dennisthiessenandClaude Opus 5
afdef7eb94
Checkpoint for the 2026-09-11 project review remediation. Work by a previous agent that ran out of context; committed unchanged as a rollback point before the remaining findings land on top of it. F01 — the two agent directories had drifted into different processes - Six shared workflows under `resume_builder/reference/workflows/`; both `.agents/skills/` and `.claude/skills/` are now thin entrypoints that route to the same file instead of carrying full copies. - The `.claude` copies were the stale side: fixed bullet line variants and character budgets that the newer process had already dropped. Removing them is the point of the change, not collateral. - Parity/link regression test added; corrected the top-level file map, which pointed at a directory that does not exist. F02 — application status was stored in four places and disagreed - New registry `job_scout/state/applications.json` (26 records) with `application_records.py` (schema, validation, transactional write) and `application_tracker.py` (add/update, no quota). - AGENTS.md and CLAUDE.md no longer keep their own status tables; both point at `current_applications.md`, generated from the registry. - Interview-reached is now independent of outcome, so a withdrawal after an interview can record both facts. The old tables are preserved verbatim in `job_scout/state/history/application_status_before_2026-09-11.json`. Verification: `python -m unittest discover -s tests -v` — 18/18 pass. Spot-checked that the detailed SBB and Kdo Cy notes survived the migration into the registry rather than being flattened. Known unresolved, deliberately not invented (see FIX_PROGRESS.md): Aker BP's application date and its Adjacent-despite-79 classification. Co-Authored-By: Claude Opus 5 <noreply@anthropic.com> Claude-Session: https://claude.ai/code/session_01Qej5SBvhcbGXHwLqNWiskM
113 lines
5.8 KiB
Markdown
113 lines
5.8 KiB
Markdown
# Application Strategy
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## Positioning
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Default professional identity:
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> Staff/Senior Data Engineer with production platform ownership, AWS data products, Kubernetes delivery and direct production-ML integration experience.
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Core targets:
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- Senior/Staff Data Engineer.
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- AWS-oriented Data Platform Engineer when Terraform/SRE background is not mandatory.
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- ML Platform/MLOps roles centered on deployment, infrastructure and operation.
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- Semiconductor data, analytics and production-ML infrastructure roles.
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- Swiss/DACH enterprise data-engineering roles.
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Stretch targets include LLM/agent engineer, AI Manager, pure SRE, strategic-account FDE, and Principal roles requiring company-wide architecture or external-customer authority.
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## Application Gate
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Before generating a resume, complete Evidence Fit from `critique_framework.md`.
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- **Core:** 75+ and no hard-gate failure.
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- **Adjacent:** 60--74, no required Gap, normally at most one serious preferred gap.
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- **Stretch:** below 60 or a defining responsibility is only Adjacent.
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- **No-go:** required/title-defining Gap or unresolved practical constraint.
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Do not spend a full resume/cover-letter cycle on a no-go role. Record the decision and move on.
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## Application Record (no quotas)
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**Policy change, 2026-09-05, user decision: the 7 Core / 2 Adjacent / 1 Stretch caps are DROPPED.**
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The caps were arbitrary -- no derivation existed for those numbers -- and they were routed around
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whenever they bound (RUAG AI Engineer went in at Evidence Fit 74 with a hard-gate FAIL; Citadel was
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recorded Adjacent when the strict reading said Stretch). A rule that is overridden whenever it binds
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governs nothing and only adds friction.
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The cohort was also a confounded experiment. It was designed to test **fit class**, but the variable
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it silently held constant was **channel**: all six applications were Weak/cold. It therefore could not
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distinguish "Stretch does not convert" from "cold does not convert", and the results point away from
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fit class anyway -- the highest-scoring package in the log (Snowflake, ~86) drew no reply in 80 days,
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while the one interview (SBB) came from a cold Core submit whose resume was *missing* the three ATS
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literals the session had flagged as risky.
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**What is kept: the recording, not the rationing.** Every application still records fit class, hard
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gate, channel, date, stage and outcome. That record is what makes patterns visible instead of
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re-derived. `job_scout/state/applications.json` is the durable registry; `application_cohort.json` is
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a generated historical-cohort projection. `cohort_tracker.py summary` is a read-only view. There is no slot to consume and no
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application is blocked for lack of one.
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**Fit class is now a preparation signal, not a spend limit.** An Evidence Fit of 64 does not mean
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"do not apply" -- it means know which two questions you will be asked and have honest answers ready.
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Hard gates and NO-GO triggers are unchanged: a required Gap or an unresolved practical constraint is
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still a real finding that must be surfaced before the user decides.
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### Real constraints that survive independently of any quota
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These are not cohort discipline and must not be dropped with it:
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- **Google: 3 applications per rolling 30 days**, and a 90-day wait before reapplying to the *same*
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role. An external, enforced limit.
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- **Do not stack a second cold application on one organisation while the first is pending** -- a
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judgment call, made deliberately before (Snowflake Metrics was paused for exactly this).
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- **Each package costs real hours.** Volume is limited by effort, not by policy.
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## Channel Strategy
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**Channel is the rationed variable, replacing the old slot budget** (2026-09-05). It is the constraint
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with a plausible effect and an untested one: the record stands at **six consecutive cold submits, one
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interview**, with zero Strong or Moderate channels ever attempted.
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**Rule: no application goes out cold when a named contact is published and reachable.**
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This has been available and unused repeatedly -- Marco Heinzen at RUAG (published direct line), Andri
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Wienandts at SBB (published number, and it still converted), Per Olav Marthinsen at Aker BP. Making
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contact costs one phone call or one short email and is the cheapest experiment left.
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For every application, attempt at least one warm action before or immediately after applying:
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- credible internal referral;
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- targeted note to a relevant recruiter;
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- concise outreach to the hiring manager or team member;
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- former colleague/customer/vendor connection who can establish work quality.
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Record the channel as Strong, Moderate or Weak. Tailoring alone does not upgrade a cold channel.
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When no contact is published anywhere, a cold submit is fine -- record it as Weak and move on.
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## Resume Strategy
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- Use International Tech format by default.
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- Keep the first half page focused on identity, compact skills and current evidence.
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- Preserve conventional employer/title/date hierarchy.
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- Favor 11--14 strong bullets over padding.
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- Capture verified impact rather than inventing metrics.
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- Generate the Swiss/DACH variant only when local conventions fit the employer.
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## Cover-Letter Strategy
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Apply the decision gate in `cl_reference.md`. A letter is not a default package component. Put effort into portal questions, referral context and outreach when those have higher information value.
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## Feedback Loop
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Review the record whenever a meaningful screen or interview result lands, and compare:
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- Warm vs cold progression -- **the primary question now, and still unanswered.**
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- Core vs Adjacent/Stretch progression.
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- Recruiter rejection vs hiring-manager rejection.
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- Tool/domain patterns among successful and unsuccessful roles.
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- Whether resume changes affected outcomes.
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Change one major variable at a time. Do not react to a single rejection by adding unsupported skills or broader positioning.
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