One-sentence summary: This skill lets you read the real anxiety behind the JD, describe the same experience from a different angle, and make the recruiter feel that "this person is exactly doing what I'm looking for."
Quick Start
Standard Process
1. Outside-in分析（公司处境→岗位存在原因→上级在意什么）
2. JD拆解（硬性要求/加分项/隐性需求）
3. 匹配度评估（直接命中/需转化/真实差距）
4. 针对性改写（重排序/语言对齐/差距处理）
5. 投递策略（值不值得投+怎么投）
Iteration Trigger Process
面试率<10% 或 连续挂同一环节 → 诊断问题 → 重新匹配分析 → 改写 → 验证
Purpose
The purpose of resume rewriting is not to make the resume look good, but to make the recruiter feel that "this person is exactly doing what I'm looking for."
The same experience, described from a different angle, can have a very different match level.
Prerequisite: Look outside first, then inside
Ulrich's outside-in principle: To understand a position, you must first understand the pressures this company faces in the market, and then look inward at why this position exists.
A JD is a product of the company's internal perspective; it usually only says "what we need" but not "why we need this." Candidates who know how to read out the underlying reasons will write resumes and speak in ways that directly respond to the company's real anxieties, rather than merely satisfying a list of requirements.
Analyze three things (spend 5 minutes)
| Dimension | Key Question | Information Source |
|---|---|---|
| Company situation | Growth/shrinking? Expanding/defending? Recent major changes? | Financial reports, news, Maimai |
| Reason the position exists | Filling a vacancy/expansion/transformation? | JD wording, hiring cycle, job description |
| What the supervisor cares about | Do they want an executor or someone who sets direction? | JD keywords ("strong execution" vs "independent judgment") |
Only after completing this analysis do you move on to JD breakdown.
Step 1: Break Down the JD
The requirements in a JD fall into three categories, with different weights:
Hard requirements (must be met; a missing item is a veto)
- Years of work experience ("3+ years" usually has some flexibility; "5+ years" is usually serious)
- Educational requirements (background checks at large companies will verify)
- Specific certificates or licenses (healthcare, legal, financial, and other industries)
- Specific tech stack ("proficient in Python," "experience in Golang development")
Bonus points (better to have them, but not necessarily a veto if absent)
- "Candidates with X industry experience are preferred"
- "Experience at a big company is preferred"
- "Experience independently leading a team"
Implicit needs (not written in the JD, but inferable from the language and company background)
- A lot of "rapid iteration," "highly self-driven" → fast pace, needs people who can carry things themselves
- "Standardization," "process building" → a stage moving from chaos to standardization, requiring system-building ability
- A JD for one person that describes the work of five → tight team resources
After breaking it down, divide the requirements into three columns: hard must-haves/bonus points/implicit needs.
Step 2: Match Assessment
Compare the user's background one by one against the three categories of JD requirements to produce a match map:
| Match Type | Definition | Handling approach |
|---|---|---|
| Direct match | The user has it, the JD requires it, and the wording is close | Confirm it appears in the résumé; no major changes needed |
| Needs reframing | The user has this ability, but the framing is inconsistent | Reframe it and find the overlapping part |
| Genuine gap | The user genuinely lacks it | Distinguish what can be compensated for (shown indirectly) vs. what cannot (be honest in the interview) |
Reframing example:
- The JD asks for "user growth experience"; the user has done "event operations"
- Reframing angle: instead of saying "I did event operations," say "I drove user growth through event operations, adding X thousand new users per month"
Step 3: Targeted rewriting
Based on the match map, do three things:
1. Reorder
Put the experience and skills that best match the JD in the most prominent positions, and trim or remove content unrelated to the JD.
2. Align language
If the JD uses the term "user retention," use "user retention" in the résumé, not "user activity." This makes it easier to pass both automated and manual screening.
3. How to handle gaps
| Gap type | Handling approach | Example |
|---|---|---|
| Bonus-point gap | Find the closest experience and describe it from a reframed angle | Never managed people → "Mentored interns, responsible for XX" |
| Hard gap | Don't force it; respond honestly in the interview | "I don't have X in this area, but I have Y, and the reason is..." |
| Implicit need | Add a sentence to the personal summary that addresses it directly | "Accustomed to a fast pace; experienced in driving standardization at the 0-to-1 stage" |
Step 4: Iteration trigger check (drawing on the iterative thinking of skill-org)
Applying is not the end point, but the starting point of the feedback loop.
Trigger conditions and actions
| Trigger condition | Signal | Diagnosis | Action |
|---|---|---|---|
| Interview rate below 10% | Apply to 10, get fewer than 1 interview | There's a problem with the résumé; it isn't passing initial screening | Rewrite the résumé and redo the match analysis |
| Failing the same stage repeatedly | Failing 3 interviews at self-introduction / project deep dive / career planning | The résumé is steering in the wrong direction | Adjust the résumé's focus and reorder the experience |
| Mismatch misjudgment | Realizing after getting the offer that it's completely unsuitable | The earlier match analysis was wrong | Adjust the JD screening criteria and do a stricter outside-in analysis |
| Target role changes | Switching from industry A to industry B | The experience framing needs to be completely restructured | Rewrite the résumé and redo the match analysis |
| Career goal adjustment | Moving from an execution role to a management role, or vice versa | The résumé's narrative logic needs to change | Rewrite the résumé and highlight different ability dimensions |
Four iteration steps
- Identify which criterion is missing(Is it a hard requirement not met? Or an implicit need not captured?)
