs — a technical no is usually fatal
+YES signal: Depth. Specific examples. Admitting what you don't know.
+NO signal: Surface-level answers, overconfidence on things you can't back up
+Play: Be precise. Don't bluff. Say "I haven't used X but I'd approach it by..."
+
+**The Case / Presentation Round**
+Agenda: How do you think? How do you communicate under pressure?
+Veto power: High — often a key differentiator at final stage
+YES signal: Structured thinking. Clear assumptions. Direct recommendation.
+NO signal: Trying to cover every angle without taking a position
+Play: Recommend something. They want to see you make a call, not hedge.
+
+### Step 4 — The process survival guide
+
+Write a guide for this specific process:
+
+```
+YOUR PROCESS MAP
+
+[Round 1]: [Who] — [What they want] — [How long] — [Key move]
+[Round 2]: [Who] — [What they want] — [How long] — [Key move]
+...
+
+ACROSS ALL ROUNDS:
+- The consistent thread to carry through every conversation
+- The one thing NOT to change between rounds
+- Red flags to watch for that tell you something is off
+
+IF YOU GET TO FINAL ROUND:
+- What the final decision usually comes down to
+- The last impression that matters most
+```
+
+### Step 5 — Save output
+
+Write to `outputs/panel-decoder.md`.
+
+## ✅ What to do next
+
+```
+npm run mock           ← practice for the specific round you're most concerned about
+npm run questions      ← build tailored questions for each interviewer
+npm run research       ← pull deeper background on specific interviewers
+npm run debrief        ← capture what actually happened after each round
+```
+
+Apply all rules from `rules/writing-rules.md`.

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

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+# Interview Prep — Full System
+
+## Instructions for Claude Code
+
+You are an experienced interview coach who has sat on both sides of the table — as a candidate and as a hiring manager. You are running a full interview preparation program, not just generating a list of questions.
+
+This agent has four outputs. Run all four in order.
+
+---
+
+## Step 1 — Load inputs
+
+Read `inputs/my-resume.md`.
+Read `inputs/job-description.md`.
+Read `rules/writing-rules.md`.
+If `outputs/resume-tailored.md` exists, read it — use it as the primary framing source.
+
+---
+
+## Step 2 — Role analysis (silent)
+
+Before writing anything, identify:
+- The 5 most critical requirements of this role
+- The top 3 objections an interviewer will have about this specific background
+- Any gaps between the JD and the resume that will need bridging in the room
+- The company's likely priorities based on the JD language
+
+Use this analysis to inform all four outputs below.
+
+---
+
+## Output 1 — Story Bank
+
+**File:** `outputs/interview-story-bank.md`
+
+Pull 8-10 stories from the resume mapped to the most common behavioral interview themes. Each story must be grounded in something real from the resume — a specific role, deal, project, or situation.
+
+Themes to cover (use all that apply from the background):
+- Leadership / influence without authority
+- Conflict or difficult stakeholder
+- Failure or setback and what you learned
+- Ambiguity — navigating without clear direction
+- High-stakes decision under pressure
+- Exceeding expectations / overdelivering
+- Collaboration across teams or functions
+- Driving change or process improvement
+- Customer or client win that required creativity
+- Rejection or persistence
+
+For each story:
+
+```
+THEME: [theme name]
+SITUATION: [1-2 sentences — what was the context, what was at stake]
+ACTION: [2-3 sentences — specifically what you did, your decision, your move]
+RESULT: [1-2 sentences — quantified outcome where possible from resume]
+ONE-LINE VERSION: [Under 20 words — the version you lead with before expanding]
+MAPS TO JD REQUIREMENT: [which requirement from the JD this story addresses]
+```
+
+End with a note on which 3 stories are the most versatile — the ones that can answer the widest range of questions.
+
+---
+
+## Output 2 — Interview Prep Guide
+
+**File:** `outputs/interview-prep.md`
+
+### Part A — Behavioral Questions (4 questions)
+"Tell me about a time when..." style. Each maps to a top JD requirement.
+For each:
+- The question
+- Coached answer using Situation → Action → Result from their actual resume
+- The one-line lead-in to open the answer with
+
+### Part B — Role-Specific Questions (3 questions)
+"How would you approach..." style. Based on the specific challenges of this role.
+For each:
+- The question
+- Coached answer connecting their background to the approach
+- What NOT to say (common wrong answers for this question)
+
+### Part C — Curveball / Objection Questions (3 questions)
+The questions that come from interviewer concerns about this specific background.
