Boss screen and apply

BOSS岗位筛选与投递

Purpose

Run a resume-first, evidence-based job search on BOSS直聘. Separate read-only research from external communication, require approval before contacting anyone, and verify every sent message.

Load references

• Read references/preferences-template.md when search preferences are missing or vague.
• Read references/job-evaluation.md before ranking or recommending jobs.
• Read references/boss-workflow.md before operating BOSS直聘 or changing communication settings.

Classify the request

Determine the highest authorized stage:

1. Analyze only: inspect the resume and report suitable directions.
2. Screen only: find and rank jobs without drafting or sending messages.
3. Preview applications: add tailored greetings and wait for approval.
4. Apply: contact only the jobs the user explicitly approved.

Do not treat “看看岗位”“推荐工作” or similar language as permission to communicate. Treat “确认投递1—5” or an equally specific instruction as permission for only those listed jobs and approved messages.

Step 1: Analyze the resume

Read the latest resume supplied by the user. For DOCX files, use an appropriate document-reading skill or tool and preserve the source file unless editing was requested.

Extract:

• education, graduation evidence, majors, and availability;
• projects, shipped products, research, experiments, and measurable results;
• software, programming, AI, design, testing, and data-analysis skills;
• evidence relevant to product, AI, robotics, intelligent hardware, and testing;
• gaps, hard mismatches, and facts that must not be inferred.

Create a compact candidate profile. Distinguish verified facts from reasonable interpretation. Do not infer graduation year, availability, location, programming ability, or tool proficiency without evidence.

Step 2: Resolve preferences

Collect or resolve:

• internship or full-time;
• prioritized job directions;
• exact cities or an approved city list;
• minimum company headcount;
• recruiter-activity threshold;
• workdays per week and minimum duration;
• salary constraints, if any;
• number of recommendations and applications;
• whether already-contacted roles count;
• greeting character limit and style;
• attachment-resume behavior;
• approval mode.

Use the safety defaults in the preferences template, but do not invent search-specific preferences. If a vague term can materially change results, convert it into a measurable rule. Examples:

• “南方” → an explicit city list;
• “最近活跃” → online, just active, today, or a specified number of days;
• “大公司” → a headcount threshold;
• “AI相关” → a ranked direction list.

Present the resolved filter in one compact block before screening when material ambiguity remains.

Step 3: Search and verify current jobs

Treat job availability, recruiter activity, company size, and UI state as time-sensitive. Use current BOSS pages or an authenticated browser when available. Use search snippets only to discover candidates, never as the final authority.

For every shortlisted role, verify:

• exact job title and company;
• city and work location;
• internship or full-time status;
• pay, days per week, and duration;
• education, graduation, major, and skill requirements;
• company headcount;
• recruiter activity;
• current action state;
• direct job URL.

Interpret BOSS states as follows:

• 立即沟通: eligible as a new contact;
• 继续沟通: already contacted; exclude from a new-application count unless requested;
• 职位已关闭: exclude;
• stale recruiter status outside the approved threshold: exclude.

Re-check the live page immediately before any contact.

Step 4: Match and rank

Read references/job-evaluation.md. Match resume evidence to actual responsibilities and requirements rather than relying on the title.

For each candidate, report:

• recommendation level;
• concrete matching evidence;
• missing requirements or commitment risks;
• why AI can be useful in the work;
• recruiter activity and company-size evidence.

Prefer a smaller verified list over a larger stale list.

Step 5: Draft greetings

Write one greeting per materially different job direction. Reuse a greeting only when the JDs and positioning are genuinely similar.

Keep every greeting:

• within the user’s character limit, default 140 Chinese characters;
• truthful and based on resume evidence;
• specific to the JD;
• natural when read aloud;
• direct, without inflated claims or long numbered introductions.

Use two or three concrete facts at most. Prefer:

1. current education or identity;
2. one relevant project or testing/product experience;
3. one sentence connecting that evidence to the job.

Avoid phrases such as “高度契合”“完整闭环”“实践方向”“赋能”“较为匹配” and repetitive “希望有机会进一步沟通” endings.

Run:

python scripts/check_greetings.py greetings.txt --max-chars 140

Address errors before presenting the messages. Review warnings for repetition and template-like language.

Step 6: Present an approval package

Before any external communication, show:

• numbered job list;
• company, city, headcount, pay, schedule, and recruiter activity;
• match reasons and caveats;
• direct URL;
• complete greeting for each role.

State explicitly that nothing has been sent. Ask for a specific approval such as 确认投递1—5.

Do not modify online greetings, click 立即沟通, or send a resume before approval.

Step 7: Apply after explicit approval

Read references/boss-workflow.md and follow it exactly.

Apply sequentially:

1. Confirm the live job is still open, eligible, and within the activity threshold.
2. Keep BOSS automatic greetings off when using custom messages.
3. Click 立即沟通.
4. Confirm no old automatic message was sent.
5. Send the approved custom greeting as the first message.
6. Verify 已发送 or 送达.
7. Record the result before moving to the next role.

Do not upload or send an attachment resume unless the user explicitly asks. Do not substitute a changed greeting without renewed approval.

If an unexpected message, confirmation, job-state change, login challenge, or file-upload prompt appears, stop the batch and report the exact state. Do not hide duplicate or incorrect messages.

Step 8: Report results

Return a concise application log:

• contacted and verified;
• skipped and reason;
• failed or changed state;
• any accidental or duplicate message;
• whether automatic greetings remain off;
• whether any attachment was uploaded.

Never claim completion from a click alone. Require visible sent/delivered evidence for each message.

Efficient invocation

Encourage high-signal prompts containing:

简历=<path>; 求职类型=<实习/全职>; 方向=<按优先级列出>;
城市=<明确城市列表>; 公司规模>=<人数>; 活跃度=<在线/刚刚/今日/天数>;
周期=<每周天数和最短月数>; 数量=<N>; 招呼语<=<字数>,自然中文;
审批=先预览后投递; 自动招呼语=关闭; 附件=不上传

When the user says “沿用默认偏好”, use preferences established in the current task or a user-provided profile. If none exists, ask for the material search filters instead of assuming them.