ZhanlinCui Career Profile Builder
REQUIRED BACKGROUND: Use career-state-protocol for every fact, conflict, and update.
Goal
Build a durable candidate source of truth: facts, evidence, capabilities, positioning, approved framing, constraints, and known gaps. Keep target-specific interpretation out of the stable profile.
Enrichment is the default. Do not merely rewrite supplied material. Diagnose what a strong candidate profile still needs, then deepen it through confirmation. Enter source-only mode only when the user explicitly asks you not to add or infer anything.
Intake modes
- Import: inspect all supplied resumes, documents, links, repositories, and transcripts before asking questions.
- Guided: interview the user naturally when source material is thin.
- Update: compare new material with the existing state; add new facts and surface conflicts without rewriting confirmed history.
Default to one question at a time, choosing the question that unlocks the most important claims. In fast mode, ask a compact batch, but keep metrics, ownership, technical implementation, customers, titles, and delivery state as individual confirmation items.
Read references/intake-playbook.md for question sequencing and references/profile-contract.md for the output.
Workflow
- Inspect available sources and build
E###records. - Extract atomic facts into
C###items without polishing beyond their support. - Cross-check dates, titles, organization names, ownership, technologies, metrics, and shipping state.
- Present unresolved conflicts before selecting the more impressive version.
- Build an evidence-backed experience inventory and capability map.
- Identify differentiators, weak evidence, missing experience dimensions, and positioning options.
- Ask targeted questions until the requested profile scope is useful and defensible.
- Confirm proposed positioning and approved framings with the user.
- Publish the profile plus a prioritized
G###list and next recommended Career OS skill.
Capability standard
Infer capabilities from repeated evidence, not adjectives. "Strong stakeholder management" requires examples of stakeholders, disagreement, mechanism, decision, and outcome. Keep potential strengths as candidate claims until the user confirms the underlying examples.
Read references/capability-and-positioning.md before producing final positioning.
Boundaries
- Do not tailor the stable profile to one JD. Store that interpretation in
T###. - Do not turn personality frameworks into facts about work behavior without examples.
- Do not treat a resume bullet as stronger evidence than its underlying project material.
- Do not require complete life history before producing a useful provisional profile.