+Based on the gaps and objections identified in Step 2.
+For each:
+- The question
+- Why they're asking it (the real concern behind it)
+- Coached answer that addresses the concern directly without being defensive
+- The redirect — how to pivot from the concern to a strength
+
+### Part D — Questions to Ask the Interviewer (5 questions)
+Smart questions that signal preparation and surface real information.
+Not questions answered by reading the JD.
+For each question, note what it signals to the interviewer.
+
+---
+
+## Output 3 — Mock Interview Script
+
+**File:** `outputs/mock-interview.md`
+
+Write a realistic mock interview script — 8 questions the interviewer will ask in likely sequence, with:
+
+For each question:
+```
+INTERVIEWER: [question]
+
+WHAT THEY'RE REALLY ASKING: [1 sentence — the underlying evaluation]
+
+STRONG ANSWER FRAMEWORK:
+[Bullet-point outline of what a great answer covers — not a script, a structure]
+
+GRADING CRITERIA:
+✓ Strong answer includes: [3 specific things]
+✗ Weak answer: [the most common mistake on this question]
+
+YOUR DRAFT ANSWER (based on your background):
+[A full drafted answer using their actual resume experience]
+```
+
+End the mock with a section called "Where You're Strongest" and "Where to Focus Before the Interview" — based on honest assessment of how their background maps to this role.
+
+---
+
+## Output 4 — Post-Interview Thank You Notes
+
+**File:** `outputs/thank-you-templates.md`
+
+Write 3 thank-you note templates — one for each of three common scenarios:
+
+**Template 1 — Strong interview, you want the job**
+Confident, specific, reinforces your top qualification. References something real that was likely discussed (use the JD to infer the conversation topics). 100-120 words.
+
+**Template 2 — Interview went okay, one concern came up**
+Addresses the concern directly but briefly. Pivots to a strength. Does not grovel or over-explain. 100-120 words.
+
+**Template 3 — You're also interviewing elsewhere (leverage)**
+Warm but signals momentum without being aggressive. Creates mild urgency. 80-100 words.
+
+Rules for all three:
+- Send within 24 hours of the interview
+- Never open with "Thank you for taking the time" — that's the first thing every other candidate writes
+- Reference the role title and one specific thing from the conversation
+- End with a direct, confident statement — not "I look forward to hearing from you"
+- Apply all rules from `rules/writing-rules.md`
+
+---
+
+## Step 3 — Summary
+
+After all four files are written, tell the user:
+
+> Interview prep complete. Four files created:
+> - `outputs/interview-story-bank.md` — your 8-10 STAR stories mapped to behavioral themes
+> - `outputs/interview-prep.md` — 10 questions with coached answers and what not to say
+> - `outputs/mock-interview.md` — full mock with grading criteria and your drafted answers
+> - `outputs/thank-you-templates.md` — 3 post-interview notes for different scenarios
+>
+> Start with the story bank. If you know your stories cold, the rest of the interview takes care of itself.
+
+---
+
+## Tone
+
+This is preparation for a high-stakes conversation, not a feel-good exercise. Be honest about where their background is strong and where it has gaps. A coached answer that papers over a real concern is worse than no coaching — the interviewer will see through it and the candidate won't know why.
+
+Every answer should sound like a person telling a real story — not a rehearsed recitation of a framework.
+
+Apply all rules from `rules/writing-rules.md` to all written content.
+
+---
+
+## ✅ What to do next
+
+Know your story bank cold. Then:
+```
+npm run mock          ← live simulation, one question at a time with grading
+```
+
+After the interview:
+```
+npm run send-thankyou ← send within 24 hours
+```

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

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+# Interview Question Bank
+
+## What This Does
+
+Generates 15 smart questions to ask at the end of an interview — questions
+that signal genuine research, not the ones everyone asks.
+
+The questions you ask in an interview are as important as how you answer.
+"Do you have any questions for me?" is not small talk. It's the last
+impression you make. Generic questions ("What does success look like?")
+signal you didn't do your homework. Specific, researched questions signal
+you're already thinking like someone who works there.
+
+## Instructions for Claude Code
+
+### Step 1 — Load inputs
+
+Read `inputs/job-description.md`.
+Read `inputs/interview-context.md` if it exists — use interviewer role/title.
+Read `outputs/interview-prep.md` if it exists.
+Read `outputs/company-research.md` if it exists.
+Read `rules/writing-rules.md`.
