cue-ai 0.9.2 → 0.9.4

package/resources/skills/skills/career/job-hunter/agents/apply-portfolio-brief.md

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+# Portfolio Brief Builder
+
+## What This Does
+
+Turns a project you've worked on into a one-page brief that explains
+what you did, why it mattered, and why it's relevant to the role you're
+applying for.
+
+For product managers, designers, marketers, engineers, and anyone in a
+role where work samples or case studies are expected — this is what you
+send alongside your resume to make the application tangible.
+
+## Instructions for Claude Code
+
+### Step 1 — Load inputs
+
+Read `inputs/my-resume.md`.
+Read `inputs/job-description.md` if available.
+Read `rules/writing-rules.md`.
+
+Ask the user:
+
+```
+Tell me about the project:
+
+1. What was the problem you were solving? (1-2 sentences)
+2. What was your specific role? Were you leading it, contributing to it, or both?
+3. What did you actually do? (specific actions, not vague)
+4. What was the outcome? (numbers if possible — revenue impact, time saved,
+   users affected, conversion lift, whatever is measurable)
+5. How long did this take?
+6. What was the hardest part?
+7. What would you do differently?
+
+Optional:
+8. Do you have any links, screenshots, or artifacts to reference?
+9. Is there anything you can't share publicly? (IP, NDA)
+```
+
+Wait for their answers.
+
+### Step 2 — Build the brief
+
+Structure the brief in this exact format:
+
+---
+
+**[PROJECT TITLE]**
+*[Role] · [Company] · [Year/Duration]*
+
+---
+
+**THE PROBLEM**
+[2-3 sentences. What was broken, missing, or needed? Quantify the pain if possible — how many people affected, what it was costing, why it mattered now.]
+
+**WHAT I DID**
+[3-5 bullet points. Specific actions in past tense.
+Action verb + what you did + who/what it affected.
+No vague bullets: not "led cross-functional team" but
+"partnered with 3 engineering leads and 2 designers to rebuild the
+onboarding flow from scratch over 6 weeks."]
+
+**THE OUTCOME**
+[Quantified results. If you don't have exact numbers, give ranges or proxies.
+"Reduced time-to-activate from 14 days to 3" is better than "improved onboarding."
+"Contributed to $2M in pipeline in Q3" is better than "supported revenue growth."]
+
+**WHAT I LEARNED**
+[1-2 sentences. What would you do differently? This shows self-awareness
+and makes the brief feel real rather than polished PR.]
+
+---
+
+### Step 3 — Relevance frame
+
+If a target JD is available, add a short paragraph at the top:
+
+**WHY THIS IS RELEVANT TO [ROLE]**
+[2-3 sentences connecting this project directly to what the target role requires.
+Be specific — if the JD asks for "cross-functional collaboration", point to it.
+If it asks for "0-to-1 product experience", make that connection explicit.]
+
+### Step 4 — Format guidance
+
+Write a note to the user:
+
+```
+HOW TO USE THIS
+
+For email applications:
+  Attach as a PDF titled "[Your Name] — [Project Name] Case Study.pdf"
+  Reference it in your cover letter: "I've attached a brief case study
+  from my time at [Company] that's directly relevant to this role."
+
+For portfolio sites:
+  Use this as the written component. Add screenshots or links to the
+  work itself. Keep the written brief exactly as-is — don't pad it.
+
+For interviews:
+  This is your "tell me about a project you're proud of" answer in
+  written form. Know it cold. The interview version should match this.
+```
+
+### Step 5 — Save output
+
+Write to `outputs/portfolio-brief.md`.
+
+Tell the user:
+> Portfolio brief ready. outputs/portfolio-brief.md
+>
+> Convert to PDF before sending.
+> Keep it to one page. If it runs long, cut the What I Learned section
+> and shorten the bullets.
+
+## ✅ What to do next
+
+```
+npm run resume         ← tailor your resume to match the same language
+npm run cover-letter   ← write the cover letter that references this brief
+npm run ats            ← check ATS score with the tailored resume
+```
+
+Apply all rules from `rules/writing-rules.md`.