- Write new standards(New JD screening criteria/new resume narrative angle)
- Update resume(Targeted rewriting, not mass-applying to more jobs)
- Validate with one concrete case(Apply to 1-2 positions to test the new resume's effectiveness)
Match level reference standards
The percentages here are not precise calculations; they are rough references to help judge "whether it's worth putting effort into tailoring your resume for this position."
| Match level | Characteristics | Recommendation |
|---|---|---|
| 80% or above | All hard requirements met, with 2 or more bonus points | Focus on polishing your expression, prepare in-depth cases, and demonstrate outside-in understanding |
| 60-80% | Hard requirements met, some bonus points missing | Prepare explanations to address the gaps; referral channels have a higher success rate |
| 40-60% | 1-2 hard requirements not met | Assess whether it's worth applying; consider referrals or headhunter channels to bypass initial screening |
| Below 40% | Clear gaps in hard requirements | Direct applications have a very low success rate; first build the relevant experience or look for transitional roles |
Delivery standards
- Core judgment: State the biggest match point and the biggest gap in one sentence
- JD breakdown: A three-column list of hard requirements/bonus points/implicit needs
- Match map: Item-by-item comparison table
- Rewriting suggestions: Priority reordering + language alignment + gap handling
- Rewriting examples: Before revision + after revision + the logic of the revision
- Application strategy: Whether it's worth applying + how to apply
- Iteration checkpoints: Review reminders + trigger condition comparison table
Boundaries and collaboration
Input:
- Source: JD text or JD link pasted by the user
- Format: Original JD + user's resume/background description
- Handling when incomplete: Ask the user about their specific experience and goals
Output:
- Destination: User (match analysis report)
- Format: Markdown report
- Collaboration triggers:
- If interview preparation is needed → career-interview-offer
- If the match level remains consistently low → career-strategy to reassess direction
Red lines:
- Do not help users fabricate experience they do not have
- Do not guarantee application outcomes (only improve the odds)
- Do not handle career planning-level issues (→ career-strategy)
Collaboration with the Career Skills system
┌─────────────────┐ ┌─────────────────┐ ┌─────────────────┐
│ career-strategy │────→│ resume-diagnosis│────→│ jd-matching │
│ (求职策略规划) │ │ (简历诊断) │ │ (岗位匹配改写) │
└─────────────────┘ └─────────────────┘ └─────────────────┘
↑ │
│ ↓
└──────────────────────────────────────┌─────────────────┐
│ interview-offer │
│ (面试与offer) │
└─────────────────┘
│
↓
┌─────────────────┐
│ 迭代反馈循环 │
│ (面试率<10%或 │
│ 连续挂则返回) │
└─────────────────┘
Handoff rules:
- jd-matching output must include "iteration checkpoints" to remind users when they need to come back for iteration
- Low interview rate or consecutive failures → trigger a new match analysis or recommend using interview-offer for a review
Iteration trigger conditions (iteration of this skill itself)
| Trigger condition | Diagnosis | Action |
|---|---|---|
| User feedback that the match analysis is incorrect | The Outside-in analysis framework is not comprehensive enough | Add new industry/company analysis dimensions |
| New types of JD formats appear | JD structural changes (such as AI-generated JDs) | Update the decomposition method |
| The user repeatedly asks similar conversion questions | The angle conversion examples are not rich enough | Add more rewriting examples |
Output template
## 岗位匹配分析报告：[公司+岗位]
### 核心判断
**匹配度评估：** X%
**一句话总结：** [最大的匹配点] + [最大的差距]
**建议：** [值得重点投入/可以尝试/建议放弃]
### Outside-in分析
- **公司处境：**
- **岗位存在原因：**
- **上级在意什么：**
### JD要求拆解
**硬性要求：**
- [要求1]：✅ 匹配 / ❌ 不匹配
- [要求2]：✅ 匹配 / ❌ 不匹配
**加分项：**
- [加分项1]：✅ 有 / ⚠️ 部分有 / ❌ 没有
- [加分项2]：✅ 有 / ⚠️ 部分有 / ❌ 没有
**隐性需求（推断）：**
- [推断1]
- [推断2]
### 匹配图谱
| JD要求 | 用户现状 | 状态 | 处理建议 |
|--------|---------|------|---------|
| | | 直接命中/需转化/真实差距 | |
### 简历改写建议
**优先级重排：**
- 前置：
- 删减：
**语言对齐：**
- JD用词「X」→ 简历改为「X」
**差距处理：**
-
### 改写示例
**经历A：**
- 改前：
- 改后：
- 改的逻辑：
### 投递策略
**值不值得投：**
**怎么投成功率更高：**
**推荐渠道：** 直接投递/内推/猎头
### 迭代检查点 ✅
**投递后必须跟踪：**
- [ ] 投递后1周统计面试率
- [ ] 如果面试率 < 10% → 回来重新做匹配分析
- [ ] 如果连续3次面试挂同一环节 → 使用 career-interview-offer 复盘
- [ ] 如果匹配度<40% → 直接放弃，不浪费力气
**下次迭代触发条件：**
| 情况 | 行动 |
|------|------|
| 投10份，面试<1个 | 重写简历，重新匹配分析 |
| 3次面试挂同一环节 | 调整简历侧重点 |
| 拿到Offer后发现不适合 | 调整JD筛选标准 |