关于 career
面向求职者的职业建议技能，根据目标、经历证据、限制条件和公司背景形成决策或实用材料。涵盖求职、面试、录用方案、绩效与晋升，并要求不编造个人经历。
主要功能
- 01针对目标岗位的简历与求职建议
- 02面试故事整理与准备计划
- 03录用方案比较与谈判支持
- 04绩效和晋升证据梳理
适用场景
- 01为特定岗位调整简历
- 02准备适配面试阶段的经历案例
- 03比较录用方案并制定谈判策略
- 04整理晋升申请所需的证据
安装
复制下面的命令，在终端中运行。
npx skills add https:/安装后在 Claude Code 中输入/career确认已加载。
附带文件references/staff-engineer-progress.md
README 原文English
来自项目 READMEREADME 暂无中文译文，以下为英文原文；中文介绍见上方。
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
- Name the decision or artifact: target search, resume, interview, offer, review, or promotion case.
- Gather only facts that can change the recommendation.
- Separate sourced facts, user evidence, assumptions, and jurisdiction- or company-specific unknowns.
- Produce the requested artifact or recommendation.
- 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 |