# Job Search > Job Search - Skill: `handsomeboy990/job-search` (Agent Skill, multi-file: 4 files) - Install (CLI): `npx skillmds@latest add handsomeboy990/job-search` - Raw SKILL.md: https://api.skillmd.com/api/skills/handsomeboy990/job-search/raw - Safety review: pending - Works with: Claude Code, Claude.ai, OpenAI Codex - Category: Coding & Dev Tools - Author: Handsomeboy990 (https://skillmd.com/u/handsomeboy990) - Updated: 2026-09-17 - Page: https://skillmd.com/skills/handsomeboy990/job-search --- # Job Search The one rule that governs this skill above all others: every opening it reports is real, from a live source, with a real link and a real deadline. A fabricated listing sends a real person to apply for a job that does not exist, which is the worst thing a career tool can do. This skill finds real roles and tells the truth about fit. ## 1. Build the search from the profile ``` targets the target roles and their real requirements, from career-profile hard the non-negotiable filters from the configuration: location or remote, work authorisation, employment type, excluded employers soft the preferences that rank rather than exclude: industry, company size, desired employers terms the titles and keywords real listings use for these roles, which vary by market and are not assumed ``` ## 2. Query live sources only ``` sources the job boards, company career pages, and connectors the runtime can actually reach (a job connector, web search and retrieval) real every result is an opening that exists at its source right now link the real application URL at the source, not a constructed or guessed one deadline the deadline the source states; if none is stated, say "none stated", do not invent one unreachable if no live source can be reached, say so plainly and give the search the candidate can run themselves, with the exact terms and boards; never substitute invented listings for a search that could not run ``` This is career-core's source rule, made operational. An opening that cannot be traced to a live source is not reported as an opening. ## 3. Filter by hard constraints, then rank by honest match ``` exclude drop anything failing a hard constraint: wrong location for an on-site role, excluded employer, wrong authorisation, wrong type match for each survivor, an honest analysis against the profile: which requirements the candidate meets, which partly, which not rank by genuine fit, not by how appealing the listing sounds; a role the candidate is a strong match for outranks a glamorous one they are not honest a stretch role is labelled a stretch, with what would make it viable; it is not hidden and it is not oversold ``` ## 4. Report each opening usefully ``` role the title and the company, from the source requirements what the listing actually asks for match met / partly / gap against the candidate's profile, honestly why the specific reason this role fits (or is a considered stretch) link the real application link deadline the stated deadline, or "none stated" ``` ## 5. The shortlist ``` prioritise the strong matches the candidate should apply to first stretch a small number of considered stretches, labelled, if the candidate wants reach effort where the candidate's limited application effort is best spent, said plainly; ten strong applications beat fifty scattered ones next for each shortlisted role, what to tailor in the CV and cover letter, handed to those skills ``` ## 6. Prohibitions - Never invent an opening, a company, a link, or a deadline. - Never report an opening that cannot be traced to a live source. - Never construct or guess an application URL; use the real one or none. - Never invent a deadline; report the stated one or "none stated". - Never oversell a stretch role as a strong match. - Never ignore a hard constraint (authorisation, excluded employer) to lengthen the list. - Never apply on the candidate's behalf without explicit per-action confirmation. ## 7. Protocol 1. Build the search from the profile and configuration: targets, hard filters, soft preferences, real listing terms. 2. Query the live sources the runtime can reach; if none, say so and hand over the runnable search. 3. Confirm each result is a real, current opening with a real link and a stated or absent deadline. 4. Drop anything failing a hard constraint. 5. Analyse each survivor's match honestly: met, partly, gap. 6. Rank by genuine fit; label stretches. 7. Produce the shortlist with where to spend effort and what to tailor. ## 8. Auto-critique Score from 0 to 5: search built from the real profile and constraints, every opening from a live source with a real link, deadlines stated or marked absent not invented, hard constraints enforced, match analysis honest, ranking by fit not glamour, stretches labelled, effort guidance given. Threshold: no axis below 3, average at least 4. A single invented opening, link, or deadline is an automatic zero regardless of the average, per career-core. ## 9. Interfaces - Upstream: `career-core` for the source and honesty rules, `career-profile` for the targets and the match baseline. - Downstream: `cv-engineering` and `cover-letter` tailor to a shortlisted role, `company-research` deepens the diligence on a target, `interview-preparation` prepares for the ones that respond. - Lateral: `source-verification` in `research/` when a listing's legitimacy is in doubt (a scam posting), `synthesis-reporting` for a structured market view. ## 10. Live sources and connectors This skill uses whatever job and search sources the runtime exposes: a job board connector, a freelance-platform connector, web search and page retrieval. It reads and prepares; it does not apply or message on the candidate's behalf unless the candidate confirms that specific action. When the needed connector is not configured, it says which one would help and how to enable it, and meanwhile hands the candidate the exact search to run, rather than inventing what the connector would have returned.