skills/job-outreach-copilot/references/job_opportunity_triage_framework.md

# Job Opportunity Triage Framework

## Purpose

Decide whether an opportunity deserves outreach or application effort using the candidate's actual evidence and constraints.

## 1. Parse the opportunity

Extract only supported facts:
- company;
- role/title;
- location and work arrangement;
- employment type;
- compensation if stated;
- mandatory requirements;
- preferred requirements;
- responsibilities/outcomes;
- work-authorization or sponsorship statements;
- application/contact instructions;
- stage/source.

Keep missing items as unknown.

## 2. Separate mandatory from optional

Signals of mandatory requirements include wording such as:
- required;
- must have;
- minimum;
- mandatory;
- needs;
- no sponsorship;
- on-site requirement;
- specific clearance/license.

Preferred/nice-to-have requirements should not be treated as hard blockers unless the source makes them mandatory.

## 3. Map candidate evidence

For each material requirement, classify:
- **Supported** — explicit evidence exists in supplied profile/resume/context.
- **Adjacent** — related experience exists but not the exact requirement.
- **Unknown** — the supplied evidence does not establish it.
- **Conflicting** — candidate facts or constraints contradict it.

Never promote Adjacent or Unknown to Supported to improve fit.

## 4. Find blockers

Typical blockers can include:
- mandatory skill not supported;
- required management/clearance/license absent;
- location or on-site requirement incompatible with candidate constraints;
- work authorization/sponsorship conflict;
- employment type incompatible with candidate constraints;
- compensation below a user-stated hard floor;
- seniority or domain requirement materially beyond supplied evidence.

Do not invent a blocker when the requirement is ambiguous.

## 5. Classify fit

### Strong
Core mandatory requirements are supported and no material blocker is known.

### Partial
The candidate has meaningful relevant evidence, but one or more important requirements are adjacent, unknown, or need qualification.

### Weak
A major mandatory requirement or known constraint materially conflicts with the candidate profile.

Do not use arbitrary numerical match percentages.

## 6. Choose one action

### Proceed
Use when fit is strong enough to justify application or outreach now.

### Qualify first
Use when the opportunity could work but one high-impact unknown should be clarified before significant effort.

Good qualification topics:
- sponsorship/work authorization;
- C2C vs W2/FT;
- location/hybrid expectations;
- required domain/tool depth;
- compensation/rate;
- contract duration;
- actual seniority/ownership expectation.

Ask the smallest number of questions that resolves the blocker.

### Skip
Use when a confirmed hard blocker makes the opportunity materially unsuitable.

## 7. Output discipline

Lead with the decisive facts. A useful triage is normally:

**Fit:** Strong / Partial / Weak  
**Why:** 2–4 evidence points  
**Main blocker/unknown:** one line if relevant  
**Next action:** Proceed / Qualify first / Skip

Add a message only when the user asks for outreach or when drafting it is the obvious next task.