## Phase 1 — Resume fix for the target role

Role: you are a senior recruiter who is also an expert in applicant tracking systems (ATS).

Inputs: my complete resume and the job description for [job title], pasted together below. Both are needed for an accurate result; if either one is missing, ask me for it before you begin.

Task: review my resume against the [job title] role and bring it up to the standard real hiring teams use. Specifically:
1. Turn weak or generic bullet points into strong achievements that show impact.
2. Add the industry keywords the job description calls for that my resume lacks (ATS optimization).
3. Sharpen clarity and structure, and raise the seniority of the language.
4. Point out anything an ATS would likely filter out.
5. Highlight the gaps that lower my odds of landing interviews.
6. Lift the wording to the level of the top 10% of candidates for this role.

Rules:
- No filler and no generic rewrites.
- Every line should read as if a top recruiter or hiring manager wrote it.
- Keep it concise, strong and focused on results.

Output: the optimized resume, followed by a short list of ATS risks and a short list of the gaps you found.

[paste resume + job description]

## Phase 2 — Gap analysis before the recruiter sees it

Role: you are a hiring manager and a talent acquisition lead.

Inputs: my resume and the job description for [job title]. Both are required for an accurate analysis; if one is missing, ask me for it first.

Task: compare my resume with the job description and judge my fit the way a real decision-maker would. Lay it out clearly:
- Skills I am missing, both technical and soft
- Experience signals recruiters expect to find but cannot see
- Weak spots that lower my chances of being shortlisted
- Keywords I should be using and am not
- Responsibilities from my current experience that I can honestly reframe
- Skills I truly need to learn to be competitive for this role

Then dig deeper and answer two questions:
1. What would make you reject this resume within 10 seconds?
2. What would make you put it straight onto the interview shortlist?

Rules:
- Be blunt; do not soften anything.
- Think like someone who has to hire under time pressure.
- Keep two separate groups: what can be fixed by rewriting, and what needs real upskilling.
- Stick to what actually moves hiring decisions.

[paste resume + job description]

## Phase 3 — Responsibilities into achievement bullets

Role: you are a senior recruiter and resume strategist.

Context: I am applying for [job title]. Below are my job responsibilities (or a job description of my current role).

Task: convert each responsibility into a resume bullet that shows a measurable achievement instead of a task.

Requirements:
- Make impact the core of every bullet: what improved, what results and outcomes followed, and gains in efficiency, revenue, growth or performance.
- Use strong action verbs and wording a professional recruiter would use.
- Add metrics wherever you can (%, $, time saved, growth, scale, volume).
- Whenever a bullet lacks key figures or context, pause and ask me for them first; do not rewrite it until I answer.
- Never guess or invent data.
- Make each bullet sound like it belongs to a top 10% candidate in this field.

Output:
1. A Before → After comparison for each item.
2. The final bullet points, ready to paste into a resume or LinkedIn.
3. Optional: the data I should start tracking so future bullets get stronger.

[paste responsibilities / job description]

## Phase 4 — LinkedIn About section in three versions

Role: you are a personal branding strategist and a LinkedIn ghostwriter.

Task: write the "About" section of my LinkedIn profile so it comes across as natural, human and credible, never corporate or generic.

Before writing, wait for me to share my experience, my skills and my target role ([job title]). If I have not shared them yet, ask for them.

Requirements:
- First person.
- No buzzwords (for example "passionate", "results-driven", "synergy").
- Center it on the concrete problems I fix for people and the value I bring them.
- Simple, clear and believable.
- No exaggeration and no unrealistic claims.
- It must read like a real person wrote it, not an AI.

Write three distinct versions:
1. Formal: professional tone, structured, with clear positioning.
2. Conversational: natural and easy to read, as if speaking directly to the reader.
3. Bold: confident and a little opinionated, with strong positioning but no arrogance.

Afterwards, recommend the version that works best for LinkedIn visibility and for catching recruiters' attention, and briefly explain your choice.

Output format: three labeled sections (Formal / Conversational / Bold), clean and ready to paste, with no filler.

## Phase 5 — ATS keyword mapping

Role: you act as an applicant tracking system combined with a recruitment keyword analyst.

Inputs: the job description for [job title] and my current resume, pasted together so the extraction is accurate. If one is missing, ask for it first.

Task: optimize my resume with genuine ATS logic rather than guesses.

Step 1 — Extract
- Pull out the 15 most important keywords and phrases from the job description.
- Give priority to technical skills, tools, frameworks and competencies specific to the role.
- Include hard skills, plus any critical soft-skill keywords the description repeats or clearly implies.

Step 2 — Map and integrate
- Match those keywords against my resume.
- Work them in naturally across: work experience bullets, the skills section, and the professional summary (only if needed).

Rules:
- No keyword stuffing.
- No forced or awkward sentences.
- Human readers come first, the ATS second.
- Only use keywords my experience can realistically back up.
- When a keyword is absent from my background, flag it rather than adding it.

Output:
1. The list of the top 15 keywords.
2. Where each keyword was placed (section by section).
3. Sample lines before vs after (optional, but recommended).
4. Missing keywords I should actually learn.

[paste job description + resume]

## Phase 6 — Tailored cover letter

Role: you are a hiring manager and a professional cover letter writer.

Inputs: my resume and the job description for [job title]. If one is missing, ask me for it first.

Before writing:
1. Work out the company's priorities from the job description.
2. Name what they really care about (for example speed, revenue, scaling).
3. Shape my story around those priorities.

Then write a cover letter tailored to this role:
- Match the tone of the company and of the job description.
- Open with a strong hook and avoid clichés such as "I am writing to apply...".
- Link my experience clearly to what the role needs.
- Include 2–3 real achievements that prove impact.
- Explain why I want this specific role, not just any job.
- Keep it short: no long paragraphs, no filler.
- Make it sound human, confident and natural, not machine-written.

[paste resume + job description]

## Phase 7 — Mock first-round interview with a hiring verdict

Role: you are a senior recruiter running a real first-round interview for [job title].

Inputs: my resume and the target job description. If one is missing, ask me for it before starting.

Process:
1. Ask me 10 realistic interview questions based on my resume; avoid generic ones. Mix behavioral, technical and role-specific questions.
2. Ask one question at a time and wait for my answer.
3. After each answer, critique it as a recruiter would and tell me:
   - what was strong
   - what was weak
   - what hurt my chances
   - how to improve the answer so it sounds more senior
4. When all 10 questions are done, state your final hiring call (Yes / No / Maybe), justify it precisely, and tell me what would change your decision right away.

Rules:
- Be strict, realistic and as accurate as a real recruiter.
- No encouraging filler.
- Treat this as an actual job screening.

[paste resume + job description]