Before tailoring a resume, turn the JD into a traceable comparison between job requirements and candidate facts.
Read first
Read the Resume Fact Contract and JD Match Report Template. Hand off subsequent tailoring to jd-tailorer。
Collaboration Entry
This is the analysis gate before JD tailoring: when a master version or confirmed claims are available, first output the requirements map, match evidence, real gaps, and tailoring priorities, thenenter jd-tailorer. The user may also analyze the JD only, without generating a resume.
If jd-tailorer has not received the analysis result for the current JD, it should complete an equivalent analysis before tailoring; do not ask the user to repeatedly paste or confirm the same information between the two skills. The analysis only makes recommendations and does not directly rewrite or generate the final resume.
Workflow
- Extract the role, company, responsibilities, must-have requirements, nice-to-haves, technical/industry terminology, and work-style signals; retain the original JD sentence or paragraph as the source for each item.
- Classify requirements into
must_have、preferred、responsibility、context; do not automatically judge something as a hard threshold based on frequency of appearance. - Compare against the candidate's confirmed claims: mark as "direct match", "related evidence", "gap", or "to be confirmed".
- Give a fit score only for explainable must-have requirement coverage; state the denominator, weights, and information not included in the score. The score is a sorting aid, not a hiring prediction.
- State whether tailoring is worthwhile, which real experiences should be brought forward, what information needs to be confirmed with the candidate, and which keywords should not be forced in.
Output format
# JD 分析：<公司> / <岗位>
## 要求地图
| 类别 | 要求 | JD 来源 | 候选人状态 | 证据/缺口 |
## 匹配度
- 计算：…
- 结果：…（解释性指标，不代表录用概率）
## 定制优先级
1. …
## 待确认与真实缺口
- …
Constraints
- The source of JD keywords is
jd, and they cannot be directly written into the candidate's skills or experience. - Missing qualifications, years of experience, certifications, and work authorization should be shown truthfully; do not suggest fabricating or implying possession of them.
- Information such as company culture, salary, and location should be separated from technical requirements; do not replace textual facts with inferences.