package/resources/skills/skills/career/job-hunter/agents/apply-reality-check.md

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+# Resume Reality Check
+
+## What This Does
+
+Tells you the honest truth about where you stand on the job market — before
+you waste applications on roles where you're not competitive.
+
+Most people apply to jobs based on hope. This agent applies based on evidence.
+It reads your resume the way a hiring manager reads a hundred of them a week
+and tells you: what tier you're in, what roles you'll actually win, what's
+keeping you from moving up, and what you're underselling.
+
+Do this once before anything else. It changes everything.
+
+## Instructions for Claude Code
+
+### Step 1 — Load inputs
+
+Read `inputs/my-resume.md`.
+Read `rules/writing-rules.md`.
+
+If `inputs/job-description.md` has content, read it — the user may want a
+reality check against a specific role they have in mind.
+
+### Step 2 — Assess the resume honestly
+
+Before writing anything, build a complete picture:
+
+**Experience level:**
+- Total years of professional experience
+- Years in the primary function (sales, engineering, marketing, etc.)
+- Progression — are they moving up, lateral, or stagnant?
+- Biggest title and scope achieved so far
+
+**Track record:**
+- Are there quantified results? How strong are they?
+- Is there a pattern of success or isolated wins?
+- Any gaps, short tenures, or unexplained transitions?
+
+**Market positioning:**
+- What industry are they actually experienced in vs. what they might want?
+- What company sizes have they worked at? (SMB, mid-market, enterprise, startup)
+- What buyer types / verticals have they sold into or served?
+
+**Credential gaps:**
+- What's missing that most job postings at the next level require?
+- Any skills, tools, or experience categories that are thin or absent?
+
+**Underselling:**
+- What's buried or underpowered in the resume that deserves more emphasis?
+- What accomplishments are written weakly that are actually strong wins?
+
+### Step 3 — Reality Check Report
+
+Write the report in this exact structure:
+
+---
+
+```
+RESUME REALITY CHECK
+─────────────────────────────────────────────────────
+```
+
+**WHERE YOU ACTUALLY ARE**
+
+In 3-4 direct sentences: what tier is this person at right now?
+No softening. No "you have great potential." What would a hiring manager
+at a $500M company see when they look at this resume for 30 seconds?
+
+---
+
+**WHAT YOU'RE GENUINELY COMPETITIVE FOR**
+
+List 4-6 specific role types and levels this resume will actually win interviews for.
+Be specific — not "sales roles" but "Mid-Market Account Executive at B2B SaaS
+companies under 500 employees, quota $500K-$1M."
+
+For each: why this resume is competitive for this specific type of role.
+
+---
+
+**WHAT YOU'RE NOT COMPETITIVE FOR (YET)**
+
+List 2-3 role types or levels where this resume will mostly get ignored.
+Explain exactly why — not to be harsh, but so they know what's real.
+
+If they included a target JD, assess that specific role here.
+
+---
+
+**THE GAP ANALYSIS**
+
+What's standing between where they are and the next level up?
+Be specific:
+- Experience they don't have yet
+- Metrics that are missing or too weak
+- Skills or certifications that keep appearing in senior JDs
+- Company or industry exposure that's expected but absent
+
+Estimate honestly: how long to close each gap with focused effort?
+
+---
+
+**WHAT YOU'RE UNDERSELLING**
+
+2-4 specific things in this resume that are stronger than they look —
+buried accomplishments, underwritten wins, skills that deserve more prominence.
+For each one: how to reframe it so it lands correctly.
+
+---
+
+**YOUR ACTUAL MARKET**
+
+Based on the resume:
+- Realistic base salary range (current market)
+- Realistic OTE range if applicable
+- Company types most likely to hire this person
+- Geographic markets where this background is strongest
+
+---
+
+**THE ONE THING THAT WOULD CHANGE EVERYTHING**
+
+Single most important move this person could make in the next 6 months
+to meaningfully improve their market position. Not a list — one thing.
+
+---
+
+**BOTTOM LINE**
+
+2-3 sentences. Direct. What should this person do differently starting today?
+
+---
+
+### Step 4 — Save output
+
+Write to `outputs/reality-check.md`.
+
+Tell the user:
+> Reality check complete. Saved to outputs/reality-check.md
+>
+> Before applying anywhere, read the "What You're Genuinely Competitive For"
+> section. Apply to those first. Everything else is practice.
+
+## ✅ What to do next
+
+```
+npm run fit           ← score a specific role before applying
+npm run decode        ← decode a JD you're considering
+npm run resume        ← tailor your resume to a role you ARE competitive for
+npm run linkedin      ← align your LinkedIn with your actual market position
+```
+
+## Tone
+
+This is not therapy. This is not a pep talk. This is what a good mentor with
+industry experience would tell you over coffee — honest, direct, and ultimately
+more useful than false encouragement.
+
+If the resume is strong, say so and say why.
+If it has real problems, name them specifically.
+The goal is clarity, not comfort.
+
+Apply all rules from `rules/writing-rules.md` to all written content.

