Career and HR

Writes a job offer acceptance that confirms the agreed title, pay, start date and conditions, and asks about open points before signing. Use when you are ready to say yes to an offer.

Writes a response to each selection criterion or KSA in a public-sector application, using the criterion's exact wording and STAR evidence within the word limit. Use for government jobs.

Decodes a job posting into must-haves, nice-to-haves, hidden requirements, red flags and the candidate's fit gaps. Use before deciding to apply or tailoring an application.

Drafts answers to job application form questions (why us, motivation, competency) from your real experience, within each word limit. Use when an application asks for written answers.

Checks a resume for applicant tracking system parsing problems and, given a posting, keyword gaps, then lists ranked fixes without keyword stuffing. Use before uploading to an online application.

Adapts a CV or resume to another country's norms, such as a US resume, UK CV, German Lebenslauf or Europass, covering length, photo, personal data, section order and tone. Use when applying abroad.

Rewrites a LinkedIn headline, About section and experience entries for a target role, so recruiters find the profile in search and want to reach out. Use before or during a job search.

Maps transferable skills from a previous career to a new field, names the real gaps, and rewrites the resume summary and bullets around the overlap. Use when changing fields or functions.

Prepares answers to salary expectation questions in application forms, recruiter screens and interviews, with a range to verify, deferral lines and follow-ups. Use before you are asked.

Debriefs an interview you just had - what went well, weak answers to improve, follow-up to send and lessons for the next round. Use between interview rounds while memory is fresh.

Drills behavioural interview answers in STAR form, scores each part, probes for the candidate's own actions like a real interviewer and tightens each story to about two minutes.

Prepares truthful, short interview answers about being laid off, let go or fired, with a pivot to what was learned and why the new role fits, plus replies to probing follow-ups.

Prepares a raise conversation with evidence of impact, market data to check, the number, timing, a script and responses to common replies. Use before asking your manager for more pay.

Breaks a job into its tasks, judges which ones AI tools are likely to change and how confidently, and plans skills to deepen, tasks to hand to tools and ways to show value, without hype or doom.

Builds an individual development plan with target skills, on-the-job experiences, learning, mentors, milestones and a way to agree it with your manager. Use when setting growth goals.

Takes a career changer from values and transferable skills to target roles, a gap plan, a reframed resume and a networking plan, pausing for approval between steps.

Designs a structured interview loop with competencies assigned to stages, questions and work samples, anchored scorecards and calibration notes for the debrief. Use when setting up hiring for a role.

Designs a fair, paid trial shift for retail, hospitality, salon or trades hiring with timed tasks, what to observe, a scoring rubric, pay and legal points to check, and how to give feedback.

Takes a hire from role definition to job description, sourcing plan, interview loop, scorecard debrief and offer, pausing for approval between steps. Use when running a search.

Decides whether and whom a small business should hire first - the role, employee versus contractor, the real cost, the hiring process and onboarding. Use when you are stretched and thinking of hiring.

Prepares a manager for an early, informal conversation about underperformance with specific examples, causes to explore, agreed next steps and a follow-up note. Use before a problem becomes formal.

Allocates a merit or pay increase budget across a team using performance, position in range and equity checks, with the reasoning recorded for each person. Use during a pay review cycle.

Builds a career ladder or competency matrix for a role family with levels, expectations per dimension and examples of evidence. Use when defining levels for promotion, hiring or pay.

Plans a coaching conversation with a direct report using the GROW model, with questions for each stage, ways to hold back from giving the answer and a clear close. Use before a coaching one-on-one.