Weak duty-list bullets rebuilt into proof of impact.
Act as a resume writer who gets people interviews. My role: [title, company type, years]. My current bullets: [paste them]. Target job: [title and industry].
Rebuild each bullet:
1. For every bullet, rewrite using the formula: strong verb + what I did + measurable result + why it mattered. Where I gave no number, insert [metric] and tell me exactly what number to go find.
2. Flag duty-statements ('responsible for', 'worked on', 'helped with') and show the achievement version.
3. Order my bullets by relevance to the target job, not chronology of my ego.
4. The 3 bullets to cut entirely and why they dilute the strong ones.
5. Final pass: every bullet under 2 lines, no bullet starting with the same verb twice, past tense for old roles, present for current.
STAR stories ready for the ten questions everyone gets.
Act as an interview coach. The role: [job title + paste the posting if you have it]. My raw experience: [paste resume bullets or describe key projects and wins].
Forge my answer bank:
1. Identify the 10 questions I will almost certainly face for this role — 5 classics plus 5 role-specific.
2. For each classic (tell me about yourself, weakness, conflict, failure, why us): draft my answer using my real material, STAR-structured, 90 seconds spoken.
3. Mine my experience for 5 signature stories and map each to the 3 questions it can answer — one story, many uses.
4. The trap check: where my honest answer could hurt me, and how to be truthful without self-sabotage.
5. The closing: my 'why should we hire you' in 3 sentences, plus the 3 questions I ask them that signal seniority.
A profile summary that makes recruiters stop scrolling.
Act as a LinkedIn profile strategist. My current About section: [paste it, or 'empty']. My role and superpower: [what you do + what you are known for]. Who I want to attract: [recruiters / clients / peers]. Proof: [numbers, results, notable names].
Rewrite it:
1. Diagnose the current version in 2 blunt lines.
2. Write 3 versions: story-led (career arc with a turn), value-led (what I do for whom, with proof), and hybrid. Each under 200 words, first 2 lines engineered to earn the 'see more' click.
3. The keyword layer: 8 terms recruiters in my field search, woven in naturally — not stuffed.
4. The headline formula: 5 options beyond '[title] at [company]' that state outcome and audience.
5. The featured-section plan: what 3 items to pin and why.
Scripts for every recruiter DM — interested, not now, or never.
Act as a career strategist. A recruiter messaged me: [paste the message]. My situation: [happily employed / open / desperate — be honest]. The role they pitched: [details].
Give me 3 reply versions:
1. Interested: warm, moves to a call fast, asks the 3 questions that screen the role (comp range, team, why open) without seeming transactional. Include the exact line requesting the salary band before investing time.
2. Not now: gracious decline that keeps the door open and makes me memorable — recruiters change jobs and carry their contact books.
3. Wrong fit: the polite redirect, optionally pointing them to someone — the networking karma play.
For each: under 60 words, no apology, no over-explanation. Then the 4 red flags in recruiter messages that mean do not reply at all, checked against this one.
Leave well: the letter, the talk, and the last two weeks.
Act as a career advisor. My situation: [role, tenure, manager relationship, notice period per contract]. Where I am going: [new job / break / cannot say]. Anything delicate: [non-compete, counter-offer likelihood, team impact].
Plan my exit:
1. The resignation letter: 4 sentences, gracious, zero grievances, notice dates exact — anything more can only hurt me.
2. The in-person script: what I say to my manager in the first 60 seconds, before any letter changes hands.
3. Counter-offer prep: the likelihood in my case, and my pre-decided response — without relying on a made-up statistic about counter-offer acceptors.
4. The notice-period plan: handover doc contents, the goodwill moves that pay off in references for decades.
5. What never to do: the exit interview honesty trap, the goodbye email tone, and social media timing.
They offered. You have options. Here is what to say next.
Act as a negotiation coach. My current job and pay: [details]. The outside offer: [company, comp, role]. What I actually want: [stay with more / leave / genuinely torn].
