Cognitive ux jobs
Research-traceable UI/UX skills for AI coding agents.
npx -y skills add kfeng209-oss/cognitive-ux --skill cognitive-ux-jobsAssembled from the repository path, not quoted from the project. Check it against their README if it does not work.
2 things to look at
- 24 days oldThe repository was created 24 days ago. New is not bad, but a brand new repository carrying a familiar-sounding name is the shape a typosquat arrives in, and there has been no time for anyone else to find a problem with it.
- 1 stars1 stars. Stars are a popularity signal and not a quality one, but at this level it is likely that nobody has read this closely except its author, and you would be relying on your own review.
What its author says it does
Copied from the file, not written here
Design and audit job boards, careers sites, recruiting portals, and application journeys using evidence-informed UX. Use when people must discover roles, evaluate fit, apply, manage candidate status, or review candidates; return search/filter rules, transparent role information, accessible application and status flows, accommodation/consent safeguards, and fairness-aware validation.
SKILL.md
2.8 KB, as published. Nobody here has run it
Cognitive UX: Jobs & Recruiting
Scope
Use for candidate-facing hiring and recruiting. Use cognitive-ux-admin for internal privileged HR administration and cognitive-ux-forms for a generic form without recruiting-specific risk.
Intake
- Identify candidate and recruiter tasks, role types, locations, compensation, requirements, and hiring process.
- Identify application data, save/resume, accommodations, consent, screening, status, retention, and privacy rules.
- Identify accessibility, language, device, equity, jurisdiction, and human-support constraints.
State assumptions that could change the design. Define the primary task, consequence of failure, and measurable user outcome before proposing a layout.
Design procedure
- Make role essentials, location/work mode, compensation where applicable, requirements, selection process, timeline, and accommodations contact findable before application.
- Organize search and filters around candidate-relevant criteria; preserve context and expose why a role appears or is unavailable.
- Design applications with estimated effort, save/resume, visible labels, data minimization, review/edit, and unambiguous submitted/status states.
- Make consent, assessment, automated-screening, data retention, and withdrawal paths clear; provide a human accommodation route.
- Validate completion, comprehension, accessibility, and equity outcomes across candidate groups rather than applicant volume alone.
Read archetype evidence. Label each non-obvious recommendation Standard / requirement, Evidence-informed default, or Hypothesis to test.
Required outputs
- role discovery and comparison model
- role-information and process-disclosure checklist
- application/status/withdrawal flow
- accommodation/consent/fairness review
- candidate completion and equity study
- Evidence-to-decision table: decision → mechanism → source → label → limitation → test metric.
- Accessibility, ethics, and recovery-path checklist.
Guardrails
Do not require unnecessary personal disclosure, hide compensation/process conditions, optimize only for volume, use inaccessible screening, or imply automated assessment is neutral.
Related skills
Use cognitive-ux-forms, cognitive-ux-portal, and cognitive-ux-admin. Select the primary task before combining skills; add a secondary skill only when it changes the user outcome or risk.