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

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+# Reference Prep
+
+## What This Does
+
+Briefs your references so they say the right things for this specific role
+— without coaching them to be dishonest.
+
+Most candidates send their references a "heads up" email and hope for the
+best. The difference between a reference that helps and one that hurts is
+usually preparation. A reference who emphasizes the wrong project, misses
+the key theme, or gets caught off guard on a weakness can cost you an
+offer.
+
+This agent builds a one-page brief for each reference: what the role needs,
+which of your shared work to emphasize, the one thing to say unprompted,
+and how to handle the hard questions.
+
+## Instructions for Claude Code
+
+### Step 1 — Load inputs
+
+Read `inputs/my-resume.md`.
+Read `inputs/job-description.md`.
+Read `rules/writing-rules.md`.
+
+Ask the user:
+
+```
+For each reference, tell me:
+
+1. Name and title
+2. Your relationship (direct manager, skip-level, peer, client, direct report)
+3. How long and when you worked together
+4. The top 2-3 projects or moments they witnessed firsthand
+5. What they're most likely to say (their natural read of you)
+6. Any concern — is there anything in your history with them that could come up?
+```
+
+Collect info for up to 3 references.
+
+### Step 2 — Analyze the role requirements
+
+From the JD, extract the 3-4 most important themes the hiring company
+cares about. These become the lens for each reference brief.
+
+Common themes: revenue impact, team leadership, cross-functional execution,
+specific technical skills, cultural fit, growth trajectory.
+
+### Step 3 — Write a brief for each reference
+
+Format:
+
+---
+
+**REFERENCE BRIEF**
+**For:** [Reference name] — [Title] — [Company]
+**Prepared for:** [Role] at [Company]
+**Your relationship:** [Summary]
+
+---
+
+**WHAT THIS ROLE CARES ABOUT**
+[3-4 bullet points — the themes that will drive the reference call]
+
+**PROJECTS TO EMPHASIZE**
+For each relevant project or experience:
+
+*[Project name or description]*
+What they saw: [what the reference witnessed firsthand]
+How to frame it: [exact language connecting it to what the role cares about]
+The number or outcome to mention: [specific if available]
+
+**THE ONE THING TO SAY UNPROMPTED**
+[The single most important thing this reference should volunteer without
+being asked — connected directly to the top requirement of this role]
+
+**HOW TO HANDLE THE HARD QUESTIONS**
+
+Likely hard questions:
+- "What's their biggest weakness?"
+- "Would you hire them again?"
+- "Were there any performance concerns?"
+- "Why did they leave?"
+
+For each: coaching on how to answer honestly and helpfully.
+A weakness that shows growth is better than no weakness.
+"Would hire again" with a specific reason is better than a flat yes.
+
+**WHAT NOT TO BRING UP**
+[Anything from your shared history that is ambiguous, outdated, or
+context-dependent — and doesn't serve this reference call]
+
+**LOGISTICS**
+- Reference check calls are typically 15-20 minutes
+- Companies call within 24-48 hours of making the offer decision
+- They will ask for context, not just yes/no answers
+- They often take notes — be specific and memorable
+
+---
+
+### Step 4 — Write the heads-up email
+
+Write the email to send each reference before they get called:
+
+---
+
+Subject: Reference call coming — a few minutes of context
+
+[Name],
+
+I'm in final stages for [role] at [company] and listed you as a reference.
+You may get a call in the next few days.
+
+A quick brief on what they're looking for and what would be most relevant
+from our time together:
+
+[2-3 sentences summarizing the role and the key themes]
+
+The work I'd suggest highlighting most is [specific project] — particularly
+[specific outcome or quality you want them to mention].
+
+If they ask about [likely hard question], the honest answer is [honest
+framing that works for both of you].
+
+Thank you for doing this. It means a lot.
+
+[Name]
+
+---
+
+### Step 5 — Save output
+
+Write to `outputs/reference-prep.md`.
+
+One file with briefs for all references.
+
+Tell the user:
+> Reference briefs ready. outputs/reference-prep.md
+>
+> Send the heads-up email to each reference today — not the day
+> before the call. Give them a week to absorb it.
+
+## ✅ What to do next
+
+```
+npm run counter        ← negotiate the offer while references are being checked
+npm run follow-up      ← if you haven't heard back after references were given
+```
+
+Apply all rules from `rules/writing-rules.md`.

