idealjob

Configuration

Read .jobops/config.json. If missing, stop with:

JOBOPS NOT CONFIGURED Run /jobops:setup to initialize your workspace.

Use config.directories.<key> for all file paths in this skill. Use config.preferences.cultural_profile if this skill generates resume-style content. Use config.preferences.default_jurisdiction if this skill has jurisdiction-sensitive logic (crisis/legal skills accept --jurisdiction=<ISO-3166-2> to override).

Output

Synthesizes a hypothetical job description representing a near-perfect fit based on the user's comprehensive career history, stated preferences, and patterns from high-scoring assessments.

Output file: $1 if provided; otherwise {config.directories.career_analysis}/idealjob_{YYYYMMDD}.md.

Phase 1: Comprehensive Career Intelligence Gathering

1.1 Load Career Inventory

Read the complete career inventory from {config.directories.resume_source}/:

Experience Files:

• Read all files in Experience/ directory to understand:
  • Complete work history and role progression
  • Responsibilities that energized vs. drained the candidate
  • Achievements and quantified impact
  • Skills demonstrated and developed
  • Industries and company types worked in
  • Team sizes managed and organizational contexts

Career Highlights:

• Read all files in CareerHighlights/ directory for:
  • Core competencies and strengths
  • Education and designations
  • Professional certifications
  • Publications and thought leadership
  • Professional activities and industry involvement

Technology Capabilities:

• Read files in Technology/ directory for:
  • Technical skills and proficiency levels
  • Tools and platforms mastered
  • GitHub repositories and projects
  • Innovation and technology adoption patterns

Job Preferences (Critical):

• Read Preferences/Vision.md for:
  • Vision: What the candidate aspires to
  • Anti-Vision: What to explicitly avoid
  • Target role types
  • Compensation requirements (salary, hourly, entrepreneur)
  • Work arrangement preferences
  • Deal-breakers and must-haves

1.2 Check for Optimized Candidate Profile

For self-assessment narrative, read Preferences/Vision.md (preferred role/industry signals) and the file CareerHighlights/CareerHighlights_Summary.md if present (career narrative). For evidence anchors, read individual WorkHistory/*.md files as needed. Do NOT load candidate_profile.json — removed in v2.2.0.

---

Phase 2: High-Scoring Assessment Pattern Analysis

2.1 Identify High-Scoring Assessments

Search for assessment reports with scores of 90 or higher:

1. Check Sample_Output directory:

   • Read files matching Sample_Output/*Great_Fit*.md or Sample_Output/*_Fit_Assessment*.md
   • Extract patterns from assessments scoring 90+

2. Scan {config.directories.applications_root} directory:

   • Iterate application folders ({applications_root}/{app_slug}/assessment/assessment.md)
   • Search assessment files for overall_score: 9 (90-99) in YAML front matter
   • Or scan for "Overall Score: 9" patterns in content
   • Read top 3-5 highest-scoring assessments

2.2 Extract Success Patterns

From high-scoring assessments, identify:

Role Characteristics:

• Job titles that scored highest
• Industries and company types
• Seniority levels and scope
• Key responsibilities that aligned well

Technical Skill Alignment:

• Required skills where candidate scored Expert (3/3)
• Preferred skills where candidate scored Strong (2/2)
• Technical competencies with direct evidence

Experience Alignment:

• Years of experience requirements that matched
• Industry/domain requirements that aligned
• Role-specific experience that transferred well

Cultural Fit Factors:

• Work environment characteristics that aligned
• Company values that resonated
• Team structure preferences

Gap Patterns:

• Common gaps even in high-scoring assessments
• Areas where points were lost
• Cultural or soft skill misalignments

---

Phase 3: Market Research & Validation

3.1 Search Current Job Market

Use web search to understand current market conditions:

Search queries to execute:

1. "[Primary skill domain] [target role level] job postings 2025"
2. "[Target industry] [role type] salary Canada 2025"
3. "[Key technology/methodology] career opportunities trends 2025"
4. "Emerging roles [candidate's intersection of skills] 2025"

Research objectives:

• Validate that the ideal role exists in the market
• Identify companies hiring for similar roles
• Confirm compensation ranges align with preferences
• Discover emerging role titles that match skill profile

3.2 Job Board Reconnaissance

Research job boards for comparable positions:

