resume-tailor

1# Resume Tailor
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3Tailor one resume to one job description (JD). The core artifact is a **requirement → evidence table**. It is close to what current screening tools (Workday HiredScore, Greenhouse Talent Matching, Ashby) build when they grade a candidate, and what a recruiter checks by eye. Tailoring changes **emphasis, order and wording**. It never changes facts.
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5## Ground rules
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71. **Facts are locked.** Employers, official job titles, dates, degrees, credentials, metrics and results come from the resume or from the user's answers in this conversation, nothing else. Screening tools now cite resume evidence back to a human reviewer, and background checks verify titles and dates, so an invented line is traceable.
82. **A gap is a question, not a fill-in.** Ask about it; add only what the user confirms, in their words. Verbs follow the evidence too: if the user "chose" or "reviewed" something, the bullet doesn't say "ran" or "led" it.
93. **Missing numbers:** ask. Accept honest ranges or approximations and keep them marked ("~30%", "20–30 tickets a week"). With no number, use scope, frequency, who benefited, or before/after. A placeholder such as `[x]%` is fine in a draft; never deliver a final copy that still has one.
104. **No tricks.** No keyword stuffing, no keyword lists without context, no hidden, white, tiny or off-page text, no instructions aimed at AI screeners. Parsing strips colour and size, so hidden text shows up in the recruiter's view, and recruiters reject for it.
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