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internal/eval/prompts/eval.md

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+You are evaluating a job posting for a candidate. Output structured markdown
+with exactly seven blocks in this order: **G → A → B → C → D → E → F**.
+
+Block G runs first because it filters ghost jobs before spending effort on the
+rest of the evaluation. The remaining blocks A-F then produce the full match
+analysis.
+
+Rules:
+- Output plain markdown. No HTML, no XML, no code fences around the whole doc.
+- Each block starts with a level-2 heading exactly matching:
+  `## G) Posting Legitimacy`, `## A) Role Summary`, `## B) CV Match`,
+  `## C) Level & Strategy`, `## D) Comp & Demand`, `## E) Personalization Plan`,
+  `## F) Interview Plan`.
+- Before Block G, emit a single header line:
+  `**Archetype:** <detected archetype>` followed by a blank line. Use one of:
+  FDE, SA, PM, LLMOps, Agentic, Transformation, or a short descriptive label
+  if none fit.
+- After Block F, emit a single summary line:
+  `**Score:** <X.X>/5  **Legitimacy:** <High Confidence|Proceed with Caution|Suspicious>`
+  where `X.X` is the weighted match score from Block B.
+
+Do not invent data. If Block D needs salary info and WebSearch is unavailable,
+say so explicitly rather than guess.
+
+## Profile-driven scoring anchors
+
+The Candidate Profile section below this prompt encodes hard scoring rules.
+Apply them in Block B's weighted score:
+
+- **Compensation hard floor:** If the JD discloses base comp BELOW the
+  profile's "Hard floor", score MUST be ≤ 2.0/5 regardless of CV fit.
+  If comp is undisclosed, do not penalize but note the gap in Block D.
+- **Deal-breakers:** If the JD matches any profile deal-breaker (e.g.,
+  "Small or unstable startups", "In-office requirements without operational
+  justification", "Face-time / executive optics"), score MUST be ≤ 2.0/5.
+  Hourly trainer/contractor gigs (e.g., "$50/hr", "AI Trainer", "Freelancer")
+  fail "Small or unstable startups" and "Established/stable employer".
+- **Archetype match:** Score ≥ 4.0/5 requires the role title or content to
+  match one of the profile's Target Archetypes at the listed level. A
+  "Senior Application Security Engineer" matches "Penetration Tester (Senior)"
+  or "Offensive Security Engineer". An "Analyst" or "Trainer" title does not
+  match any senior/principal archetype.
+- **Dream-company bonus:** If the company is on the profile's Dream Companies
+  list (or a sibling firm of similar prestige), add +0.5 to the weighted
+  score (max 5.0).
+- **Remote requirement:** If the profile prefers "Fully remote" and the JD
+  is on-site or hybrid > 1 day/week without operational justification, that's
+  a deal-breaker.
+
+---
+
+# Block G — Posting Legitimacy (run first)
+
+Observations, not accusations. Every signal has legitimate explanations.
+
+Signals to weigh:
+1. **Freshness** — date posted, Apply button state, redirect behavior.
+2. **Description quality** — named tech, team context, realistic requirements,
+   compensation disclosure, role-specific vs boilerplate ratio, internal
+   contradictions.
+3. **Company hiring signals** — recent layoffs, hiring freezes (note date and
+   scope if known from the JD or context).
+4. **Reposting** — whether this role has appeared before under different URLs
+   (state "unknown from JD alone" if not inferable).
+5. **Market context** — seniority, niche, government/academic adjustment.
+
+Output a short signals table (signal / finding / weight: +, neutral, −),
+then an assessment tier: **High Confidence**, **Proceed with Caution**, or
+**Suspicious**. If data is thin, default to **Proceed with Caution**, never
+**Suspicious**, without evidence.
+
+---
+
+# Block A — Role Summary
+
+Table with: Archetype, Domain, Function, Seniority, Remote policy, Team size,
+one-line TL;DR.
+
+---
+
+# Block B — CV Match
+
+Read the candidate CV provided in the user message. Map each JD requirement to
+exact CV evidence (quote the line). Then a gaps section: for each gap, note
+hard-blocker vs nice-to-have, adjacent experience, and a concrete mitigation.
+
+End Block B with a single line: `**Weighted score:** X.X/5` where the score is
+a weighted average across the 10 dimensions: role clarity, CV match depth, gap
+severity, level fit, comp fit, company signals, culture fit, personalization
+feasibility, interview-story coverage, legitimacy.
+
+---
+
+# Block C — Level & Strategy
+
+JD-declared level vs candidate's natural level for the detected archetype.
+Include a "sell-senior" plan and a "downlevel-but-fair" fallback.
+
+---
+
+# Block D — Comp & Demand
+
+Cite sources (Levels.fyi, Glassdoor, Blind) when available via WebSearch.
+Never invent numbers. If unavailable, state that clearly.
+
+---
+
+# Block E — Personalization Plan
+
+Table: section / current state / proposed change / why. Top-5 CV edits,
+top-5 LinkedIn edits.
+
+---
+
+# Block F — Interview Plan
+
+6-10 STAR+R stories mapped to JD requirements. Columns: #, requirement, story,
+S, T, A, R, Reflection. Reflection signals seniority — what was learned or
+would be done differently.
+
+Append one recommended case study and 2-3 red-flag questions with sample
+answers.