Script the play:
1. The honest diagnosis first: is the counter-offer path right for me, or am I about to trade a decision for a raise? The 3 questions that reveal it.
2. If negotiating: the exact conversation with my current employer — what to disclose about the offer (details help, ultimatums poison), the number to name, and the words that keep it warm not adversarial.
3. The timeline: who I tell first, response deadlines, and how to ask the new company for time without cooling the offer.
4. If I take the counter: the written commitments to demand (new title, review date, backdated raise) because verbal counters evaporate.
5. If I decline: the gracious refusal script that protects the relationship — industries are small.
Act as an executive onboarding coach. My new role: [title, company type, team size, what I own]. What success looks like at day 90: [what you know, or 'help me define it']. Known challenges: [politics, turnaround, new domain, first management role — yours].
Build the plan:
1. Days 1-30 (learn): the listening tour — exactly who to meet in order, the 5 questions to ask each, and what to document. Resist fixing anything yet; define the one exception.
2. Days 31-60 (assess): how to turn learning into a point of view — the early-win criteria: visible, valued by my boss, achievable with current resources.
3. Days 61-90 (act): the win to ship, how to communicate it upward, and the 90-day review conversation script.
4. The relationship map: the 5 people whose trust decides my success, and the approach for each.
5. The traps for MY specific challenge: named, with counters.
Ask for references so people say yes and say good things.
Act as a job-search strategist. The role I am pursuing: [role]. My potential referees: [list 2-4 people, relationship, when you worked together, what they saw]. The awkward bits: [gaps, short tenure, manager you did not tell — yours].
Write my asks:
1. For each referee: the message (email or text-appropriate), reminding them of the specific work they witnessed, asking for a defined scope (phone call vs written), and making no easy to say.
2. The prep sheet I send each yes: the role, the company, the 3 things I hope they can speak to, refreshed bullets on what we did together — referees perform better armed.
3. The choreography: when to warn them, how the call usually goes, my follow-up thank-you that keeps them in my corner forever.
4. The awkward cases: the referee from the job I left badly, and whether to use them — honest call.
5. The bench rule: keeping 3 references warm year-round, not just when hunting.
Act as a compensation analyst. The offer(s): [paste details — base, bonus, equity, benefits, location/remote, title, team]. My current situation: [job, comp, what I like and hate]. My priorities: [rank money, growth, balance, mission, stability].
Evaluate:
1. Total comp math: base + realistic bonus (not target, historical payout) + equity at honest valuation + benefits worth money (insurance, retirement match, leave days) — the single comparable number per offer.
2. The non-money scorecard: growth slope, manager quality signals, brand value for my NEXT move, burnout risk, commute/remote reality — scored 1-5 with evidence from what I told you.
3. The 3-year projection: where each path plausibly puts my comp and title.
4. The questions to ask before signing: 6 that surface what the offer letter hides (review cycle, raise history, team attrition, on-call, equity refresh policy).
5. Verdict with reasoning, plus the one negotiation lever worth pulling on the winning offer.
The first 14 days after a layoff, handled in order.
Act as a career crisis coach. My situation: [just laid off — role, tenure, severance terms if known, notice period]. Finances: [runway in months]. Location/market: [city, industry health]. Headspace: [honest — panicking / angry / oddly relieved].
Build the 14-day plan:
1. Days 1-3: the admin that protects money — severance review (what is negotiable, even now), benefits continuity, unemployment registration if applicable, the exit paperwork checklist. Feelings allowed; admin first because deadlines hide in it.
2. The narrative: my 2-sentence layoff answer for interviews — factual, calm, forward-pointing, no bitterness (they screen for it).
3. Days 4-10: the search engine start — resume refresh, LinkedIn open-to-work settings, the 20-person warm outreach list drafted before any applications.
4. The money triage: runway math, expenses to pause now vs later, side-income options that do not derail the search.
5. Days 11-14: pipeline review and the weekly cadence going forward.
6. The mental-health guardrails: structure, daylight, one person to talk to — written as rules, because motivation is currently unreliable.
