One-sentence summary: This skill helps you figure out "where I want to go" before revising your resume, and find the shortest path from your current situation to your goal.
Quick Start
Scenario A: Completely lost, don't know what job to look for
1. 可迁移能力盘点 → 2. 兴趣与市场需求交叉 → 3. 制定探索计划
Scenario B: Want to change careers, but don't know if it will succeed
1. 现状分析（差距有多大） → 2. 评估最短路径 → 3. 制定过渡方案
Scenario C: Have a direction but keep getting no results
1. 策略复盘（哪里卡住了） → 2. 诊断问题 → 3. 调整策略或目标
Purpose
Strategy precedes tactics. Revising your resume before figuring out "where I want to go" is optimizing in the wrong direction.
The resume is tactics; strategy comes first.
Part 1: Transferable Skills Inventory
Job titles and company names are labels, not skills. Strip away the labels—what can you truly take with you?
Three types of transferable skills
| Type | Definition | Examples | How to demonstrate |
|---|---|---|---|
| Hard skills | Skills that can be directly proven | Programming languages, data analysis tools, design software, foreign languages, certificates | Certificates, portfolio, projects |
| Soft skills | Need to be proven with cases | Project management, user research, cross-team coordination, 0-to-1 | Specific cases |
| Industry knowledge | Operating logic of a specific industry | Healthcare regulation, financial compliance, internet growth thinking | Work experience, professional background |
Analysis method
List the5 most fulfilling thingsyou've done in the past 3 years. What core skills did each of them draw on?
Skills that appear repeatedly = your true competitive edge
### 我的5件成就事件
1. [事件描述]
- 调用的核心能力：
- 带来的结果：
2. [事件描述]
...
### 能力模式识别
- 出现3次以上的能力：[这是你的核心优势]
- 出现1-2次的能力：[这是你的辅助能力]
Part 2: Target Market Assessment
Does the market need you in the direction you want to go, and how much is it willing to pay?
Three things to figure out
| Dimension | Key question | Research method |
|---|---|---|
| Supply and demand | Oversupply or undersupply? | Look at number of JDs, hiring cycles, salary increases |
| Entry threshold | What hard requirements appear repeatedly in JDs? | Analyze 10-20 target JDs, extract high-frequency requirements |
| Salary anchor | How much can people with equivalent backgrounds earn? | Maimai, Maimai Zhiyan, conversations with headhunters |
Gap assessment matrix
| 目标方向 | 我的匹配度 | 市场需求 | 薪资水平 | 时间成本 | 建议 |
|---------|-----------|---------|---------|---------|------|
| 方向A | 高/中/低 | 高/中/低 | 高/中/低 | 短/中/长 | 主攻/备选/放弃 |
| 方向B | 高/中/低 | 高/中/低 | 高/中/低 | 短/中/长 | 主攻/备选/放弃 |
Part 3: Find the Shortest Path
From now to the target role, how many paths are there, and which is the fastest?
Four common paths
| Path | Applicable scenario | Time cost | Key to success |
|---|---|---|---|
| Direct application | High match | 1-3 months | Targeted resume rewriting |
| Referral first | 60-80% match, hard to pass resume screening | 2-4 months | LinkedIn, alumni network, former colleagues |
| Transitional role | Large career-change gap | 6-18 months | Build relevant experience first |
| Build a case first | No experience but capable | 3-6 months | Self-media, open-source projects, independent work |
Path selection decision tree
匹配度 >= 80%？
├── 是 → 直接应聘
└── 否 → 有内部人脉？
├── 是 → 内推先行
└── 否 → 差距主要在经历？
├── 是 → 过渡岗位 或 先做案例
└── 否 → 可能需要重新评估目标
Part Four: Special Handling for Career Changes
The biggest problem with career changes: the experience on your resume seems completely unrelated to the target role.
Solution approach: find the real connection points
It's not about making the resume 'look' like it fits, but about finding the genuine areas of overlap.
| Method | Core logic | Steps |
|---|---|---|
| Intersection method | Find the parts of past experience that genuinely overlap with the target role | 1. List the target role requirements 2. List past experience 3. Find the intersection |
| Story method | Use 200 words to explain 'why you're changing and what you bring' | Don't write about passion; write about preparation already done |
| Accumulation method | Build a project that demonstrates your ability | 3 months of preparation > 6 months of blind applications |
Career change cover letter template
我不是传统XX背景，但我带来了独特的视角：
在[过往经历]中，我积累了[可迁移能力1]和[可迁移能力2]，
这些在[目标岗位]中同样重要，因为[具体原因]。
为了转向这个方向，我已经完成了[具体准备]，
包括[学习/项目/作品]。
我相信我的[独特优势]能帮助团队[具体贡献]。
Part Five: Responding to Strategy Failure (the core of iteration)
Job hunting is a probability game; after executing a strategy, you may encounter various setbacks.The key is to identify problems quickly, adjust the strategy, and not wait until they accumulate into a crisis.
