Career and HR

Starts a job search from zero by finding jobs that fit your experience, where to look, what to get ready, and a two-week plan with steps for today. Use when you need work and are unsure how to start.

Takes one job application from posting analysis to a tailored resume, a cover letter and interview prep, with approval between steps. Use for roles worth a careful application.

Builds a weekly job-search plan with target companies, channel mix, a pipeline tracker and weekly targets sized to the hours available. Use at the start of a search or when one has stalled.

Writes a tailored cover letter under 350 words that connects two or three specific achievements to the role's most important needs. Use for any job application that asks for one.

Writes a resume or CV from scratch or from an old one, asking the target role, your experience and the country you apply in, with achievement bullets, local conventions and no invented facts.

Reviews a resume the way a recruiter skims it, scores clarity, impact, relevance and format, and returns the top fixes ranked by effect. Use before sending a resume out.

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

Rewrites resume bullets into achievement statements with a strong action, scope and measurable result, without inventing numbers, and asks for the facts each one needs. Use on any resume section.

Prepares for one specific interview in gated steps - decode the role, build a story bank, run a scored mock, prepare questions to ask and plan the day. Use once an interview is booked.

Runs a realistic mock interview for a role one question at a time, probes with follow-ups, scores each answer against a rubric and ends with a debrief. Use to rehearse before a real interview.

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.

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.

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.

Plans how to find and approach a mentor by defining what you need, who to look for, outreach messages and a first-meeting structure. Use when you want guidance from someone further ahead.

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.

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.

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.

Writes personalised recruiting outreach to a passive candidate with why they were chosen, the role's real draw and an easy reply, plus two follow-ups. Use when contacting people who are not looking.

Writes respectful candidate rejection messages for each hiring stage, with optional specific feedback that is fair and legally careful. Use when closing the loop with applicants.

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.

Guides a manager through review season by gathering evidence, drafting each review, calibrating ratings for bias and preparing each review conversation, with approval between steps.

Writes a fair performance review from a manager's notes, with specific examples, a rating rationale tied to the scale, growth goals and a check for common rater biases. Use in review cycles.

Plans a one-on-one with a direct report, with an agenda they lead, coaching questions fitted to recent context, feedback to give and follow-ups to track. Use before a recurring or difficult 1:1.

Sets up a freelance business - niche and offer, pricing model, portfolio, client acquisition, an admin and contract checklist, and a first-90-days plan. Use when going independent.

Prices services as hourly, day rate, project, retainer or value-based from costs, income target, utilisation and market anchors, with a quote template. For freelancers and agencies.

Writes a freelance marketplace profile or gig description with a niche headline, client outcomes, proof, service packages and the search terms clients use. Use when setting up or fixing a profile.

Tells a client that a request is outside the agreed scope without friction, and offers options (a paid change, a swap or deferral) with cost and timeline. For freelancers, agencies and consultants.

Checks a small organisation's HR basics - contracts, records, pay, policies, onboarding, exits - and returns a prioritised gap list and 30-day plan. Use when you have just taken on HR.

Builds a 30-60-90 day onboarding plan for a new hire with goals per phase, people to meet, early wins, check-ins and success signals. Use before a new team member starts.

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.

Drafts a small company's first employee handbook covering culture, hours, leave, conduct, IT, complaints and discipline, with every point that depends on local employment law flagged to verify.