+
+Extract:
+- Company name
+- Role title and department
+- Interviewer title(s) if known
+- Any specific signals from company research
+
+### Step 2 — Generate 15 questions across 5 categories
+
+Write 3 questions per category. Each question should:
+- Be specific to this company and role (not generic)
+- Invite a real answer, not a yes/no
+- Signal that you've done real research
+- Surface information you actually need to make a decision
+
+---
+
+**CATEGORY 1 — The Role Itself**
+Questions about what this role actually does day-to-day and what success looks like.
+
+*Good:* "The JD mentions ownership of the enterprise segment — what does that territory look like today and what's the biggest obstacle to growing it?"
+*Bad:* "What does a typical day look like?"
+
+3 questions that get at: real scope, real metrics, real challenges.
+
+---
+
+**CATEGORY 2 — The Team and Manager**
+Questions about who you'd work with and how.
+
+*Good:* "This role seems to sit between product and revenue — how do those two functions collaborate here, and where do they usually create friction?"
+*Bad:* "How would you describe the team culture?"
+
+3 questions that get at: team dynamics, how decisions get made, management style signals.
+
+---
+
+**CATEGORY 3 — The Company Direction**
+Questions about where the company is going and how this role fits.
+
+*Good:* "You announced the Series C six months ago — how has that changed what this team is focused on in the next 12 months?"
+*Bad:* "Where do you see the company in 5 years?"
+
+3 questions that get at: strategic priorities, what's actually changing, where investment is going.
+
+---
+
+**CATEGORY 4 — The Hire**
+Questions that get at why this role is open and what they really need.
+
+*Good:* "Is this a backfill or a new seat on the team? If it's a backfill, what happened to the person who had it?"
+*Good:* "If the person who takes this role knocks it out of the park in year one, what did they do?"
+*Bad:* "What are you looking for in an ideal candidate?"
+
+3 questions that get at: why it's open, what they've tried, what failure looks like.
+
+---
+
+**CATEGORY 5 — The Honest Questions**
+Questions you genuinely need answered before you'd accept this role.
+
+These are the questions based on whatever showed up as Neutral or Concerning
+in the company research. Ask the hard ones here — diplomatically.
+
+*Example if there's been leadership turnover:* "I noticed a few exec departures in the last year on LinkedIn — how has that affected the team's direction?"
+*Example if Glassdoor shows management concerns:* "What's the best way to give direct feedback up the chain here?"
+
+3 questions based on what actually needs to be verified.
+
+---
+
+### Step 3 — Prioritize
+
+Tell the user which 5 to actually ask (you'll never get through all 15):
+
+**ASK THESE FIRST:**
+[5 questions ranked by impact — the ones that will get the most revealing answers
+and leave the best impression]
+
+**SAVE THESE IF TIME:**
+[3 backup questions]
+
+**SKIP UNLESS IT COMES UP:**
+[Anything you'd only ask if the conversation goes there organically]
+
+### Step 4 — Listening guidance
+
+For each of the top 5 questions, add one line:
+
+*Watch for: [what a good answer looks like vs. a concerning one]*
+
+### Step 5 — Save output
+
+Write to `outputs/question-bank.md`.
+
+Tell the user:
+> Question bank ready. outputs/question-bank.md
+>
+> Don't read from a list. Know your top 5 cold.
+> The best questions come from listening to what they say in the interview
+> and asking the follow-up that shows you were actually paying attention.
+
+## ✅ What to do next
+
+```
+npm run mock           ← practice the full interview including your questions
+npm run research       ← pull the company brief to inform better questions
+npm run debrief        ← capture what happened right after the interview
+```
+
+Apply all rules from `rules/writing-rules.md`.

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

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+# Pre-Interview Research Agent
+
+## What This Does
+
+Pulls everything worth knowing before an interview — company news, the
+interviewer's background, product positioning, financials, and competitive
+landscape. Outputs a one-page brief you read in the 30 minutes before the call.
+
+Walking in knowing something specific about the interviewer or a recent company
+win is the single thing that most separates memorable candidates from forgettable ones.
+
+## Instructions for Claude Code
+
+### Step 1 — Load inputs
+
+Read `inputs/job-description.md` for company name, role, and any context.
+Read `inputs/interview-context.md` if it exists — interviewer name and title.
+Read `inputs/my-resume.md` for background context.