Strategy review checkpoints
Execute strategyAfter 1 monthMust review:
## 策略复盘：[日期]
### 执行情况
- 投递数量：
- 面试率：
- 面试后通过率：
- 目前卡在哪一环节：
### 问题诊断
| 现象 | 可能原因 | 调整方案 |
|------|---------|---------|
| 投递无回应 | 简历问题/目标太高/渠道不对 | 诊断简历 → 调整目标 → 换渠道 |
| 面试率低 | 简历-JD匹配度问题 | 使用 career-jd-matching 重新分析 |
| 面试挂得多 | 面试准备不足/目标定位偏差 | 使用 career-interview-offer 复盘 |
| 到终面但拿不到Offer | 竞争力不足/薪资期望偏差 | 评估是否需要过渡方案 |
### 策略调整
- [ ] 继续原策略
- [ ] 降低目标难度
- [ ] 更换求职路径
- [ ] 补充能力短板
- [ ] 重新评估目标方向
Common setbacks and responses
| Setback | Diagnosis | Response |
|---|---|---|
| Applied for a month with no response | Target too high or resume problem | Lower the target by one level and secure a fallback first; also diagnose the resume |
| Many interviews but no offers | Interview skills or competitiveness problem | Strengthen interview preparation; assess whether you need to add project experience |
| Can't agree on salary | Market perception bias | Research the real salary range; assess whether to accept a lower starting point |
| Doubts about the direction | Unclear goal | Go back to step one and re-assess your abilities and interests |
Delivery standards
Output according to user scenario:
Confusion scenario:
- Transferable skills inventory table
- 2-3 candidate directions
- Match analysis for each direction
- Next-step exploration plan
Career change scenario:
- Current situation-goal gap analysis
- Recommended path (direct/referral/transitional/portfolio)
- Time estimate
- Action list (short-term + medium-term)
Strategy failure scenario:
- Problem diagnosis
- Strategy adjustment recommendations
- Judgment on whether other skills are needed for collaboration
Boundaries and collaboration
Input:
- Source: the user's current situation description, past experience, target direction (if any)
- Format: text description, resume (optional), specific confusion
Output:
- Destination: user (strategy planning report)
- Format: Markdown report
Restrictions:
- Do not directly make specific decisions for the user (provide a framework so the user can judge for themselves)
- Do not guarantee any results (only provide methods to increase probability)
- Do not involve deep psychological/emotional support (→ philosophical-companion)
Trigger collaboration:
- After direction is determined → suggest career-resume-diagnosis to diagnose the resume
- After a specific JD is available → suggest career-jd-matching for matching analysis
- Entering the interview stage → suggest career-interview-offer
Iteration trigger conditions
| Trigger condition | Diagnosis | Action |
|---|---|---|
| Multiple users report difficulty executing career-change advice | Path design is too idealistic | Add more realistic transition plans |
| Market changes (e.g., large-scale layoffs in a certain industry) | Target market assessment needs updating | Update industry supply and demand analysis |
| New job-seeking paths emerge (e.g., digital nomads) | Path classification does not cover them | Add analysis of new paths |
Output template
Job Search Strategy Planning Report
## 求职策略规划报告
### 现状诊断
[一句话说清楚用户现在的核心问题是什么]
### 可迁移能力盘点
**核心硬技能（3-5个，有证明材料的）：**
1.
2.
3.
**核心软技能（3个，每个附一个案例说明）：**
1. [技能]：[案例]
2. [技能]：[案例]
3. [技能]：[案例]
**行业知识：**
### 目标方向分析
| 候选方向 | 匹配度 | 市场需求 | 时间成本 | 综合建议 |
|---------|--------|---------|---------|---------|
| 方向A | 高/中/低 | 高/中/低 | 短/中/长 | 主攻/备选/放弃 |
| 方向B | 高/中/低 | 高/中/低 | 短/中/长 | 主攻/备选/放弃 |
### 推荐路径
**最短路径：** [直接应聘/内推/过渡岗位/先做案例]
**理由：**
**时间预估：**
**成功关键因素：**
### 行动清单（优先级排序）
**近期（1个月内）：**
1. [具体、可执行的行动]
2. [具体、可执行的行动]
**中期（3个月内）：**
1. [具体、可执行的行动]
2. [具体、可执行的行动]
### 策略检查点
- [ ] 1个月后复盘投递和面试数据
- [ ] 如果面试率<10%，触发策略调整
- [ ] 如果连续3次面试挂同一环节，使用 career-interview-offer 复盘
### 下一步建议
策略确定后，建议立即使用：
1. **career-resume-diagnosis** - 诊断简历基础问题
2. **career-jd-matching** - 针对目标JD做匹配分析
Career Change Special Plan
## 转行专项方案：[原方向] → [目标方向]
### 差距分析
- 硬性要求差距：
- 经历匹配度：
- 可迁移能力交集：
### 推荐策略
[交集法/故事法/积累法的具体方案]
### 过渡计划
**阶段1（1-3个月）：** [具体行动]
**阶段2（3-6个月）：** [具体行动]
**阶段3（6-12个月）：** [正式求职]
### 求职信模板
[针对该用户情况的定制模板]
### 风险提示
- 最可能遇到的困难：
- 应对建议：