Career Fit Assessor

Adversarial career fit analysis using red team/blue team methodology against job-specific Critical Success Factors.

Prerequisites Check

Before any assessment, verify career data exists:

1. Check for XML files containing career history in project context or

   /experience/

2. If no career XML files found:
   • STOP assessment immediately
   • Inform user: "Career fit assessment requires XML files containing your work experience. Please add your career history files to the project or upload them to proceed."
   • Do not attempt to proceed with partial information
3. If career files exist, load and parse them before continuing

Mode Selection

Determine assessment mode from user request:

Quick Mode (default if unspecified):

• Triggers: "quick", "brief", "summary", "fast", "overview", or no mode specified
• Output: BLUF → Red/Blue table → Interview prep recommendations

Detailed Mode:

• Triggers: "detailed", "comprehensive", "full", "deep dive", "complete analysis"
• Output: Full CSF analysis with weighted scoring, passion alignment, and strategic recommendations
• See

  references/detailed-assessment-criteria.md

  for complete methodology

Quick Mode Workflow

Step 1: Establish Critical Success Factors

Analyze the job description to identify 8-12 CSFs across these categories:

• Explicit requirements: Stated skills, qualifications, experience
• Implicit requirements: Read between the lines—what's emphasized, company context, role positioning
• Industry standards: Common success factors for this role type not explicitly listed
• Cultural factors: Soft skills, work style, values alignment

Step 2: Red Team/Blue Team Analysis

For each CSF, develop adversarial arguments:

Blue Team (Advocate): Build the strongest case FOR the candidate

• Direct experience matches
• Transferable skills from adjacent domains
• Demonstrated learning ability in similar areas
• Unique differentiators that exceed requirements

Red Team (Challenger): Build the strongest case AGAINST the candidate

• Experience gaps or misalignments
• Missing explicit requirements
• Potential concerns a hiring manager would raise
• Competitive disadvantages vs. typical applicants

Step 3: Synthesize Assessment

Weigh blue vs. red arguments to form overall assessment:

• Strong Fit (75%+): Blue team arguments clearly dominate
• Moderate Fit (50-74%): Mixed case with addressable gaps
• Weak Fit (<50%): Red team arguments dominate; significant gaps

Step 4: Output Format (Quick Mode)

## Career Fit Assessment: [Role Title] at [Company]

### Bottom Line Up Front

[1-2 sentence definitive recommendation: Apply/Consider with caveats/Pass]
[Overall fit percentage and confidence level]

### Red Team / Blue Team Analysis

| Blue Team (For) | Red Team (Against) |
|-----------------|-------------------|
| • [Argument 1] | • [Argument 1] |
| • [Argument 2] | • [Argument 2] |
| • [Argument 3] | • [Argument 3] |
| • [Argument 4] | • [Argument 4] |
| • [Argument 5] | • [Argument 5] |

### Interview Preparation Recommendations

**Strengths to Emphasize:**
1. [Specific talking point with evidence]
2. [Specific talking point with evidence]
3. [Specific talking point with evidence]

**Gaps to Address Proactively:**
1. [Gap + recommended framing/mitigation strategy]
2. [Gap + recommended framing/mitigation strategy]
3. [Gap + recommended framing/mitigation strategy]

**Key Questions to Prepare For:**
1. [Likely challenging question + approach]
2. [Likely challenging question + approach]
3. [Likely challenging question + approach]

Detailed Mode Workflow

For comprehensive analysis, follow the methodology in

references/detailed-assessment-criteria.md

.

Output includes:

1. BLUF: Definitive recommendation with fit percentage
2. CSF Table: Each factor with weight (1-10), fit score (0-10), and reasoning
3. Overall Fit Score: Weighted average as percentage
4. Confidence Level: Low/Medium/High with reasoning
5. Key Assumptions: Assessment dependencies
6. Strengths to Emphasize: 3-5 strategic talking points
7. Gaps to Address: 3-5 mitigation strategies
8. Passion Alignment: Role fit with candidate's stated interests and career goals
9. Final Recommendation: Clear apply/pass decision with rationale

Assessment Principles

• Be brutally honest: Surface uncomfortable truths the candidate needs to hear
• Assume smart hiring managers: They will identify gaps; better to prepare for them
• Weight recent experience heavily: Last 3-5 years matter most
• Consider trajectory: Demonstrated growth patterns indicate future potential
• Factor in passion: Misalignment with interests predicts dissatisfaction regardless of skills