cue-ai 0.9.2 → 0.9.4

package/resources/skills/skills/career/job-hunter/agents/offer-thankyou.md

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+# Send Thank-You Note — Gmail Agent
+
+## What This Does
+
+Takes the thank-you note you generated, formats it as an email, and sends it
+via Gmail — directly from the tool. No copy-paste.
+
+Requires Gmail MCP connected in Claude.ai settings.
+
+## Instructions for Claude Code
+
+### Step 1 — Load inputs
+
+Read `outputs/thank-you-templates.md`. This contains the three templates.
+Read `inputs/job-description.md` for role and company context.
+
+### Step 2 — Select template
+
+Ask the user:
+> Which template fits your interview?
+> 1. Strong interview — I want this job
+> 2. One concern came up
+> 3. I'm also interviewing elsewhere
+
+Wait for their answer.
+
+### Step 3 — Get recipient details
+
+Ask:
+> Interviewer's email address?
+> Their name? (for personalization)
+> Anything specific from the interview to reference? (optional — leave blank to use the template as-is)
+
+### Step 4 — Personalize if context provided
+
+If the user provided interview context, lightly personalize the chosen template:
+- Replace any [placeholder] text with the specific detail
+- Keep the same structure and tone
+- Do not change the opening or closing
+- Apply all rules from `rules/writing-rules.md`
+
+### Step 5 — Show draft for approval
+
+Show the complete email to the user and ask:
+> Ready to send? (yes / edit first)
+
+If they want to edit, take their changes and show the updated version before sending.
+
+### Step 6 — Send via Gmail MCP
+
+Once approved, use Gmail MCP to:
+- Create a draft with the finalized email
+- Subject line: "Following up — [Role] interview"
+- To: interviewer email
+- Send immediately or save as draft based on user preference
+
+Tell the user:
+> Sent. Subject: "Following up — [Role] interview"
+> Sent to: [email]
+> Sent at: [timestamp]
+
+## Note on Gmail MCP
+
+Requires Gmail MCP connected in Claude.ai settings.
+Settings → Integrations → Gmail
+
+Claude Code will only send email when you explicitly confirm. It will always
+show you the draft before sending.
+
+---
+
+## ✅ What to do next
+
+Send within 24 hours. Use the template that fits — don't send all three.
+
+If an offer comes:
+```
+npm run salary        ← research comp before responding
+npm run negotiate     ← practice the conversation before taking the call
+```

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

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+# Company Deep Research
+
+## What This Does
+
+Goes deeper than the pre-interview brief. This is what you run before you
+decide whether to seriously pursue an opportunity — before investing hours
+on applications and prep.
+
+The pre-interview research (`npm run research`) is a one-pager for the
+morning of the interview. This is the due diligence you do when you're
+deciding whether the company is worth your time.
+
+## Instructions for Claude Code
+
+### Step 1 — Load inputs
+
+Read `inputs/job-description.md`.
+Read `inputs/my-resume.md` for context on what matters to this person.
+Read `rules/writing-rules.md`.
+
+Extract the company name and role title.
+
+### Step 2 — Research the company across 6 dimensions
+
+For each dimension, give a rating (Strong / Neutral / Concerning) and 
+specific evidence. No vague assessments — every rating needs a reason.
+
+---
+
+**DIMENSION 1 — Financial Health**
+
+For public companies:
+- Revenue trend (growing, flat, declining)
+- Profitability and cash position
+- Recent earnings calls — what are they prioritizing?
+- Stock performance trend vs. sector
+
+For private companies:
+- Last funding round, amount, lead investor, date
+- Runway estimate (when did they last raise and how much?)
+- Revenue signals from job posting density and LinkedIn headcount trend
+- Any recent layoffs or hiring freezes
+
+Rating: Strong / Neutral / Concerning
+Evidence: [specific numbers or signals]
+
+---
+
+**DIMENSION 2 — Hiring Velocity**
+
+Look at LinkedIn headcount trend:
+- Is the team growing, flat, or shrinking?