Make the case for your promotion impossible to defer.
Act as an executive coach who has sat in calibration meetings. My role and level: [current]. Target: [next level]. My evidence: [projects, results, scope — paste everything]. My company's process: [formal packets / manager discretion / unknown].
Build the case:
1. The level-definition gap analysis: what the next level actually requires vs what I can prove — the 2-3 gaps to close or reframe first.
2. The brag document: structure my evidence into impact statements with numbers, each mapped to a next-level expectation.
3. The timing: when promotions actually get decided in places like mine, and the conversations to start 3 months before.
4. The manager script: how to raise it directly without ultimatum energy, including the 'what would I need to demonstrate' question that forces criteria.
5. The sponsor strategy: whose voice besides my manager's matters, and how they come to know my work.
6. Plan B: the external-market test — when interviewing elsewhere becomes the honest leverage, and how to use it without burning the bridge.
Act as a networking coach. Who I want to meet: [person or type]. Who can connect me: [mutual contact and your relationship strength]. Why I want the intro: [honest purpose — job, advice, sale, mentorship].
Write the play:
1. The forwardable blurb: 3 sentences about me that my contact can paste without editing — context, credibility, specific ask. This is the whole game; make it effortless.
2. The ask message to my contact: low-pressure, gives them the full opt-out, includes the blurb so they never have to write anything.
3. The double opt-in respect: how to phrase so my contact can check with their person first without awkwardness.
4. The follow-through: if the intro lands, my first reply within 24 hours — short, honoring both people's time, one clear question.
5. The thank-you loop: the message to the connector after, and the update 2 weeks later that makes them glad they vouched for me.
6. The anti-patterns: the 4 intro-ask moves that make people quietly stop helping.
Act as a career-change strategist. My current field: [role, industry, years]. My target: [where you want to go, or 2-3 candidates]. Why: [honest reasons — money, meaning, burnout, curiosity]. Constraints: [cannot take a pay cut? need to stay in city? timeline?].
Map the pivot:
1. The transferable inventory: my skills that the target field values, translated into ITS language (teachers do not 'teach', they 'design learning experiences and manage 30 stakeholders').
2. The gap list: what the target requires that I lack, split into must-credential vs learn-in-public vs fake-until-real.
3. The bridge roles: the 2-3 hybrid positions that hire my current profile while moving me toward the target — pivots are usually two jumps, not one.
4. The proof plan: the portfolio project, freelance gig, or internal transfer that creates evidence in 90 days.
5. The narrative: my pivot story in 4 sentences — the through-line that makes the change look intentional, not flighty.
6. The financial bridge: how to sequence the move against my constraints.
Act as a career strategist. Review timing: [when, and what the process looks like]. My year: [projects, results, misses — the honest mix]. My goal for the review: [rating, raise, promotion track, just survival]. My manager's style: [data-driven / story-driven / conflict-avoidant].
Prep me:
1. The self-review draft: accomplishments in impact language with numbers, mapped to my stated goals — plus the reframe for each miss (what I changed, not why it was not my fault).
2. The receipts file: the list of artifacts to gather NOW — metrics screenshots, praise emails, shipped links — because memory loses to documentation.
3. The in-room plan: the 3 points I must land verbally, the questions that reveal my rating trajectory early, and how to respond to surprise criticism without getting defensive (the exact breathing-and-clarifying move).
4. The ask: how to tie the review to comp or promotion conversation with the one sentence that plants it.
5. The after-action: the follow-up email summarizing agreements — the paper trail that protects me next cycle.
Act as a compensation researcher. My role: [title, specialization, years]. Location: [city or remote, and the company's location if remote]. Industry and company size: [details]. Current pay: [amount].
Build my brief:
1. The research protocol: the 5 sources to check (levels.fyi-style aggregators, Glassdoor, LinkedIn salary insights, industry surveys, recruiter DMs) with what each is good and bad at, and how to weight them.
2. My range: given my specifics, the defensible market band — 25th/50th/75th percentile reasoning, and where MY evidence places me.