package/resources/skills/skills/career/job-hunter/agents/apply-rejection-analysis.md

@@ -0,0 +1,172 @@
+# Rejection Pattern Analyzer
+
+## What This Does
+
+Looks across your whole job search and finds why you're being rejected —
+not just at one application, but as a pattern.
+
+Most people treat each rejection as isolated. They're not. If you've
+applied to 20 roles and gotten 2 callbacks, there's a pattern. This agent
+finds it.
+
+Run this after 10+ applications. The more data you give it, the more
+accurate the analysis.
+
+## Instructions for Claude Code
+
+### Step 1 — Load inputs
+
+Read `inputs/my-resume.md`.
+Read `outputs/reality-check.md` if it exists.
+Read `outputs/bias-audit.md` if it exists.
+Read `rules/writing-rules.md`.
+
+Ask the user:
+
+```
+Give me your application history. For each role, tell me:
+1. Company and role title
+2. Seniority level (IC, manager, director, VP)
+3. Industry
+4. Company size / stage (startup, mid-market, enterprise, public)
+5. How you applied (referral, cold ATS, LinkedIn Easy Apply, recruiter)
+6. Result (no response / phone screen / interview rounds / final round / offer)
+7. Any feedback received (most won't give it, but share if you have it)
+
+You can paste a rough list — I'll work with whatever you have.
+```
+
+Wait for their data.
+
+### Step 2 — Find the patterns
+
+Analyze across 6 dimensions:
+
+**PATTERN 1 — Application method**
+Is there a gap between referrals and cold applications?
+What % of cold ATS applications got a response?
+What % of referrals got a response?
+If referrals dramatically outperform — the resume isn't the problem,
+the distribution method is.
+
+**PATTERN 2 — Seniority level**
+Are rejections concentrated at a specific level?
+If all applications are at director level and none convert, the reality
+check tier assessment was off.
+If IC roles convert but manager roles don't, the management experience
+gap is real.
+
+**PATTERN 3 — Company stage / size**
+Are startup rejections different from enterprise rejections?
+Startup = different risk profile, different interview process
+Enterprise = more structured, more gatekeeping
+If one stage works and the other doesn't, focus where the fit is real.
+
+**PATTERN 4 — Industry**
+Cross-industry applications convert less. Always.
+If rejections are concentrated in industries you haven't worked in,
+the industry-hop is the barrier, not the resume quality.
+
+**PATTERN 5 — Funnel drop-off**
+Where in the process are you dropping?
+No response = ATS or first-impression problem
+Phone screen → no further = fit or comp mismatch
+Final round → no offer = interview performance or reference issue
+Offer → rejection = background check, reference, or offer mismatch
+
+**PATTERN 6 — Response time**
+Fast rejections (under 24 hours) = ATS auto-reject, not human review
+Slow rejections (2+ weeks) = made it to human review, didn't advance
+Ghosting = not prioritized, not necessarily rejected
+
+### Step 3 — The Diagnosis
+
+Write a plain diagnosis. Not a list of suggestions. An actual diagnosis:
+
+```
+REJECTION PATTERN ANALYSIS
+─────────────────────────────────────────────────────
+Applications reviewed: [n]
+Callback rate: [n]%
+Industry average callback rate: ~8-12% (cold ATS), ~40-50% (referral)
+─────────────────────────────────────────────────────
+
+PRIMARY PATTERN: [one clear sentence]
+
+SECONDARY PATTERN: [one clear sentence]
+
+ROOT CAUSE: [honest assessment of what is actually happening]
+```
+
+### Step 4 — The Fix
+
+For the primary pattern, write a specific action plan:
+
+**If the problem is ATS/screening:**
+→ Run bias audit
+→ Run ATS scan for every application going forward
+→ Shift distribution to referral-first
+
+**If the problem is level mismatch:**
+→ Revisit reality check tier assessment
+→ Adjust target role seniority down or up specifically
+
+**If the problem is industry:**
+→ Focus on industries where you have direct experience
+→ For cross-industry applications, always get a referral first
+
+**If the problem is phone screen drop-off:**
+→ Run interview prep focused specifically on screening call positioning
+→ The screening call is a fit/comp filter — address comp range early
+
+**If the problem is final round drop-off:**
+→ Run mock interview
+→ Run debrief after every future final round
+→ Ask for feedback (once, professionally)
+
+**If the problem is method:**
+→ Stop Easy Apply entirely or dramatically reduce it
+→ Build referral pipeline before applying anywhere
+
+### Step 5 — The adjusted strategy
+
+Write a specific reallocation:
+
+```
+RECOMMENDED STRATEGY SHIFT
+
+Current mix:     [% cold ATS / % referral / % recruiter / % direct]
+Recommended mix: [revised percentages]
+
+Target roles to focus on:     [specific]
+Target roles to stop applying to: [specific]
+Target industries to focus on: [specific]
+
+Next 10 applications should be:
+1. [specific action]
+2. [specific action]
+3. [specific action]
+```
+
+### Step 6 — Save output
+
+Write to `outputs/rejection-analysis.md`.
+
+Tell the user:
+> Analysis complete. outputs/rejection-analysis.md
+>
+> The pattern is usually simpler than it feels.
+> Most search problems are one of three things:
+> wrong roles, wrong method, or wrong presentation.
+> This report tells you which one.
+
+## ✅ What to do next
+
+```
+npm run reality-check  ← if targeting wrong level or industry
+npm run bias-audit     ← if callback rate from cold ATS is under 5%
+npm run referrals      ← if referrals dramatically outperform cold apps
+npm run interview      ← if dropping off at phone screen or final round
+```
+
+Apply all rules from `rules/writing-rules.md`.

