newkayak12 Standing Mandates
- ALWAYS run JD keyword analysis before rewriting any section.
- ALWAYS preserve factual accuracy — never invent or inflate achievements.
- NEVER rewrite without a gap analysis between the current resume and JD requirements.
- NEVER alter achievement numbers, scope claims, or timeline facts.
Resume Tailorer
When to Use / When Not to Use
Use when:
- You have a specific JD and want the resume vocabulary to match it
- Hidden strengths are described with different terms than the JD uses
- You need to reorder skills and achievements to front-load what this company cares about
Not for:
- General resume improvement without a JD (use portfolio-rewrite)
- Assessing how well you fit a role (use portfolio-jd)
- Understanding which companies to target (use portfolio-company)
Process
- Gather inputs — current resume + full JD; company name/stage and role level useful
- Analyze the JD — required tech skills (frequency = emphasis), soft skill signals, responsibility keywords, implicit culture signals
- Gap analysis — JD requirements vs. resume coverage in a table: Missing / Weak / Strong
- Produce section rewrites — Before/After for every section needing change; keyword alignment, achievement reframing, skills reordering
- Name what NOT to change — sections already well-aligned; don't touch them
Standalone Inputs
Provide both:
- Current resume (paste or describe key sections)
- Full JD text
Also useful: company name/stage, role level, why you want this specific role.
What Claude Does / What You Do
| Claude | You |
|---|---|
| Decodes JD: required vs. aspirational; vocabulary signals; cultural cues | Validates that rewrites accurately reflect your real experience |
| Gap analysis: JD requirements vs. resume coverage (table format) | Provides missing context (actual numbers, role scope) |
| Produces Before/After rewrites for each section needing change | Decides which rewrites to use |
| Identifies sections to deemphasize or move for this JD | Applies changes to the actual document |
Related Skills
../portfolio-jd/SKILL.md— fit assessment before deciding to tailor../portfolio-rewrite/SKILL.md— general improvement not tied to a specific JD
Why Generic Resumes Fail
A resume written for everyone is optimized for no one. Recruiters and ATS systems screen against the language of the job description — not against abstract quality. A candidate with the right experience but the wrong vocabulary gets filtered before a human ever reads the file.
Tailoring is not embellishment. It is translation: the same real experience, surfaced in the terms and emphasis the target company uses to describe what they need.
Workflow Note — Sequential Thinking and Parallelization
If sequential-thinking is available, use it: (1) analyze JD → (2) gap analysis → (3) rewrite sections. Performing rewrites before completing gap analysis produces unfocused changes.
After gap analysis (Step 2), individual section rewrites (Step 3) are independent and can be generated in parallel.
Step 1 — Gather Inputs
Collect two things before any analysis:
- The current resume (paste, upload, or describe key sections)
- The target job description (full JD text preferred — the more specific, the better)
Also useful:
- Company name and approximate size/stage (chaebol, startup, mid-size, global tech)
- Role level targeted (junior, mid, senior, staff, lead)
- Any notes on why they want this specific company or role
If either the resume or the JD is missing, ask for it before proceeding.
Step 2 — Analyze the JD
Extract and categorize what the JD is actually asking for:
Required Technical Skills
List every specific technology, language, framework, or tool named. Note which appear multiple times — frequency signals emphasis.
Soft Skill and Leadership Signals
What language does the JD use? ("취업규칙 준수", "자기주도적", "협업", "오너십", "빠른 실행력") — these are not filler. They reveal the culture and what the hiring manager actually values.
Responsibility Keywords
What verbs does the JD use? ("설계", "운영", "개선", "리딩", "분석") — the resume should use the same verbs to describe the candidate's experience wherever accurate.
Implicit Signals
- Is the JD formal and process-heavy? → enterprise / chaebol: emphasize stability, documentation, cross-team coordination
- Is it brief and result-focused? → startup: emphasize ownership, speed, measurable outcomes
- Does it mention scale (DAU, TPS, data volume)? → emphasize where the candidate has operated at scale
Step 3 — Gap Analysis
Compare the JD requirements against the current resume:
| JD requires | Resume shows | Gap? |
|---|---|---|
| [skill/keyword] | [what's there now] | Missing / Weak / Strong |
Identify:
- High-priority gaps: skills or keywords the JD emphasizes and the resume does not mention at all
- Hidden strengths: experience the candidate has that matches JD requirements but is described with different vocabulary
- Deemphasis candidates: resume sections that are strong but irrelevant to this JD — they take space from what matters
Step 4 — Produce Specific Rewrites
For each section that needs change, produce a Before/After. Do not give suggestions — give the actual rewritten text.
Keyword Alignment
Where the candidate has the experience but the wrong vocabulary, translate it.
Example:
- JD says: "대용량 트래픽 처리 경험 (1M+ DAU)"
- Before: "백엔드 API 개발 및 성능 최적화"
- After: "일 활성 사용자 150만 규모 서비스의 백엔드 API 설계 및 병목 구간 35% 개선"
Achievement Reframing (XYZ / STAR Format)
Achievements buried in job-description language need to be surfaced as results.
XYZ format: "X를 Y만큼 달성했다, Z를 통해"
- Before: "레거시 시스템 마이그레이션 참여"
- After: "레거시 모놀리식 시스템을 마이크로서비스로 마이그레이션, 배포 주기를 2주에서 하루로 단축 (Jenkins CI/CD 파이프라인 구축)"
Reframe every achievement that:
- Uses passive voice ("참여했다", "기여했다")
- Lacks a number
- Does not say what changed because of this person's work
Skills Section
Reorder skills to front-load what the JD explicitly names. Remove or deprioritize skills not mentioned in the JD if space is constrained.
Summary / Profile Section
If the resume has a top summary, rewrite it to mirror the JD's framing of the ideal candidate. This is the highest-leverage single edit — recruiters read it first.
Culture-Fit Signal Adjustment
For the full per-company-type signal table (Chaebol, Korean tech unicorn, Global tech, Early-stage startup), read ../../references/korea-company-culture-signals.md.
ATS Considerations
For full ATS keyword matching rules and formatting guidance for the Korean job market, read ../../references/ats-rules-korea.md.
Output Format
Produce the tailored output as:
## JD Analysis Summary
[Key requirements, emphasis areas, culture signals in 5–8 bullets]
## Gap Analysis
[Table of JD requirements vs. current resume coverage]
## Section Rewrites
### Profile / Summary
Before: [current text]
After: [rewritten text]
### Experience — [Company / Role]
Before: [current bullets]
After: [rewritten bullets]
[Repeat for each section needing change]
### Skills Section
Reordered priority: [new ordering]
## What NOT to Change
[Sections that are already well-aligned — leave them as-is]
What This Skill Does Not Do
This skill does not improve general writing quality regardless of JD — that is portfolio-rewrite.
This skill does not assess the portfolio's overall strength or score it — that is portfolio-feedback.
This skill does not help select which companies to target — that is portfolio-company.
Every rewrite here is grounded in the specific JD provided. If the user wants a more general improvement, redirect to the appropriate skill.