3. The adjustment factors: how remote-vs-office, startup-vs-enterprise, and city tier should move my number, with direction and rough magnitude.
4. The number to say: my target, my walk-away, and the exact sentence for 'what are your expectations' — including the deflection script if it comes too early.
5. The evidence file: 3 data points I can cite in negotiation without naming coworkers' pay.
The 24-hour follow-up that quietly wins tiebreakers.
Act as a hiring-insider. My interview: [role, who I met — names, roles, what we discussed, any moment that went particularly well or badly]. Timeline they gave: [when they decide].
Write my follow-ups:
1. One note per interviewer, each under 100 words, each different — referencing the specific thing we discussed, adding one NEW thought that shows I kept thinking after leaving.
2. The recovery move: if one answer went badly, the thank-you note technique for fixing it without groveling — show me on my weak moment.
3. Timing and channel: when to send, email vs LinkedIn, and what to do about the recruiter vs panel difference.
4. The materials attach: when including a work sample or idea doc helps vs looks desperate — judged for my situation.
5. The silence protocol: what to send at day 7 and day 14 if I hear nothing, keeping me memorable not needy.
Close the exact gap between you and the job description.
Act as a talent-development advisor. The target job description: [paste it]. My honest current skills: [list or paste resume]. Timeline: [when I want to be applying]. Weekly hours available: [number].
Run the gap sprint:
1. Decompose the JD: split every requirement into must-have-at-screening vs learnable-in-first-months vs nice-to-have theater. Do not treat every listed preference as a hard requirement.
2. My gap list: only the true must-haves I lack, ranked by screening impact.
3. The sprint plan per gap: the fastest credible route — course, project, volunteer gig, or reframed existing experience — sized to my weekly hours. Each ends with proof: something I can show or say in an interview.
4. The resume translation: 3 of my existing bullets rewritten so adjacent experience reads as the requirement, honestly.
5. The checkpoint: what 'ready to apply' looks like in concrete terms, so I do not study forever.
Messages to strangers that get answered, not ignored.
Act as a networking strategist. Who I am messaging: [their role, company, why them specifically]. What I want: [advice call / referral / information about their team / mentorship]. My credibility: [what you bring — shared school, mutual contact, relevant work, or 'thin']. Their public content: [anything they posted or said that you can reference].
Write it:
1. The connection note (300 chars): specific to them, zero ask or a micro-ask, no 'I hope this finds you well'. 3 options on different hooks.
2. The follow-up after accept: under 80 words, one clear ask sized at 15 minutes of their time, the question included so they can even answer async.
3. The credibility workaround for thin profiles: borrow relevance — the question only I could ask them because of their specific path.
4. The etiquette: how many touches before stopping (2), what never to do (resume attachment in message 1), and the thank-you regardless of outcome.
5. The numbers mindset: realistic reply rates, so silence reads as normal not rejection.
Act as a mentorship coach. The person: [who they are, how I know of them, any existing connection]. What I want guidance on: [specific domain or decision]. What I can offer back: [honestly — execution help, their field's adjacent skill, or just serious follow-through].
Build the ask:
1. The right-sized first ask: NOT 'will you be my mentor' (marriage proposal on a first date) — the single 20-minute question that starts a relationship.
2. The message: under 90 words — why them specifically (their actual path, not flattery), my one question, and the respect-their-time structure.
3. The first-call agenda: 3 questions max, notes taken, ending with the 'may I follow up on how it went' line that earns a second conversation.
4. The follow-through system: the update-after-acting message that mentors say is the rarest and most bonding thing.
5. The long game: how relationship cadence (quarterly updates, zero asks between) turns a call into a champion.
Status updates that make you look sharp in 5 lines.
Act as a communication coach for workplace updates. My update material: [what you did, what is blocked, what is next — raw]. The audience: [manager / team / leadership]. Format: [standup, weekly email, Slack update].
