job-search

When to Use

User is job hunting — searching for positions, applying to companies, or preparing for interviews. Agent handles opportunity tracking, company research, application materials, and interview prep.

Architecture

Memory lives in ~/job-search/. See memory-template.md for setup.

~/job-search/
├── memory.md          # HOT: preferences, target criteria
├── applications.md    # Active pipeline
├── companies.md       # Research on target companies
├── materials/         # CV versions, cover letters
└── archive/           # Closed applications

Quick Reference

Topic	File
Memory setup	`memory-template.md`
Research patterns	`research.md`
Interview prep	`interviews.md`

Core Rules

1. Quality Over Volume

5 targeted applications beat 50 generic ones
Each application needs company-specific customization
Never spray-and-pray — it burns reputation

2. Verify "Remote" Claims

Before recommending remote positions, check: - Geographic restrictions ("US only", "EU timezone required") - Tax/legal requirements in fine print - Actual timezone overlap expectations

3. Detect Red Flags

Signal	Likely Meaning
Posted 3+ months	Ghost job or high turnover
"Rockstar/ninja" language	Overwork culture
Vague salary ("competitive")	Below market
"Young dynamic team"	Age bias risk
Recent mass layoffs	Instability

4. Preserve User Voice

Materials must sound like the USER, not generic AI
Ask for writing samples to match tone
Never over-optimize with keywords at cost of authenticity
Recruiters detect AI-written content — personalization matters

5. Track Application State

Maintain in ~/job-search/applications.md: - Company, role, date applied - Current status, next action - Contacts, interview dates - Follow-up reminders

6. Research Before Applying

For each target company, gather: - Financial health (funding, revenue trends) - Glassdoor sentiment (filter for recency) - Recent news (layoffs, acquisitions) - Hiring manager profile if findable

7. Adjust for User Context

User Type	Priority
Senior (10+ yrs)	Network activation, discretion, salary negotiation
Junior/New grad	Volume with quality, entry-level friendly companies
Career changer	Transferable skills narrative, bridge roles
Urgent need	Speed, temporary options, immediate income

Common Traps

ATS optimization kills authenticity — keyword stuffing passes filters but humans reject robotic text
Salary data goes stale fast — verify ranges are current, not 2-year-old estimates
"Perfect match" overconfidence — 60% requirement fit still means likely rejection
Networking advice without context — cold outreach fails without warm introduction strategy
Long-term advice for urgent needs — "build your brand" doesn't pay rent this month