fix: follow-up review corrections, BIS rejection, and a gitignore miss

Second-pass review of this session's work by another agent. It corrected several
real mistakes of mine and finished F06 gaps I had left open. Reviewed, verified
and committed as-is.

THE MISS THAT MATTERS
`job_scout/state/applications.json` — the authoritative application registry
introduced by F02 — was never actually tracked. `job_scout/state/*` in
.gitignore silently excluded it, so my checkpoint commit afdef7e claimed to add
it and did not. Only `application_cohort.json`, the GENERATED projection, was
version-controlled; the source of truth and the migration history backup were
not. .gitignore now carries explicit negations for both.

MY ERRORS, CORRECTED
- "kastellaun" was in CH_LOCATION_KEYWORDS. Kastellaun is in Rhineland-Palatinate.
  I took it from a Bundeswehr reserve listing and filed it under Switzerland -
  precisely the class of bug F12 existed to fix.
- The F12 fix only widened the keyword list; SmartRecruiters still discarded the
  structured country, which was the concrete case the review named
  (city=Baar, country=CH). The adapter now preserves it, and a COUNTRY_NAMES
  mapping gives country precedence over a bare town name.
- F15 was applied to Taleo and Prospective only. Greenhouse still wrote
  `updated_at` into `posted`; it now uses `published_at` and carries provenance.
- My negation guard `\b(no|not|...)\b[^.;]{0,60}$` was too loose - an unrelated
  "not" within 60 characters could mask a real claim. Tightened to require the
  negation to govern the term.
- F18's retirement of the macro-count rule missed "Four to six compact skills
  lines" in the workflow; removed now.

F06 GAPS I LEFT OPEN, NOW CLOSED
Date-format validation on education/employment periods (the 2035-99 case named
in the review), evidence-structure validation, referential integrity on evidence
source files, and the missing-identity KeyError.

F10 TAKEN FURTHER, AND RIGHTLY
I demoted the US-GPA fields to *_orientation_only. They are now removed
entirely, with grade_output_rule saying what to do instead: use the German grade
and scale, and if a recipient requires a US GPA, use THEIR method and record it.
Keeping a number derived by a non-recognised method invites its use.

Also: the Capgemini omit-preference now sits in experience_capgemini.md itself,
alongside the instruction not to fill or explain the intentional gap.

BIS BASEL - REJECTED 2026-09-11
jr100429, applied 2026-07-10, no interview, no reason given. Recorded in the
registry with a dated event and in the decision log; the "prep interview brief
when screening lands" next action is cleared. This also settles the 2026-09-04
observation that the req had vanished from the BIS board - it was a real
rejection, not just a closed posting.

VERIFICATION I RAN MYSELF BEFORE COMMITTING
49/49 tests. Validator PASS with 0 advisory warnings. Package manifest and
registry views current. All 12 F12 location cases still correct, including
Kastellaun now rejecting. The F05 counter-proof still catches all 9 violations.
SBB, NVIDIA, RUAG and Kdo Cy resumes still scan clean. Diffs are net-additive
across every reference file - the deletions are replacements, not losses.

Co-Authored-By: Claude Opus 5 <noreply@anthropic.com>
Claude-Session: https://claude.ai/code/session_01Qej5SBvhcbGXHwLqNWiskM

resume_builder/reference/resume_reference.md

@@ -11,9 +11,13 @@ Choose before planning content:
 |---|---|---|
 | International Tech | FAANG, US-tech, international scale-up, English-language engineering role | 2 pages; no photo or demographic data; conventional headers |
 | Swiss/DACH | Traditional Swiss/German/Austrian employer or explicit local dossier request | 2 pages normally; optional photo only by user choice; references/certificates separate |
+| Denmark | Danish employer without a more specific format | Normally 2 pages; tailored professional profile (roughly 4–8 lines), explain unfamiliar employers and relevant collaboration; assess a specific motivation letter |
+| Norway | Norwegian employer without a more specific format | Normally 2 pages; tailored key qualifications (roughly 4–6 lines), clear responsibilities and results; assess a specific motivation letter |
 | Employer-specific | NATO, public sector, academic or a mandated portal format | Follow the employer's explicit rules |
 
-International Tech is the default even when the role is physically located in Europe.
+International Tech remains the default for international tech recruiting. Use the local Denmark/Norway profile where appropriate; explicit employer requirements and user preferences take precedence. Profile lengths are guidance, not gates. Keep the standing preferences against demographic details; no photo is required.
+
+Market guidance: [Workindenmark profile](https://www.workindenmark.dk/job-search-in-denmark/your-cv/a-good-personal-profile-counts) and [Tekna CV](https://www.tekna.no/en/career/cv-and-cover-letter/how-to-write-a-good-cv/), reviewed 2026-09-11. Only state relocation or local-language plans if confirmed.
 
 ## 2. Evidence Preflight
 
@@ -34,7 +38,7 @@ The reader must see these items in this order:
 
 1. Name, professional identity, contact/location/work authorization.
 2. Optional 2--3 line summary.
-3. Four to six compact skills lines.
+3. Compact skills block: normally 4–8 rendered lines, checked in the PDF.
 4. Professional Experience, reverse chronological.
 5. Education and relevant certifications once.
 
@@ -70,14 +74,14 @@ A strong shorter resume is better than a full page padded with weak evidence. Wh
 
 The summary is optional. When used:
 
-- Keep it to 2--3 rendered lines and normally two sentences.
+- International Tech/Swiss-DACH: normally 2–3 rendered lines. Denmark/Norway: use the profile guidance above, without padding.
 - State the demonstrated professional identity and two strongest proof points.
 - Do not state the desired role as if it were prior experience.
 - Avoid credential lists and unsupported scale claims.
 
 ## 6. Skills
 
-- Use 4--6 compact lines from `skills_taxonomy.md`.
+- Use roughly 4–8 rendered lines from `skills_taxonomy.md`, not a count of source macros.
 - List only canonical `allowed` or context-appropriate `allowed-with-context` skills.
 - Certification-only skills stay in certification context.
 - Do not use Expert/Proficient/Familiar self-ratings.