Forge the update:
1. My template: yesterday/today/blockers reimagined — outcomes first ('shipped X, unblocking Y'), blockers stated as asks ('need Z from @person by Tuesday'), next steps with dates.
2. Rewrite my raw material into it: tight, specific, no activity-theater ('worked on', 'looked into' banned — outcomes or learnings only).
3. The visibility layer: the one line connecting my work to what my audience cares about this quarter.
4. The blocked-without-blame phrasing: how to flag a stuck dependency so it reads as management, not complaint — with my actual blocker rewritten.
5. The escalation rule: when a blocker graduates from update-line to direct message, and that message template.
Proposals that win the gig before price enters it.
Act as a six-figure freelancer reviewing proposals. The gig: [paste the job post]. My relevant proof: [portfolio pieces, results, similar projects]. My rate thinking: [range].
Write the winning proposal:
1. Decode the post: what the client actually fears (flaky delivery, communication black holes, cookie-cutter work) — their words tell you; quote the tell.
2. The proposal: open with THEIR project reflected back sharper than they wrote it (the 'they get it' moment), 2-3 relevant proof points with links, a concrete mini-plan with milestones, timeline, and price framed as fixed-with-scope.
3. The differentiator line: one thing I will do that others will not think to offer — drafted from my proof.
4. The question to include: the single smart question that starts a conversation and signals seniority.
5. Kill-list check: no life story, no 'dear hiring manager', no undercut pricing, no 10-paragraph novel.
6. Length rule: under 200 words unless the gig is enterprise.
A tracking system for 50 applications without losing your mind.
Act as a job-search operations advisor. My search: [target roles, locations, how long hunting, current pipeline size]. My current tracking: [spreadsheet / memory / chaos]. Time per week: [hours].
Build my command center:
1. The tracker schema: exact columns (company, role, date applied, source, contact, stage, next action + date, link to JD archive) and why the next-action-date column is the one that saves opportunities.
2. The pipeline stages and the weekly funnel math: how many applications → screens → interviews → offers a search like mine typically needs, so I can diagnose WHERE my funnel leaks (no replies = resume/keywords; no seconds = interview craft).
3. The weekly operating rhythm: the 3 sessions (apply batch, follow-up batch, prep batch) with time boxes.
4. The follow-up system: when and what to send at each stage, with templates for after-apply and after-interview silence.
5. The morale protocol: rejection logging that extracts signal, the application cap that prevents burnout, and the weekly review question that keeps quality high.
Questions for week one that make you effective by month one.
Act as an organizational insider. My new role: [title, team, company type]. What I am responsible for: [scope]. Access I have: [who I can ask — manager, buddy, skip-level, peers].
Give me the question bank, organized by who to ask:
1. Manager (week 1): the 6 questions that define success — what does great look like at 90 days, how do you like updates, what is the team's sacred cow, what mistake do new people make here.
2. Peers: the 5 questions that map the real workflow — where docs actually live, which meetings matter, who knows what.
3. The culture reads: questions that reveal unwritten rules without asking 'what are the unwritten rules' — how decisions really get made, what gets celebrated, what got the last person fired.
4. The technical/process ones specific to my scope: [draft 5 based on what I told you].
5. The listening rules: take notes visibly, never say 'at my last company we...', ask the same question of 3 people and compare.
Act as a workplace-relationship coach. The situation: [someone helped you — mentor advice, colleague save, manager support, interviewer's time]. The person: [relationship and level]. Culture: [formal / casual].
Write the note:
1. The formula: specific act + specific impact on me + no ask attached. Draft mine in under 60 words — the specificity does the work; 'thanks for everything' does nothing.
2. Three versions: Slack-short, email-standard, and handwritten-level for the big ones.
3. The timing rule: within 48 hours for help, immediately for saves, annually for mentors — plus the 'update them on what their help became' note that almost nobody sends and everybody remembers.
4. The visibility question: when to CC their manager (genuine praise, not theater) and the line that makes it land.
5. The habit: the weekly 5-minute gratitude round that compounds into a reputation — who to scan for and what counts as note-worthy.