# Comparejobs > Compare assessment files across application folders under applications_root - Skill: `reggiechan74/comparejobs` (Agent Skill) - Install (CLI): `npx skillmds@latest add reggiechan74/comparejobs` - Raw SKILL.md: https://api.skillmd.com/api/skills/reggiechan74/comparejobs/raw - Safety review: pending - Works with: Claude Code, Claude.ai, OpenAI Codex - Category: Coding & Dev Tools - Author: reggiechan74 (https://skillmd.com/u/reggiechan74) - Updated: 2026-09-17 - Page: https://skillmd.com/skills/reggiechan74/comparejobs --- ## Configuration Read `.jobops/config.json`. If missing, stop with: > JOBOPS NOT CONFIGURED > Run /jobops:setup to initialize your workspace. Use `config.directories.` for all file paths in this skill. Use `config.preferences.cultural_profile` if this skill generates resume-style content. Use `config.preferences.default_jurisdiction` if this skill has jurisdiction-sensitive logic (crisis/legal skills accept `--jurisdiction=` to override). ## Your Task Compare 2-4 assessment files produced by `/assessjob` (one per application folder under `{config.directories.applications_root}`) — or ideal-role archetype files produced by `/idealjob` — to analyze candidate performance across different roles, identify patterns, and provide strategic hiring recommendations. Each `{{ARGn}}` is either: - an **application slug** (`{Company}_{Role}_{Date}`) — the skill loads `{applications_root}/{{ARGn}}/assessment/assessment.md`, or - a **direct file path** — any argument containing `/` or ending in `.md` is read as-is (e.g., `{career_analysis}/idealjob_{YYYYMMDD}_anchor.md`). `/idealjob` archetype files carry assessjob-compatible score keys (`overall_score: `, `normalized_score: `) and compare like any assessment. Their `synthetic: true` front matter MUST be called out in the report (label the column/row "synthetic benchmark") so an ideal-role benchmark is never mistaken for a real application. --- ## WORKFLOW ARCHITECTURE ``` Phase 1 (Parallel batch): Load all 2-4 assessment files simultaneously Phase 2 (Sequential): Extract and normalize scoring data Phase 3 (Sequential): Perform comparative analysis + strategic insights Phase 4 (Sequential): Generate report → Save ``` **Dependency Rules:** - All assessment file reads are INDEPENDENT - load in single parallel batch - Extraction can begin as soon as all files are loaded - Analysis and report are sequential cognitive work --- ## PROGRESS TRACKING (MANDATORY) **Before starting any work**, create all tasks for user visibility: | # | Task Subject | activeForm | |---|-------------|------------| | 1 | Load assessment files | Loading assessment files | | 2 | Extract and normalize scoring data | Extracting and normalizing scoring data | | 3 | Perform comparative analysis | Performing comparative analysis across assessments | | 4 | Generate strategic insights | Generating strategic insights and recommendations | | 5 | Create comparison report | Creating comprehensive comparison report | | 6 | Save comparison report | Saving comparison report | **Task Update Rules:** - Mark each task `in_progress` BEFORE starting work on it - Mark each task `completed` AFTER finishing it --- ## YAML FRONT MATTER Prepend the comparison output with: ```yaml --- assessments: - {{ARG1}} - {{ARG2}} # Append {{ARG3}} and {{ARG4}} if provided generated_by: /comparejobs generated_on: output_type: assessment_comparison status: draft version: 1.0 --- ``` Replace the placeholder comment with the additional assessment filenames you compare. Insert before the report heading and update on reruns. --- ## PHASE 1: LOAD INPUTS (Parallel batch) > **Task:** Mark task 1 `in_progress`. **Read ALL assessment files in a single parallel batch using multiple Read tool calls.** Resolve each `{{ARGn}}` first: - If `{{ARGn}}` contains `/` or ends in `.md`, read it directly as a file path (e.g., an `/idealjob` archetype file). - Otherwise read `{config.directories.applications_root}/{{ARGn}}/assessment/assessment.md`. Load `{{ARG1}}` and `{{ARG2}}` always; `{{ARG3}}` and `{{ARG4}}` if provided. **CRITICAL**: Use parallel Read tool calls for all files in a single message. Do NOT read them sequentially. > **Task:** Mark task 1 `completed`. --- ## PHASE 2: EXTRACT DATA > **Task:** Mark task 2 `in_progress`. Extract key information from each assessment: - **Candidate Information**: Name, role applied for, company - **Front Matter Keys**: `overall_score` (XX/200), `normalized_score` (XX%), `role_variant` (Technical IC | People Manager | Executive), and `synthetic` if present - **Scoring Breakdown**: Per-category raw points, variant-adjusted maximum, and percentage for the five rubric categories (Skills Inventory, Experience Relevance, Demonstrated Impact, Credentials, Fit & Readiness). Read these from the assessment body's category scoring sections — front matter