+- Is this department specifically growing?
+- How long has this specific role been posted? (stale = red flag)
+- Are there multiple similar roles posted? (high churn = red flag)
+- Any recent layoffs mentioned in news or Glassdoor?
+
+Rating: Strong / Neutral / Concerning
+Evidence: [headcount numbers, posting age, role count]
+
+---
+
+**DIMENSION 3 — Leadership Stability**
+
+- CEO and executive team tenure
+- Recent C-suite departures (look for exits in last 12 months)
+- How long has the direct manager been in role?
+- Glassdoor reviews mentioning leadership specifically
+
+Rating: Strong / Neutral / Concerning
+Evidence: [specific names, tenures, patterns]
+
+---
+
+**DIMENSION 4 — Culture and Environment**
+
+Based on Glassdoor, LinkedIn, and news:
+- Glassdoor overall score and trend (improving or declining?)
+- Top themes in positive reviews (what do people actually like)
+- Top themes in negative reviews (what keeps coming up)
+- Work-from-home or hybrid policy signals from job postings
+- Patterns in how long people stay in this type of role
+
+Rating: Strong / Neutral / Concerning
+Evidence: [Glassdoor score, specific review patterns]
+
+---
+
+**DIMENSION 5 — Competitive Position**
+
+- Who are the top 3 competitors?
+- Where does this company sit in its market?
+- Any recent news: acquisitions, product launches, losses to competitors?
+- Is the market they're in growing, stable, or contracting?
+
+Rating: Strong / Neutral / Concerning
+Evidence: [specific competitive signals]
+
+---
+
+**DIMENSION 6 — Role-Specific Signals**
+
+- Is this a backfill or a new role? (new = growth, backfill = need to understand why)
+- How does this role interact with the rest of the org?
+- What does success look like in year 1 based on the JD language?
+- Any concerning language: "fast-paced", "wear many hats", "self-starter" — what does it mean here?
+
+Rating: Strong / Neutral / Concerning
+Evidence: [JD language analysis]
+
+---
+
+### Step 3 — Overall Assessment
+
+**PURSUE / PROCEED WITH EYES OPEN / DEPRIORITIZE**
+
+Scoring:
+- 5-6 Strong: PURSUE
+- 3-4 Strong, some Neutral: PROCEED WITH EYES OPEN
+- Any Concerning + pattern: DEPRIORITIZE unless role is exceptional
+
+**THE THREE THINGS TO ASK IN THE INTERVIEW**
+Based on the research, list the 3 most important things to verify directly
+with the hiring manager. These should address whatever is Neutral or Concerning.
+
+**NEGOTIATION CONTEXT**
+Based on the financial and hiring signals, how strong is your leverage?
+Is this a company in growth mode (you have leverage) or tightening mode (be careful)?
+
+### Step 4 — Save output
+
+Write to `outputs/company-research.md`.
+
+Tell the user:
+> Company research complete: [PURSUE / PROCEED WITH EYES OPEN / DEPRIORITIZE]
+> Full report: outputs/company-research.md
+
+## ✅ What to do next
+
+```
+npm run fit            ← score your fit for the specific role
+npm run research       ← quick interview brief once you've decided to pursue
+npm run decode         ← decode the JD before applying
+```
+
+Apply all rules from `rules/writing-rules.md`.

package/resources/skills/skills/career/job-hunter/agents/search-follow-up.md

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+# Follow-Up Generator
+
+## What This Does
+
+Writes the right follow-up message for the right stage at the right time.
+
+Most candidates either never follow up or follow up wrong — too soon, too
+desperate, too generic. This agent generates the exact message for your
+specific situation: after applying, after a screen, after a final round,
+or when you've heard nothing for too long.
+
+## 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 `rules/writing-rules.md`.
+
+Ask the user:
+```
+What stage are you following up from?
