career-jobs

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• SKILL.md

SKILL.md (first lines)

# /career-jobs - find roles the evidence supports

Argument: optional focus (a role archetype, a company, a sector, or `refresh`).

This is the point most people are impatient to reach. If they arrive here with a thin profile, do not block them. Run the search, and let the misses make the case for going back and filling gaps.

## Before searching

Read `PROFILE.md` (particularly the role archetypes and their stretch notes) and `Preferences.md` (particularly dealbreakers). Read `Jobs/Job Leads.md` if it exists, so you do not resurface things already dismissed.

If `PROFILE.md` has never been generated, run `/career-synthesize` first. Searching without a position produces a list of jobs in the right industry, which they can already get from LinkedIn.

## Where to look

- **Company boards via their ATS**, which is the only source with reliable, current, complete postings. Build a target company list from the profile and work it directly. Pull each board's full job list once and filter titles locally rather than fetching the same board repeatedly.
  - Ashby: `api.ashbyhq.com/posting-api/job-board/<org>?includeCompensation=true`
  - Greenhouse: `boards-api.greenhouse.io/v1/boards/<org>/jobs?content=true`
  - Lever: `api.lever.co/v0/postings/<org>?mode=json`
  - SmartRecruiters: `api.smartrecruiters.com/v1/companies/<org>/postings`, returning `totalFound` and a `content` array. **A wrong org token returns HTTP 200 with `totalFound: 0` rather than an error**, so a guessed token looks exactly like a company with no openings. Take the exact token from the company's `careers.smartrecruiters.com/<Token>` URL. It is case-sensitive and frequently suffixed: `Ubisoft2` returns hundreds of postings while `Ubisoft` returns zero.
  - Workday, which is a JSON API rather than only a web page. Search with `POST https://<org>.wd<N>.myworkdayjobs.com/wday/cxs/<org>/<site>/jobs`, `Content-Type: application/json`, body `{"appliedFacets":{},"limit":20,"offset":0,"searchText":"<terms>"}`. The response carries `total` and a `jobPostings` array whose entries have `title`, `locationsText`, and `externalPath`. Fetch one posting with `GET .../wday/cxs/<org>/<site>/job/<job-path>` and `Accept: application/json`, which returns `jobPostingInfo`. Both `<N>` (wd1, wd5, wd12) and `<site>` (`careers`, `Capital_One`, `nvidiaexternalcareersite`) vary per company, so read them off the company's careers URL rather than guessing.

  More generally, treat a zero result from any ATS as ambiguous until the org token is confirmed. Silent zeros are the main way a board gets wrongly written off as empty.

  A company with nothing on the first three has not been ruled out. Large enterprises and anything recently acquired or merged tend to sit on Workday or SmartRecruiters, and Personio and Recruitee are worth a look in Europe. Check those before recording a company as having no reachable board.
- **LinkedIn Jobs** via Chrome, in their own session. Good coverage, noisy, and the filters are worth setting carefully.
- **Hacker News "Who is hiring"**, the current month's thread.
- **Work at a Startup**, for early-stage roles.
- **Field-specific boards, newsletters, and communities.** In developer relations these appear and disappear regularly, so search for what is currently active rather than assuming a list from memory. Community job channels frequently carry roles that never reach the big boards.
- **The people already in the vault.** `People/` is a warm network nobody thinks to search. A role at a company where they already know someone is worth several cold applications, and this is the single most under-used asset in the whole vault.

Never rely on a search snippet for the details of a posting. Pull the posting itself and confirm it is live before recommending it.

## Filtering

Apply dealbreakers as hard filters, silently. Do not present a role that violates one and ask whether they want to make an exception; that is the exception asking to be made. If a role is genuinely exceptional and violates a soft preference, present it and say explicitly which preference it violates.

Then rank on fit, not on prestige. A staff role at a famous company that needs skills marked `thin` is a worse lead than a role at an unknown company that needs exactly what the praise section says they are known for.

## What to give them per role

For each, keep it to a short paragraph and a few lines, not a template dump:

- What the role actually is, translated out of its own job-description language
- **Why they fit**, citing specific wins and quotes from the vault by name, not generic assertions
- **Where the stretch is**, honestly, including anything the posting requires that the vault cannot support
- Compensation if published, location and remote terms, and company stage
- Any warm connection in `People/`, and whether reaching out first is the better move
- A call: apply, watch, network into, or skip, with one sentence of reasoning

Five well-explained leads beat thirty rows in a table. Volume is not the scarce resource here.

## Record it

Write or update `Jobs/Job Leads.md` with one entry per lead: company, role, link, date found, status (`new`, `watching`, `applying`, `applied`, `passed`, `rejected`, `closed`), fit notes, and the reason if passed. Recording why something was passed over is what stops the same role being resurfaced in three months.

## Feed the loop back

The search is also a diagnostic. When roles they want repeatedly require something the vault cannot evidence, that is the most concrete possible answer to "what should I work on".

Note those patterns and add them to `STATE.md` as open questions or as development goals. Then, respecting the intensity dial, tell them plainly: "Four of the five roles you liked want evidence of running a team. You have that at Acme and it is barely documented. Twenty minutes on that would change how these applications land."

That sentence is worth more than the job list.

## Next

When they pick one, `/career-apply <company or url>`.

From bendechrai/career-brain, MIT.

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