carries only the overall score. If a category's numbers are absent from the body, mark its cells `not reported`; never invent them. - **Strengths & Gaps**: Key strengths and areas of concern - **Hiring Recommendations**: Final recommendations and rationale - **Assessment Date**: When evaluation was conducted **Legacy inputs:** if an assessment carries a bare 0–100 `overall_score` (no `/200` suffix), treat that value as its normalized percentage and compare it at the overall level only — its category cells in the report read `N/A (legacy scale)`. > **Task:** Mark task 2 `completed`. --- ## PHASE 3: COMPARATIVE ANALYSIS ### 3.1 Score Comparison > **Task:** Mark task 3 `in_progress`. Conduct multi-dimensional comparison across: #### Score Comparison - Overall scores and rankings - Category-wise performance patterns - Consistency across different role requirements - Score distribution and variance analysis #### Role Suitability Analysis - Best-fit roles based on skill alignment - Transferable skills across positions - Role-specific strengths and limitations - Growth trajectory implications #### Competitive Positioning - Relative candidate strengths - Market positioning against role requirements - Differentiation factors - Risk/reward profiles #### Pattern Recognition - Consistent performance areas - Recurring gaps or concerns - Cultural fit trends - Experience leverage opportunities > **Task:** Mark task 3 `completed`. ### 3.2 Strategic Insights > **Task:** Mark task 4 `in_progress`. Analyze deeper implications: - **Career Trajectory**: How roles complement candidate's progression - **Skill Development**: Areas for professional growth - **Market Positioning**: How candidate compares across different markets/roles - **Strategic Recommendations**: Optimal role selection and negotiation insights > **Task:** Mark task 4 `completed`. --- ## PHASE 4: REPORT AND SAVE ### 4.1 Create Comprehensive Comparison Report > **Task:** Mark task 5 `in_progress`. ```markdown # Job Assessment Comparison Report **Analysis Date:** [Date] **Assessments Compared:** [Number] assessments across [Number] roles/companies ## Executive Summary [2-3 sentence overview highlighting key findings and strategic recommendations] ## Assessment Overview | Assessment | Role | Company | Variant | Overall Score | Recommendation | Date | |------------|------|---------|---------|---------------|-----------------|------| | {{ARG1}} | [Role] | [Company] | [Variant] | [XXX]/200 ([XX%]) | [Recommendation] | [Date] | | {{ARG2}} | [Role] | [Company] | [Variant] | [XXX]/200 ([XX%]) | [Recommendation] | [Date] | | {{ARG3}} | [Role] | [Company] | [Variant] | [XXX]/200 ([XX%]) | [Recommendation] | [Date] | | {{ARG4}} | [Role] | [Company] | [Variant] | [XXX]/200 ([XX%]) | [Recommendation] | [Date] | For any input whose front matter has `synthetic: true`, append ` (synthetic benchmark)` to its Company cell in this table and prefix its name with `Synthetic:` everywhere it appears in the report. ## Detailed Score Comparison ### Overall Performance Rankings Rank by `normalized_score` — the percentage is the cross-assessment comparison basis; raw points are context. 1. **[Highest Scoring Role]**: [XXX]/200 ([XX%]) - [Company] - [Brief rationale] 2. **[Second Highest]**: [XXX]/200 ([XX%]) - [Company] - [Brief rationale] 3. **[Third]**: [XXX]/200 ([XX%]) - [Company] - [Brief rationale] 4. **[Lowest]**: [XXX]/200 ([XX%]) - [Company] - [Brief rationale] ### Category Performance Analysis Category maxima vary by role variant (e.g., Skills Inventory is /60 for a Technical IC assessment but /40 for People Manager), so **compare on percentages, not raw points**. `[Max]` is each assessment's variant-adjusted category maximum from its rubric. For legacy 0–100 inputs, every category cell reads `N/A (legacy scale)`. #### 1. Skills Inventory | Role/Company | Points | Variant Max | % | Analysis | |--------------|--------|-------------|---|----------| | [Role 1] | [X] | [Max] | [XX%] | [Strength/Gap summary] | | [Role 2] | [X] | [Max] | [XX%] | [Strength/Gap summary] | **Key Insights:** - [Consistent technical strengths across roles] - [Skills gaps that appear across multiple assessments] - [Role-specific technical advantages] #### 2. Experience Relevance | Role/Company | Points | Variant Max | % | Analysis | |--------------|--------|-------------|---|----------| | [Role 1] | [X] | [Max] | [XX%] | [Experience alignment] | | [Role 2] | [X] | [Max] | [XX%] | [Experience alignment] | **Key Insights:** - [Best experience matches and why] - [Experience transfer opportunities] #### 3. Demonstrated Impact | Role/Company | Points | Variant Max | % | Analysis | |--------------|--------|-------------|---|----------| | [Role 1] | [X] | [Max] | [XX%] | [Impact evidence] | | [Role 2] | [X] | [Max] | [XX%] | [Impact evidence] | #### 4. Credentials | Role/Company | Points | Variant Max | % | Analysis | |--------------|--------|-------------|---|----------| | [Role 1] | [X] | [Max] | [XX%] | [Credential match] | | [Role 2] | [X] | [Max] | [XX%] | [Credential match] | #### 5. Fit & Readiness | Role/Company | Points | Variant Max | % | Analysis | |--------------|--------|-------------|---|----------| | [Role 1] | [X] | [Max] | [XX%] | [Fit assessment] | | [Role 2] | [X] | [Max] | [XX%] | [Fit assessment] | ## Strategic Analysis ### Candidate Strengths Across Roles - [Strength 1]: Evidence from [X] assessments - [Strength 2]: Consistent high scoring in [category] - [Strength 3]: Competitive advantage ### Recurring Gaps & Development Areas - [Gap 1]: Identified in [X] assessments, requiring [development approach] - [Gap 2]: Could limit success in [specific contexts] ### Role-Specific Advantages #### Best Fit: [Role Name] at [Company] - **Why it's the strongest match**: [Detailed reasoning] - **Score advantage**: [X] percentage points above the average normalized score - **Success probability**: [High/Medium/Low] with rationale #### Alternative Strong Fit: [Role Name] at [Company] - **Positioning rationale**: [Why second choice] - **Trade-offs**: [What candidate gives up vs. top choice] ### Market Positioning Insights - **Salary negotiation position**: [Strong/Moderate/Weak] - **Competitive advantage**: [Unique value propositions] ## Interview Strategy Comparison ### Common Interview Focus Areas - [Focus Area 1]: [Why important across roles] - [Focus Area 2]: [Validation needed] ### Role-Specific Interview Priorities #### [Role 1] - [Company 1] - **Must validate**: [Specific areas] - **Opportunity to highlight**: [Strongest areas] - **Risk mitigation**: [Address concerns] ## Strategic Recommendations ### Optimal Strategy 1. **Primary Target**: [Role/Company] - [Reasoning] 2. **Secondary Option**: [Role/Company] - [Reasoning] 3. **Development Play**: [Role/Company] - [Reasoning] ### Negotiation Positioning - **Strongest negotiating position**: [Role] - **Compensation expectations**: [Insights] ### Risk Management - **Highest risk scenario**: [Role/situation] - **Mitigation strategies**: [Approaches] ## Implementation Roadmap ### Immediate Actions (Next 2 weeks) 1. [Specific action] 2. [Interview preparation focus] 3. [Research or networking] ### Medium-term Development (Next 3-6 months) 1. [Skill development] 2. [Experience building] ### Long-term Career Planning (6-18 months) 1. [Strategic role progression] 2. [Professional development] ## Appendix ### Assessment Scoring Summary [Detailed table showing all scores across the five rubric categories — points, variant max, and percentage per assessment] ### Key Evidence Mapping [Cross-reference of major claims/achievements across assessments] ``` > **Task:** Mark task 5 `completed`. ### 4.2 Save Comparison Report > **Task:** Mark task 6 `in_progress`. Save the comparative analysis to: `{config.directories.career_analysis}/comparison_{YYYYMMDD}_{slug}.md`, where `{slug}` is built from the companies being compared, lowercased and joined with `_vs_` (e.g., `google_vs_meta`, or `google_vs_meta_vs_amazon` for 3+). For an input with no company (e.g., an `/idealjob` archetype), use its input filename stem instead (e.g., `google_vs_idealjob_20260604_anchor`). > **Task:** Mark task 6 `completed`. --- ## Usage Guidelines ### When to Use This Command - Candidate is applying to multiple roles simultaneously - Need to prioritize multiple opportunities - Strategic career planning and role selection - Comparative analysis for negotiation positioning - Understanding transferable skills across roles - Identifying consistent patterns in assessments ### Best Practices 1. **Minimum 2 assessments**: Ensure meaningful comparison 2. **Recent assessments**: Use assessments from similar time periods 3. **Diverse roles**: Compare different role types/companies for insights 4. **Complete analysis**: Don't skip sections - full analysis provides best insights 5. **Evidence-based**: Reference specific scores and evidence from assessments 6. **Strategic focus**: Emphasize actionable insights and recommendations ### Limitations - Comparisons only as good as underlying assessment quality - Cultural fit may vary significantly by company even for similar roles - Market conditions may change between assessment dates - Candidate preferences and priorities not captured in assessments ## Example Usage ```bash claude /comparejobs JLL_VP_Office_Leasing_2025-09-25 Canerector_Vice_President_Real_Estate_2025-09-26 # Benchmark a real application against an /idealjob archetype (direct file path) claude /comparejobs JLL_VP_Office_Leasing_2025-09-25 Career_Analysis/idealjob_20260604_anchor.md ``` (Each argument is either an application slug under `{config.directories.applications_root}` or a direct assessment-file path — see Your Task.)