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Resume intake

Skill kyoungbinkim/give-me-job/skills/resume-intake

Build or improve a job seeker's resume.md source file from conversational career input. Use when the user wants to create resume.md, organize new-grad or experienced career history, convert raw experiences into STAR/CAR evidence, add missing metrics, or prepare reusable career evidence for cover letters and job applications.From its SKILL.md

Install
npx -y skills add kyoungbinkim/give-me-job --skill resume-intake

Assembled from the repository path, not quoted from the project. Check it against their README if it does not work.

One thing to look at

  • 5 stars5 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.

SKILL.md

5.0 KB, ~1.1k tokens by cl100k_base, as published. Nobody here has run it

Resume Intake

Use this skill to turn raw career material into a structured resume.md that other give-me-job skills can trust.

Trigger

Use this skill when resume.md is missing, thin, outdated, or lacks evidence that can support a Korean cover letter.

Do Not Trigger

Do not use this skill when the user already has a usable resume.md and only needs JD analysis, cover letter drafting, HR review, or packaging.

Autonomy Level

DoF: LOW

Follow user-provided facts only. Do not infer missing employers, dates, metrics, awards, tools, responsibilities, or outcomes.

Permitted inferences:

  • Career type from stated graduation date, work history, or years of experience.
  • Evidence strength from specificity, role clarity, and observable result.

Prohibited inferences:

  • Do not upgrade a school project into professional work.
  • Do not turn participation into ownership unless the user says they owned the work.

Input Contract

Required context:

  • Raw career material from the user or an existing resume.md.

Optional context:

  • Target role, target company, JD, or desired cover-letter questions.

Required parameters:

  • target_role: target role when available, otherwise unknown.
  • career_type: new-grad, experienced, or unknown.

Outputs produced:

  • resume.md draft, a patch/update plan, or focused follow-up questions.

Workflow

  1. Read references/resume-schema.md before creating or rewriting resume.md.
  2. Determine whether the user is new-grad, experienced, or still unknown.
  3. Read an existing resume.md if present. Preserve valid facts, but migrate old Profile, Core Summary, Experience Bank, or Work History structures into the canonical sections.
  4. Create or update the metadata block:
    • last-updated: today's date
    • career-type: new-grad or experienced
    • target-role: target role or Unknown
    • intake-version: increment the existing value, or use 1
  5. Collect raw experiences in the user's language first. Do not force every field before making progress, but ask for missing facts that materially affect evidence quality.
  6. Build the canonical top-level sections in this order:
    • Personal Info
    • Target Role
    • Summary
    • Work Experience for experienced candidates, or for new graduates only when they have relevant work/internship/part-time experience
    • Projects
    • Education
    • Skills
    • Certificates & Awards only when relevant
  7. Split work and project material into STAR/CAR bullets:
    • action verb
    • what was done
    • method, scale, or constraints
    • measurable or observable result
  8. End every work role and project entry with exactly one strength comment: <!-- strength: High -->, <!-- strength: Medium -->, or <!-- strength: Low -->.
  9. Write Summary last. If any core work/project evidence remains Low, do not polish a final summary; leave Pending stronger evidence. and ask follow-up questions.
  10. Keep claims factual. Do not invent company names, numbers, responsibilities, awards, links, tools, or outcomes.

New Grad Focus

Emphasize project depth, learning speed, role clarity, problem solving, collaboration, and job relevance. Projects is required even when work experience is absent. If metrics are weak, strengthen the explanation of process, decision making, and learning without pretending there was business impact.

Experienced Focus

Separate responsibility from achievement. Work Experience is required for experienced candidates. Emphasize role scope, measurable result, business impact, cross-functional work, decision making, and repeatable contribution.

Schema Decisions

Adopt the canonical resume-style structure in references/resume-schema.md. Do not create a separate Experience Bank for new intake. Existing downstream skills can cite evidence by section, entry title, and bullet number. If an old resume already has stable IDs such as EXP-001, preserve them only as legacy references while migrating the content into Work Experience or Projects.

Treat missing contact fields and profile links as intake gaps. Ask for them or mark them clearly as missing; do not fabricate placeholder URLs, phone numbers, schools, employers, or metrics.

Output

Return one of these:

  • a complete resume.md draft using the canonical schema
  • a patch/update plan for the existing resume.md
  • focused follow-up questions when evidence is too weak or required personal info is missing

Use references/resume-schema.md for the canonical structure.

Fallback

If the user gives too little information, ask for 3 short prompts:

  • target role
  • strongest project or work experience
  • one measurable or observable result

What ships with it: 3 files

8.3 KB alongside SKILL.md

examples/

references/

Gives 0 of the 12 instructions most hr recruiting skills give in ~1.1k tokens

Counted across 356 of the 357 authors here whose files we hold, read 2026-08-07

  • Quantify achievements with specific metricsin 14 of 356, across 6 files
  • Keep the resume under two pagesin 14 of 356, across 6 files
  • Request the full job description if not providedin 12 of 356, across 4 files
  • Extract keywords and prioritize job requirementsin 12 of 356, across 4 files
  • Stop and ask for clarification if required inputs are missingin 12 of 356, across 5 files
  • Map candidate experience to job requirementsin 11 of 356, across 3 files
  • Ask if the user wants adjustmentsin 11 of 356, across 3 files
  • Provide strengths and gap analysis after the resumein 10 of 356, across 2 files
  • Request candidate background details if not providedin 10 of 356, across 2 files
  • Format experience bullets as action verb plus resultin 10 of 356, across 2 files
  • Ask for missing inputs before startingin 10 of 356, across 9 files
  • Use exact job description terminologyin 9 of 356, across 1 file

Said here and by no other author read

  • read the resume schema before creating resume
  • determine career type as new-grad or experienced
  • migrate old resume structures into canonical sections
  • update the metadata block with current intake information
  • collect raw experiences in user's language first
  • build canonical top-level sections in specified order

Grouped from the skills themselves: near-identical wordings counted once, and counted by distinct author, so one author publishing three of these counts once. Length counted with cl100k_base; the agent that loads this file may tokenize it differently.

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