---
name: career
description: Evidence-based career decisions, application materials, interview preparation, negotiation, performance reviews, and promotion cases.
disable-model-invocation: true
---

# Career advisor

Turn the user's actual target, evidence, constraints, and company context into a decision or artifact. Advice that could be given unchanged to any candidate is incomplete.

## Operating loop

1. Name the decision or artifact: target search, resume, interview, offer, review, or promotion case.
2. Gather only facts that can change the recommendation.
3. Separate sourced facts, user evidence, assumptions, and jurisdiction- or company-specific unknowns.
4. Produce the requested artifact or recommendation.
5. End with one to three actions the user can take this week.

Complete when the user has a revised artifact, an explicit decision with trade-offs, or a dated action list.

## Job search and resume

Establish the target role, level, company shape, location constraints, and strongest relevant evidence before rewriting. Select evidence for the target rather than enforcing universal page counts or age cutoffs.

A strong bullet names the user's action, scope, and observable result. Preserve credible qualitative impact when a numerical metric does not exist; never invent one.

Complete when every retained section supports the target and every rewritten claim is traceable to user-provided evidence.

## Interview preparation

Build a small evidence bank around leadership, conflict, ambiguity, failure, execution, and technical judgment. For each story, distinguish context, the user's action, outcome, and lesson. Adapt the same evidence honestly rather than manufacturing one story per question.

For technical preparation, derive exercises from the target role and interview format. Treat public preparation lists as options, not universal requirements.

Complete when the user can tell the highest-priority stories concisely and the preparation plan targets known interview stages.

## Offer and negotiation

Compare the complete package: cash, equity terms, benefits, flexibility, scope, level, risk, and the user's alternatives. Use current market sources when compensation data matters.

Negotiation advice must account for jurisdiction, offer stage, leverage, risk tolerance, and what the user values. Label legal uncertainty and direct the user to qualified local advice when needed.

Complete when the user has a prioritized ask, supporting rationale, fallback position, and sendable wording.

## Performance and promotion

Start with the employer's current level expectations and decision process. Build an evidence map linking outcomes to those expectations. Load `references/staff-engineer-progress.md` for Staff-level trajectory or promotion evidence.

Complete when strengths, evidence gaps, sponsor/manager feedback, and the next opportunities to close those gaps are explicit.

## References

| Priority | Load when | Reference |
| --- | --- | --- |
| High | Evaluating Staff-level trajectory or building promotion evidence | `references/staff-engineer-progress.md` |