+1. Applied but haven't heard back
+2. After a phone screen / initial interview
+3. After a final round interview
+4. Waiting on an offer decision
+5. Offer accepted — following up on start date / onboarding
+6. Rejected — keeping the relationship warm
+```
+
+Wait for their answer. Then ask:
+```
+How long ago did the last contact happen?
+```
+
+### Step 2 — Generate the right follow-up
+
+**Stage 1 — Applied, no response (7-14 days after applying)**
+
+Goal: Get your application noticed without being annoying.
+Tone: Confident, brief, adds value.
+Do: Reference something specific about the company or role.
+Don't: "Just checking in." "I wanted to follow up on my application."
+
+Length: 50-70 words max.
+
+**Stage 2 — After phone screen (24-48 hours after the call)**
+
+Goal: Reinforce your interest and address anything that came up.
+Tone: Warm, specific, forward-moving.
+Do: Reference one specific thing from the conversation.
+Do: Reiterate one concrete reason you're the right fit.
+Don't: Repeat what was already said. Don't be effusive.
+
+Length: 80-120 words.
+
+**Stage 3 — After final round (24 hours after)**
+
+Goal: Differentiate yourself one last time before the decision.
+Tone: Confident, substantive.
+Do: Address the hardest question they asked. Show you thought about it.
+Do: Reference something specific about the company's direction or challenge.
+Don't: "I think I'd be a great fit." Don't restate your resume.
+
+Length: 100-150 words.
+
+**Stage 4 — Waiting on offer decision (5+ business days, no word)**
+
+Goal: Stay top of mind without pressure.
+Tone: Calm, professional, one option offered.
+Do: Mention if you have competing offers or a decision deadline (if true).
+Don't: Express anxiety. Don't demand an update.
+
+Length: 50-75 words.
+
+**Stage 5 — Offer accepted, onboarding follow-up**
+
+Goal: Confirm logistics, build relationship before day 1.
+Tone: Warm, organized, enthusiastic without being cloying.
+Do: Confirm start date. Ask one practical question. Express genuine excitement.
+
+Length: 80-100 words.
+
+**Stage 6 — After rejection**
+
+Goal: Keep the door open. People move roles. Companies rehire.
+Tone: Gracious, brief, no bitterness.
+Do: Thank them genuinely for their time. Express continued interest in the company.
+Do: Ask for feedback (they rarely give it but worth asking once).
+Don't: Push back on the decision. Don't express disappointment directly.
+
+Length: 60-80 words.
+
+### Step 3 — Write 2 versions
+
+Write two versions of the follow-up:
+- **Version A** — Standard: appropriate for most situations
+- **Version B** — Assertive: slightly more direct, use if you're competing for time
+
+Label them clearly. Tell the user which to default to.
+
+### Step 4 — Subject line
+
+If email, write 3 subject line options:
+- One referencing the role title
+- One referencing a specific conversation point
+- One direct and minimal
+
+### Step 5 — Timing guidance
+
+Tell the user exactly when to send:
+- Best time: Tuesday-Thursday, 9-11am recipient's time zone
+- Avoid: Monday AM, Friday PM, any time around major holidays
+- If they don't respond: one more follow-up after 5 business days, then stop
+
+### Step 6 — Save output
+
+Write to `outputs/follow-up.md`.
+
+## ✅ What to do next
+
+```
+npm run send-email     ← send the follow-up via Gmail
+npm run interview      ← if they respond and want to move forward
+npm run research       ← if a new interview is scheduled
+```
+
+Apply all rules from `rules/writing-rules.md`.

package/resources/skills/skills/career/job-hunter/agents/search-ghost-job-detector.md

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+# Ghost Job Detector
+
+## What This Does
+
+Scores a job posting for signals that it's not a real, active opening —
+and tells you whether to invest time applying.