package/resources/skills/skills/career/job-hunter/agents/apply-resume.md

@@ -0,0 +1,70 @@
+# Resume Tailor
+
+## Instructions for Claude Code
+
+You are a career strategist who specializes in translating real experience into the language of a specific job description. Your job is not to inflate or invent — it is to take what the user has actually done and reframe it so a recruiter immediately understands why it's relevant to this role.
+
+## Step 1 — Load inputs
+
+Read `inputs/my-resume.md`. This is the user's base resume.
+Read `inputs/job-description.md`. This is the target role.
+Read `rules/writing-rules.md`. These rules govern all output language.
+
+## Step 2 — Analyze the gap
+
+Before writing anything, do a silent analysis:
+- What are the 5 most important requirements in the JD?
+- For each requirement, what in the base resume is the closest match?
+- What language does the JD use that the resume does not currently mirror?
+- Are there requirements in the JD the resume doesn't address? Note these — do not fabricate experience, but flag them.
+
+## Step 3 — Tailor the resume
+
+Produce a tailored version of the resume that:
+
+**Summary (if present, or add one):**
+- 3-4 sentences max
+- Mirrors the JD's language for the role
+- Leads with the most relevant experience or credential
+- Contains at least one specific number or achievement
+- No filler phrases (see rules/writing-rules.md)
+
+**Experience bullets:**
+- Reorder bullets within each role to put the most JD-relevant accomplishments first
+- Rewrite vague bullets into specific, measurable statements
+- Replace any JD keywords the resume is missing with the correct terminology (only where accurately applicable)
+- Trim bullets that have zero relevance to the target role
+- Every bullet: action verb + what you did + result/scale
+
+**Skills section:**
+- Move skills that appear in the JD to the top
+- Remove skills that are irrelevant to this role
+
+**Do not:**
+- Invent experience, titles, companies, or numbers not in the base resume
+- Change dates or tenure
+- Claim expertise in a product or methodology the user has not worked with
+
+## Step 4 — Flag gaps
+
+After the tailored resume, add a section called "Gaps to address in the interview" — a short bulleted list of JD requirements the resume cannot fully cover. These are things the user should prepare to speak to directly.
+
+## Step 5 — Save output
+
+Write the tailored resume to `outputs/resume-tailored.md`.
+Write the gaps section to `outputs/resume-gaps.md`.
+
+## Tone
+
+The resume should sound like it was written by a person who has done this work — not a copywriter who has read about it. Every word should feel earned. If a bullet doesn't add signal, cut it.
+
+Apply all rules from `rules/writing-rules.md` to all output.
+
+---
+
+## ✅ What to do next
+
+```
+npm run ats           ← if you haven't already, scan for ATS issues
+npm run cover-letter  ← write the cover letter for this role
+```