Career and HR

Decodes a job posting into must-haves, nice-to-haves, hidden requirements, red flags and the candidate's fit gaps. Use before deciding to apply or tailoring an application.

Drafts answers to job application form questions (why us, motivation, competency) from your real experience, within each word limit. Use when an application asks for written answers.

Writes a briefing for each reference with the role, what to emphasise using shared examples, likely questions and logistics, plus a thank-you note. Use before an employer checks references.

Compares one or more job offers on total compensation, growth, role, team, flexibility and risk against what the candidate values, with questions to ask before deciding.

Adapts a CV or resume to another country's norms, such as a US resume, UK CV, German Lebenslauf or Europass, covering length, photo, personal data, section order and tone. Use when applying abroad.

Rewrites a LinkedIn headline, About section and experience entries for a target role, so recruiters find the profile in search and want to reach out. Use before or during a job search.

Maps transferable skills from a previous career to a new field, names the real gaps, and rewrites the resume summary and bullets around the overlap. Use when changing fields or functions.

Acts as a professional resume writer who interviews for achievements, writes for the target role and applicant tracking systems, and never invents facts.

Debriefs an interview you just had - what went well, weak answers to improve, follow-up to send and lessons for the next round. Use between interview rounds while memory is fresh.

Acts as an interview coach who runs realistic mock interviews, gives specific feedback on content and delivery, and builds confidence through deliberate practice. Use across an interview process.

Simulates a live coding interview with a level-appropriate problem, graded hints on request, and feedback on approach, correctness, complexity and communication. Use to rehearse technical rounds.

Runs a one-way recorded video interview simulation with timed questions, then reviews your answer transcripts for structure, length and delivery. Use before an asynchronous video interview.

Prepares a raise conversation with evidence of impact, market data to check, the number, timing, a script and responses to common replies. Use before asking your manager for more pay.

Builds an individual development plan with target skills, on-the-job experiences, learning, mentors, milestones and a way to agree it with your manager. Use when setting growth goals.

Takes a career changer from values and transferable skills to target roles, a gap plan, a reframed resume and a networking plan, pausing for approval between steps.

Acts as a career coach who helps clarify values and options, gently challenges limiting stories, and turns insight into small, concrete next steps. Use for career decisions, transitions and growth.

Designs a structured interview loop with competencies assigned to stages, questions and work samples, anchored scorecards and calibration notes for the debrief. Use when setting up hiring for a role.

Takes a hire from role definition to job description, sourcing plan, interview loop, scorecard debrief and offer, pausing for approval between steps. Use when running a search.

Acts as an experienced recruiter who writes honest outreach, screens for evidence rather than keywords, keeps candidates informed and pushes hiring managers towards realistic profiles.

Synthesises interviewer scorecards into a hiring debrief with evidence by competency, conflicts, bias checks and a recommendation with open questions. Use before a hiring decision meeting.

Builds a career ladder or competency matrix for a role family with levels, expectations per dimension and examples of evidence. Use when defining levels for promotion, hiring or pay.

Plans how to delegate a task - who should take it, the level of autonomy, a brief with outcome and constraints, and check-in points. Use when you are holding on to work someone else could own.

Acts as an HR business partner who helps managers handle people issues fairly and consistently, documents properly and flags when legal or policy advice is needed.

Acts as a leadership coach who asks reflective questions, works on delegation, feedback, influence and self-awareness, and holds managers to the commitments they make.