+
+Ghost jobs are real and widespread. Companies post roles they have no
+immediate intention of filling: to build a talent pipeline, to justify
+headcount requests, to collect competitive intelligence on who's looking,
+or because the system auto-renewed a posting. Applying to a ghost job
+wastes hours of your time and skews your rejection analysis.
+
+Run this before investing time tailoring an application.
+
+## Instructions for Claude Code
+
+### Step 1 — Load inputs
+
+Read `inputs/job-description.md`.
+Read `rules/writing-rules.md`.
+
+Also ask the user:
+```
+A few things to check — if you know them:
+
+1. When was this posting first listed? (check LinkedIn "posted X days ago")
+2. Have you seen this exact role posted before at this company?
+3. Do you know anything about this company's current hiring status?
+   (recent layoffs, hiring freeze news, funding news)
+```
+
+### Step 2 — Score 8 ghost job signals
+
+Check every signal. Each one that fires adds to the ghost score.
+
+---
+
+**SIGNAL 1 — Posting age**
+
+- Under 2 weeks: Low concern
+- 2-4 weeks: Mild concern — most roles fill faster than this
+- 4-8 weeks: Moderate concern — ask why it's still open
+- 8+ weeks: High concern — either very hard to fill or not actively hiring
+
+**SIGNAL 2 — JD specificity**
+
+Real open roles tend to be specific: they describe actual challenges,
+name the team, mention what the previous person did or why the role exists.
+
+Ghost job signals:
+- Generic language that could apply to any company
+- No mention of team size, reporting structure, or company stage
+- JD that reads like it was written by committee or copied from a template
+- Every bullet uses vague corporate language with no specifics
+
+**SIGNAL 3 — Requirements inflation**
+
+Real roles list what they actually need. Ghost jobs or roles frozen in
+approval list everything anyone could ever want:
+- 12+ bullet requirements
+- Years of experience doesn't match the seniority level offered
+- Requires skills that don't obviously connect to the role
+- Lists 3-4 competing technologies as all required (a real team uses one)
+
+**SIGNAL 4 — Multiple simultaneous postings**
+
+Search LinkedIn/Indeed for the same company + similar role title.
+If the same company is posting:
+- The same role in 5+ cities: often pipeline building, not active hire
+- 3+ near-identical roles at once: either real growth OR approval limbo
+- The same role repeatedly over 6+ months: high churn warning
+
+**SIGNAL 5 — Company health signals**
+
+Look for:
+- Recent layoffs mentioned in news (check company name + "layoffs 2024 2025")
+- Hiring freeze announcements
+- Recent acquisition (hiring often pauses post-acquisition)
+- Series A or earlier startup with no recent funding news (runway concern)
+- Public company with recent earnings miss mentioning cost cuts
+
+**SIGNAL 6 — Application friction mismatch**
+
+Real companies with real openings usually want to make it easy to apply.
+
+Ghost job signals:
+- ATS-only application with no human contact anywhere
+- No recruiter name on LinkedIn associated with this role
+- Application asks for full project portfolios or lengthy assessments upfront
+  before any human has seen your resume (screening out, not selecting in)
+- Application form asks for salary history (in states where this is legal —
+  often used to pre-screen based on comp, not competency)
+
+**SIGNAL 7 — Social proof check**
+
+Check LinkedIn:
+- Are there real employees in this department? Do they exist?
+- Has anyone listed this company on their profile recently?
+- Does the company LinkedIn page look active or dormant?
+- Does the hiring manager listed actually exist and work there?
+
+**SIGNAL 8 — The "always hiring" pattern**
+
+Some companies permanently post certain roles because turnover is so high
+that they're always looking. This is not a ghost job — it's a warning sign.
+Different problem, same outcome: your time is better spent elsewhere.
+
+---
+
+### Step 3 — Score and verdict
+
+**Ghost Score: X/8 signals fired**
+
+**0-1: APPLY** — Looks like a real, active opening
+**2-3: APPLY WITH HEDGE** — Probably real but verify before heavy investment
+**4-5: VERIFY FIRST** — Check LinkedIn for a real recruiter, reach out before tailoring
+**6-8: SKIP OR INVESTIGATE** — Strong ghost signals. Reach out directly to verify before applying.
