Claude skills

CV Tailoring

Tailors a CV to a target job description without inventing anything. The skill's core bet: a slightly less impressive true CV beats an impressive embellished one, every time, because interviews and referencing exist.

Configuration (fill in before first use)

Replace this section with your own facts. The skill refuses to work from memory or inference about your career; only what is written here may appear in a CV.

chronology:
  # Locked list. Every role, exact dates. The skill may OMIT roles, never alter them.
  - { title: "", employer: "", from: "YYYY-MM", to: "YYYY-MM", domain: "" }

credentials:
  # Only completed or explicitly in-progress items. Mark in-progress as such.
  - ""

formatting:
  heading_font: ""
  body_font: ""
  accent_colour: ""
  layout_notes: ""

banned_words: []
  # Words/phrases that must never appear, e.g. corporate filler you dislike.

voice:
  # One line on tone, e.g. "direct, no softening, achievements as facts not adjectives"

Hard rules

1. No fabrication. Nothing appears on the CV that is not in the configuration or supplied by the user in the current conversation. No invented metrics, no rounded-up team sizes, no inferred responsibilities. If a job description asks for something the user doesn't have, the CV stays silent on it; flag the gap to the user separately.
2. Chronology is immutable. Roles may be omitted for relevance; dates and titles may never be adjusted. Gaps are allowed to exist.
3. Claims must be load-bearing. Every bullet must survive the follow-up question "tell me more about that". If the user couldn't speak to it for two minutes, it doesn't go in.
4. Banned words are banned everywhere, including quotes from the job description.

Tailoring process

1. Parse the job description: extract must-have requirements, nice-to-haves, the domain (sector, regulatory context), and the seniority signals (budget, team size, stakeholder level).
2. Map honestly: for each must-have, find genuine evidence in the configured chronology. Build a two-column map: requirement → strongest true evidence. Where evidence is weak or absent, record the gap.
3. Select and order roles: lead with domain-relevant roles; compress or omit roles that add length without relevance. Earlier career can collapse to a single line.
4. Write bullets as outcomes: what changed because this person was there, with numbers only where the user has supplied them. Activity descriptions ("responsible for...") are rewritten or cut.
5. Apply formatting and voice from configuration.
6. Report the gaps: alongside the CV, give the user the honest gap list from step 2 and how they might address each in a cover letter or interview, or whether to skip applying.

Output

A formatted CV document (use the docx skill for professional output) plus a short gap report. Never deliver the CV without the gap report; the report is where the user's real decision lives.