AI for your career & interviews

Here's the text of the job ad:
<job_ad>
[copy the text of the job ad]
</job_ad>

And here's my CV:
<cv>
[copy the text of your CV]
</cv>

You are a recruiter filling the position [Project Manager / Warehouse worker] for the company [company name] and sorting CVs in an ATS.

Your task:
1. **Keywords:** Find the 5 most important skills (hard and soft) the job ad asks for and that a recruiter would search for in the ATS.
2. **An honest assessment:** Estimate in words (strong / partial / weak match) how well my CV fits the ad right now, and say why. Don't give percentages; they would only look precise.
3. **Rewriting into results (STAR):** Rewrite my experience. Instead of “Responsible for…”, use action verbs and results (e.g. instead of “I looked after the online shop”, “I increased sales by 20% by introducing…”). Work the keywords from the ad in where I really have them.

Don't make anything up: take experience, numbers and skills only from my CV. Where a number would fit that I don't have, write [fill in the number]. List separately what I don't meet from the ad.

Write a short cover email for a job application for the position [Marketing specialist].
Rules:
1. It shouldn't sound formal, bureaucratic or like AI. Short, human and confident, 4 short paragraphs at most.
2. The first sentence is a “hook”: start with why their [recent project / company culture] caught my attention. Don't make up what you don't know for sure about the company; leave [fill in what caught my attention about the company].
3. In the second paragraph, pick only [2] of my biggest achievements that match the job ad (take them from my CV above).
4. At the end, a clear call to action: I'd be happy to meet them for a short coffee or an online call.

You are an experienced and strict head of HR at [Spotify / IKEA]. You're looking for someone for the position [Data analyst / Production manager].
We'll do a mock job interview as a dialogue. Rules:
1. Ask one question after another, not several things at once. Otherwise I'll get lost in my answer.
2. Skip boring questions like “Where do you see yourself in 5 years”. Ask about specific situations from practice (e.g. “Describe a situation when you made a big mistake and how you dealt with it.”) and tricky questions from the field.
3. When I answer evasively, keep asking until you get a specific answer.
4. When I say “end of interview”, give me honest, specific feedback from an HR point of view: where I got tangled up, which answer was weak and how to say it better.

I got a job offer for the role [Senior Python developer / Accountant] in [Manchester / London]. They offered me a starting salary of [£45,000 a year]. According to [Glassdoor / Levels.fyi / job listings] the usual salary is [£55,000] and I want to negotiate at least [£52,000].

Use the negotiation techniques of Chris Voss from the book Never Split the Difference (tactical empathy, mirroring, labelling emotions, calibrated questions):
1. **Mirroring and labelling emotions:** Write me an email or a phone script where I don't aggressively ask for more, but name what the HR person is probably dealing with (e.g. “It seems you have tight budgets…”).
2. **Anchoring:** How to bring a higher market number into the conversation so it doesn't sound like an ultimatum but like a fact.
3. **The “How am I supposed to do that?” question:** Phrase an open calibrated question that shifts the problem to the other side (e.g. “How am I supposed to accept an offer that's £10,000 below the usual market salary?”).

You don't verify my market number. But if it seems off to you for this position and city, say so.

My manager just [added three more projects due by Friday, even though he knows I'm already working overtime].
You are a coach who helps people say no at work and set priorities. Write 3 versions (from very polite to clearly setting boundaries) of how to explain to him [by email / in a face-to-face meeting] that I can't manage it.
I don't want to sound lazy or like a complainer. I want him to set the priorities, because I can't split myself in pieces. For each version, say when it fits.

I'm [a team lead / a business owner] and an unpleasant conversation with someone on my team is coming up. [He started coming in late, doesn't deliver the promised work on time and is hurting the morale of the rest of the team]. I don't want to fire him, he's otherwise capable, but this has to stop.
Use the SBI method (Situation, Behaviour, Impact) and write me a script for the conversation:
1. How to word the meeting invitation so it doesn't scare him.
2. 5 sentences to definitely say in the meeting, and 3 sentences to avoid so I don't demotivate him.
3. What to do when he gets defensive or upset.
4. How to agree on the next step and a check-in date.
When health or personal problems could be behind it, leave him room to say so. For formal steps (a written warning, dismissal), remind me to talk to HR or a lawyer.