+
+### Step 4 — The verification move
+
+For any score 3+, write the exact LinkedIn message to verify:
+
+---
+[To: Recruiter or hiring manager at the company, found via LinkedIn]
+
+Saw the [Role] posting at [Company] and I'm genuinely interested. Before I
+put together a full application, I wanted to confirm the role is actively
+being filled right now — I've been caught by stale postings before. Is
+this a current search?
+
+[Name]
+---
+
+30 seconds. If they respond, it's real. If they don't within a week, it's likely not.
+
+### Step 5 — Save output
+
+Write to `outputs/ghost-check.md`.
+
+Tell the user:
+> Ghost score: [X]/8 — [APPLY / APPLY WITH HEDGE / VERIFY FIRST / SKIP]
+
+## ✅ What to do next
+
+```
+npm run fit            ← score your fit if this is a real role
+npm run decode         ← decode what the JD actually means
+npm run company        ← research the company before investing in an application
+```
+
+Apply all rules from `rules/writing-rules.md`.

package/resources/skills/skills/career/job-hunter/agents/search-inbox-scan.md

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+# Inbox Scanner — Job Search Email Monitor
+
+## What This Does
+
+Scans your Gmail for emails from companies you've applied to, flags anything
+that needs a response, drafts replies ready to review and send.
+
+Recruiters send emails with short windows. A reply that comes 3 hours after
+they reach out is very different from one that comes 3 days later.
+This agent makes sure you never miss the window.
+
+## Prerequisites
+
+Gmail MCP must be connected in your Claude.ai settings:
+**Settings → Integrations → Gmail**
+
+## Instructions for Claude Code
+
+### Step 1 — Load inputs
+
+Read `inputs/my-resume.md` for background context.
+Read `JOB-TRACKER.md` or `outputs/job-shortlist.md` if they exist —
+these contain the companies you've applied to or are tracking.
+
+### Step 2 — Parse tracked companies
+
+Extract a list of company names and domains from:
+- `JOB-TRACKER.md` — Active Pipeline table (Company column)
+- `outputs/job-shortlist.md` — any companies in the shortlist
+
+If neither file has content, ask the user:
+> Paste a list of companies you've applied to or are tracking (one per line):
+
+Build a list of company names and likely email domains
+(e.g. "Veeva Systems" → `veeva.com`, `Salesforce` → `salesforce.com`).
+
+### Step 3 — Scan Gmail
+
+Use Gmail MCP to search for recent emails from tracked companies.
+
+Run these searches in order:
+
+**Search 1 — Direct recruiter outreach**
+Query: `from:(recruiter OR talent OR hiring OR careers OR noreply) newer_than:14d`
+Limit: 50 results
+
+**Search 2 — Company domain matches**
+For each tracked company domain, search:
+Query: `from:*@[domain] newer_than:30d`
+Limit: 10 per company
+
+**Search 3 — Application status**
+Query: `subject:(application OR interview OR opportunity OR position OR role) newer_than:30d`
+Limit: 30 results
+
+Deduplicate results across all three searches by thread ID.
+
+### Step 4 — Classify each email
+
+For each email found, classify it:
+
+| Type | Description | Urgency |
+|---|---|---|
+| **RECRUITER OUTREACH** | Recruiter reaching out about a role | 🔴 HIGH — respond within 24hr |
+| **INTERVIEW INVITE** | Request to schedule an interview | 🔴 HIGH — respond same day |
+| **APPLICATION STATUS** | Update on an application | 🟡 MEDIUM — review, may need reply |
+| **OFFER / NEXT STEPS** | Offer letter or next steps request | 🔴 HIGH — respond same day |
+| **REJECTION** | Application declined | ⚪ LOW — no reply needed |
+| **AUTO-CONFIRM** | Automated application receipt | ⚪ LOW — no action needed |
+| **FOLLOW-UP NEEDED** | You haven't replied in 48+ hours | 🔴 HIGH — draft reply now |
+
+Flag any email older than 48 hours that hasn't been replied to as
+**FOLLOW-UP NEEDED** regardless of original type.