• LinkedIn job trends in candidate's domain
• Indeed/Glassdoor for role requirements and compensation
• Industry-specific job boards relevant to candidate's expertise

Extract from market research:

• Common job titles for the skill profile
• Typical required vs preferred qualifications
• Standard compensation ranges
• Growth industries and emerging opportunities
• Geographic hotspots for the role type

---

Phase 4: Synthetic Job Description Generation

4.1 Job Description Structure

Create a comprehensive, realistic job description following standard market formats:

---
synthetic: true
generated_by: /idealjob
generated_on: [ISO8601 timestamp]
fit_score_target: 95+
based_on_assessments: [list of high-scoring assessment files analyzed]
market_validation: [summary of market research findings]
---

# [Ideal Job Title]

## Company Overview
[Create a realistic but fictional company profile that matches the candidate's preferred work environment, company size, culture, and industry. Include elements from the Vision preferences and avoid Anti-Vision characteristics.]

## About the Role
[Executive summary of the position emphasizing elements that align with candidate's strengths and preferences]

## Key Responsibilities
[4-6 primary responsibilities directly mapped to candidate's proven expertise and achievements]

## Required Qualifications
[List qualifications that match candidate's actual credentials - education, certifications, years of experience]

## Required Technical Skills
[Skills where candidate has documented Expert-level proficiency with evidence]

## Preferred Qualifications
[Nice-to-haves that candidate possesses or nearly possesses]

## What Success Looks Like
[Metrics and outcomes aligned with candidate's proven track record]

## Compensation & Benefits
[Based on candidate's stated requirements from Vision.md and market research]

## Work Environment
[Based on Vision preferences, avoiding Anti-Vision characteristics]

## Why This Role Exists
[Business context that would create demand for this specific skill combination]

4.2 Alignment Documentation

Include a section documenting the alignment rationale:

## Alignment Analysis (Internal Reference)

### Strengths Leveraged
[List top 5-7 candidate strengths this role would utilize]

### Preferences Honored
[List Vision elements incorporated and Anti-Vision elements avoided]

### High-Scoring Assessment Patterns Applied
[Reference specific patterns from 90+ assessments that informed this description]

### Market Validation
[Evidence that similar roles exist and are being hired for]

### Predicted Fit Score
[Estimated score if candidate were assessed against this description]

### Search Strategy
[Suggested search queries to find real roles similar to this ideal]

---

Phase 5: Reality Check & Actionable Output

5.1 Existence Validation

Research whether roles matching this description actually exist:

• Identify 2-3 real companies that might have similar roles
• Find actual job postings that share 70%+ of the characteristics
• Note any adjustments needed to make the role more realistic

5.2 Gap Analysis

Identify any gaps between the ideal role and candidate's current profile:

• Skills that could be strengthened to expand opportunities
• Certifications that would open more doors
• Experience gaps that limit certain aspects

5.3 Search Recommendations

Provide actionable job search guidance:

• Specific job titles to search for
• Companies likely to have similar roles
• Industries to target
• Keywords for job board searches
• Networking targets (roles/people who might know of such opportunities)

---

Output Requirements

Primary Output: Synthetic Job Description

Save to: {config.directories.career_analysis}/idealjob_{YYYYMMDD}.md (or the filename passed in $1)

The job description should:

• Be realistic enough to use as a search template
• Incorporate all Vision preferences
• Avoid all Anti-Vision characteristics
• Align with proven high-scoring assessment patterns
• Include market-validated compensation
• Specify a fictional but plausible company

Secondary Output: Search Strategy Brief

Include at the end of the file:

• Real job titles to search
• Target companies to research
• Industry sectors to prioritize
• Networking recommendations
• Timeline considerations

---

Validation Checklist

Before finalizing, verify:

• All Vision preferences incorporated
• All Anti-Vision elements avoided
• Compensation matches stated requirements
• Technical skills match documented expertise (Expert level)
• Experience requirements achievable with current background
• Role scope matches preference for challenge/autonomy
• Company culture description aligns with preferences
• Market research validates role viability
• Real comparable roles identified
• Actionable search strategy provided

---

Example Usage

# Generate ideal job with default filename
/idealjob

# Generate with custom output filename
/idealjob {config.directories.career_analysis}/idealjob_MyIdealRole_AI_RealEstate_2026.md

---

Now executing comprehensive career analysis to generate your ideal job description...