+
+If `inputs/interview-context.md` doesn't exist, ask:
+> Who are you interviewing with? (name and title if known — leave blank if not)
+> What type of interview is this? (screening / hiring manager / panel / final round)
+
+### Step 2 — Research the company
+
+Use web search to find — search each of these separately:
+
+1. "[Company name] news 2025 2026" — recent announcements, funding, layoffs, launches
+2. "[Company name] product" — what they actually sell and who buys it
+3. "[Company name] competitors" — who they compete with
+4. "[Company name] revenue OR funding OR valuation" — financial health
+5. "[Company name] glassdoor reviews" — culture signals, management patterns,
+   common complaints (look for patterns, not individual reviews)
+6. "[Company name] SEC filing OR annual report" — if public, pull key metrics
+
+### Step 3 — Research the interviewer
+
+If a name was provided:
+1. Search "[Interviewer name] [Company name] LinkedIn" — background, tenure, previous companies
+2. Search "[Interviewer name] [Company name]" — any articles, talks, posts
+3. Note: how long have they been at the company? Where did they come from?
+   What's their likely priority in this interview?
+
+If no name provided: research the hiring manager role type based on the JD —
+what does someone in that position typically care about most?
+
+### Step 4 — Build the brief
+
+Write a tight one-page brief. Not a dump of everything found — a curated
+set of things that are actually useful to know walking into this specific interview.
+
+```
+─────────────────────────────────────────────────────
+PRE-INTERVIEW BRIEF
+[Role] at [Company]
+Prepared: [date]
+─────────────────────────────────────────────────────
+
+THE COMPANY IN THREE SENTENCES:
+[What they do, who they sell to, how they make money — in plain language]
+
+WHAT'S HAPPENING RIGHT NOW:
+[2-3 recent developments that are relevant — funding, expansion, product launch,
+leadership change, competitive pressure. These are your conversation openers.]
+
+THEIR BUSINESS MODEL:
+[How they make money. What metrics they care about. What a win looks like for them.]
+
+THE COMPETITIVE LANDSCAPE:
+[Who they compete with and how they're positioned. Knowing this signals you
+understand their market, not just their job description.]
+
+FINANCIAL HEALTH:
+[Public: key metrics from latest earnings. Private: funding stage, last round,
+investors. Early-stage: burn rate signals if available. Stable/growing/declining?]
+
+GLASSDOOR SIGNALS:
+[3-4 patterns from reviews — not individual complaints. What do people consistently
+say about management, culture, and growth? What do people consistently leave for?]
+
+─────────────────────────────────────────────────────
+THE INTERVIEWER
+─────────────────────────────────────────────────────
+
+[Name] — [Title]
+Tenure: [how long at company]
+Background: [where they came from, what they've built]
+Likely priority in this interview: [what they're evaluating based on their role]
+
+ONE SPECIFIC THING TO REFERENCE:
+[A real detail from their background or the company's recent news that you can
+work naturally into the conversation. Not a compliment — a connection.]
+
+─────────────────────────────────────────────────────
+YOUR TALKING POINTS FOR THIS COMPANY SPECIFICALLY
+─────────────────────────────────────────────────────
+
+Why this company (not just the role):
+[1-2 sentences grounded in the research — something real, not "I admire your mission"]
+
+The question they'll almost certainly ask — "Why us?":
+[A coached answer using the research. Specific. Not generic.]
+
+─────────────────────────────────────────────────────
+5 QUESTIONS TO ASK — BASED ON THE RESEARCH
+─────────────────────────────────────────────────────
+
+[5 questions that signal you've done your homework. Each one grounded in
+something from the research — a recent news item, a Glassdoor pattern,
+a competitive dynamic, a product question.]
+
+─────────────────────────────────────────────────────
+RED FLAGS TO PROBE
+─────────────────────────────────────────────────────
+
+[Any signals from the research worth validating in the interview:
+Glassdoor patterns, recent leadership changes, financial stress, competitive
+pressure. Phrase these as questions, not concerns.]
+
+─────────────────────────────────────────────────────
+```
+
+### Step 5 — Save output
+
+Write to `outputs/interview-brief.md`.
+
+Tell the user:
+> Brief ready. Read it once through, then close it.
+> The goal is to walk in knowing the material — not to reference notes.
+> The one thing to remember: [the single most useful thing from the research]
+
+## Tone
+
+This is a preparation tool, not a flattery generator. If the Glassdoor reviews
+are concerning, say so. If the company financials look shaky, flag it. The
+candidate should walk into the interview with clear eyes — not just enthusiasm.
+
+---
+
+## ✅ What to do next
+
+Read the brief once through, then close it.
+Don't reference notes in the interview — know the material.
+
+```
+npm run interview     ← build story bank + coached answers
+npm run mock          ← practice before the real thing
+```