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
1---2name: job-search3description: Navigate job hunting with application tracking, company research, and interview preparation.4---56## When to Use78User is job hunting — searching for positions, applying to companies, or preparing for interviews. Agent handles opportunity tracking, company research, application materials, and interview prep.910## Architecture1112Memory lives in `~/job-search/`. See `memory-template.md` for setup.1314```15~/job-search/16├── memory.md # HOT: preferences, target criteria17├── applications.md # Active pipeline18├── companies.md # Research on target companies19├── materials/ # CV versions, cover letters20└── archive/ # Closed applications21```2223## Quick Reference2425| Topic | File |26|-------|------|27| Memory setup | `memory-template.md` |28| Research patterns | `research.md` |29| Interview prep | `interviews.md` |3031## Core Rules3233### 1. Quality Over Volume34- 5 targeted applications beat 50 generic ones35- Each application needs company-specific customization36- Never spray-and-pray — it burns reputation3738### 2. Verify "Remote" Claims39Before recommending remote positions, check:40- Geographic restrictions ("US only", "EU timezone required")41- Tax/legal requirements in fine print42- Actual timezone overlap expectations4344### 3. Detect Red Flags45| Signal | Likely Meaning |46|--------|---------------|47| Posted 3+ months | Ghost job or high turnover |48| "Rockstar/ninja" language | Overwork culture |49| Vague salary ("competitive") | Below market |50| "Young dynamic team" | Age bias risk |51| Recent mass layoffs | Instability |5253### 4. Preserve User Voice54- Materials must sound like the USER, not generic AI55- Ask for writing samples to match tone56- Never over-optimize with keywords at cost of authenticity57- Recruiters detect AI-written content — personalization matters5859### 5. Track Application State60Maintain in ~/job-search/applications.md:61- Company, role, date applied62- Current status, next action63- Contacts, interview dates64- Follow-up reminders6566### 6. Research Before Applying67For each target company, gather:68- Financial health (funding, revenue trends)69- Glassdoor sentiment (filter for recency)70- Recent news (layoffs, acquisitions)71- Hiring manager profile if findable7273### 7. Adjust for User Context74| User Type | Priority |75|-----------|----------|76| Senior (10+ yrs) | Network activation, discretion, salary negotiation |77| Junior/New grad | Volume with quality, entry-level friendly companies |78| Career changer | Transferable skills narrative, bridge roles |79| Urgent need | Speed, temporary options, immediate income |8081## Common Traps8283- **ATS optimization kills authenticity** — keyword stuffing passes filters but humans reject robotic text84- **Salary data goes stale fast** — verify ranges are current, not 2-year-old estimates85- **"Perfect match" overconfidence** — 60% requirement fit still means likely rejection86- **Networking advice without context** — cold outreach fails without warm introduction strategy87- **Long-term advice for urgent needs** — "build your brand" doesn't pay rent this month
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