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

# Profile, Claim, and Fit Framework

## Purpose

Keep job-search advice persuasive without turning uncertainty into invented candidate experience.

## Evidence hierarchy

Use, in order:
1. current explicit user statement;
2. current supplied resume/profile/project material;
3. confirmed facts earlier in the active conversation;
4. prior persistent profile information only when clearly tied to the same candidate and still applicable.

A job description is evidence about the job, not evidence about the candidate.
A recruiter claim is evidence about what the recruiter said, not automatically a verified company policy.

## Claim labels

### Supported
Explicit evidence establishes the claim.

### Adjacent
The candidate has related experience, but the exact claim is not established.

### Unknown
No supplied evidence resolves it.

### Contradicted
Known candidate facts conflict with it.

Use these internally to prevent embellishment.

## Never invent

- years of experience;
- employer/project history;
- skills or tools;
- certifications;
- metrics;
- team size;
- leadership scope;
- management responsibility;
- production ownership;
- compensation;
- work authorization;
- sponsorship status;
- clearance;
- degree;
- location;
- availability;
- phone/email;
- application status.

## Strong wording without fabrication

Prefer:
- "My experience includes..." only for supported facts.
- "My closest experience is..." for adjacent experience.
- "I haven't used that directly in production, but..." when accurate.
- "That requirement isn't established in the profile you shared." when unknown.

Do not transform:
- exposure → ownership;
- project → production;
- assisting → leading;
- adjacent tool → exact tool;
- personal project → employer experience.

## Compensation

Use exact numbers/ranges only when supplied by the candidate or opportunity.

If both exist, distinguish them:
- recruiter/company offered rate;
- candidate target/acceptable range.

Do not silently change W2 hourly, C2C hourly, salary, or total compensation into one another.

## Work authorization and sponsorship

Use the candidate's exact supplied status and needs.

Do not infer citizenship, permanent residency, visa type, transferability, sponsorship need, or C2C eligibility from name, nationality, employer, or location.

When a job says no sponsorship and the candidate explicitly needs sponsorship, treat it as a likely hard blocker unless the wording is ambiguous or the candidate asks to qualify it.

Keep language descriptive. Do not give immigration legal advice.

## Fit communication

A persuasive outreach message does not need to claim every JD bullet.
Pick one or two strongest supported reasons the candidate is relevant.

If there is a major gap, either:
- qualify it;
- omit unsupported claims;
- or recommend skipping when the gap is a confirmed blocker.

Truth-safe outreach should remain defensible under recruiter follow-up.