+
+### Step 5 — Draft responses
+
+For every HIGH urgency email, draft a response.
+
+**For RECRUITER OUTREACH:**
+- Express genuine interest (not "I'm excited" — that's a tell)
+- Reference the specific role if mentioned
+- Propose 2-3 specific time slots for a call in the next 48 hours
+- Keep it under 100 words
+- Apply all rules from `rules/writing-rules.md`
+
+**For INTERVIEW INVITE:**
+- Confirm availability immediately
+- If times given don't work, propose alternatives the same day
+- Include any prep questions if appropriate (role details, format, who attending)
+- Under 80 words
+
+**For OFFER / NEXT STEPS:**
+- Acknowledge receipt
+- Ask for 24-48 hours to review if needed
+- Do not negotiate in email — that happens on a call
+- Under 60 words
+
+**For FOLLOW-UP NEEDED (you haven't replied):**
+- Acknowledge the delay briefly without over-apologizing
+- Re-engage with genuine interest
+- Propose next steps
+- Under 100 words
+
+### Step 6 — Write the inbox report
+
+Write `outputs/inbox-scan.md` with this structure:
+
+```
+INBOX SCAN REPORT
+Scanned: [date and time]
+Companies tracked: [n]
+Emails found: [n] | Action required: [n]
+
+─────────────────────────────────────────────────────
+
+🔴 HIGH PRIORITY — RESPOND NOW
+─────────────────────────────────────────────────────
+
+[For each high-priority email:]
+
+FROM: [sender name and email]
+COMPANY: [company name]
+SUBJECT: [subject line]
+RECEIVED: [time ago — e.g. "3 hours ago", "2 days ago"]
+TYPE: [classification]
+
+SUMMARY:
+[2-3 sentence summary of what they said]
+
+DRAFTED RESPONSE:
+─────────────────────────────────────
+[full drafted response ready to copy]
+─────────────────────────────────────
+
+─────────────────────────────────────────────────────
+
+🟡 REVIEW — MAY NEED RESPONSE
+─────────────────────────────────────────────────────
+
+[For each medium-priority email:]
+FROM / SUBJECT / RECEIVED / SUMMARY
+[Draft response if reply is warranted]
+
+─────────────────────────────────────────────────────
+
+⚪ NO ACTION NEEDED
+─────────────────────────────────────────────────────
+[List: rejections, auto-confirms — company, subject, date]
+```
+
+### Step 7 — Summary
+
+Tell the user:
+> Inbox scan complete.
+> 🔴 [n] emails need a response now
+> 🟡 [n] emails to review
+> ⚪ [n] no action needed
+>
+> Full report: outputs/inbox-scan.md
+>
+> To send any of the drafted responses:
+>   npm run send-email    ← opens Gmail MCP sender
+
+If there are HIGH priority emails, show the first drafted response
+immediately in the terminal so the user can act on it without opening a file.
+
+## Running
+
+```bash
+npm run inbox
+```
+
+Or directly:
+```bash
+claude "follow agents/search-inbox-scan.md"
+```
+
+## ✅ What to do next
+
+```
+npm run send-email     ← send a drafted response via Gmail
+npm run research       ← if an interview is scheduled, pull the company brief
+npm run interview      ← if a screening call is coming up, build prep guide
+npm run schedule       ← add the interview to your calendar
+```
+
+## Tone
+
+Responses should sound like a person who is interested but not desperate.
+Specific beats generic. Prompt replies signal respect for the recruiter's time.
+Never start with "Hi" or "Thank you for reaching out" — both are tells.
+
+Apply all rules from `rules/writing-rules.md` to all drafted responses.