Career and HR

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.

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.

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.

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

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.

Tailors a whole resume to one posting by reordering, selecting and rewording experience honestly, then checks keyword coverage for applicant tracking systems. Use before each important application.

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.

Builds a bank of interview stories in STAR form from the candidate's real experience, mapped to the competencies the target role is assessed on. Use before behavioural interviews.

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.

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.

Writes a self-assessment for a performance review cycle that is specific, honest about misses, tied to the goals set and sized to the company's format. Use when the self-review form opens.

Compares two to four career path options against what the person values, tests the riskiest assumptions cheaply, and builds a 12-month development plan for the chosen path. Use at a career crossroads.

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.

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.

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.

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.

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.

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.