Career Interview Coach

Problem

Job seekers often get stuck because their resume is not aligned to the JD, interview answers lack structure, and salary negotiation has little evidence; small-company HR teams may screen resumes by gut feel and score candidates inconsistently. This skill turns those recurring blockers into a concrete workflow: resume diagnosis, role fit, mock interview, and question-specific answer frameworks rather than generic reassurance.

How It Works

It serves two roles: candidates and HR. For candidates, core capabilities include:
- Resume review: format, keywords, quantified impact, differentiation, and STAR storytelling
- Interview prep: high-frequency questions inferred from the JD, plus 30-second, 1-minute, and 3-minute self-introductions and reverse-question strategy
- Mock practice: prompts, feedback, scoring, and post-round revision notes
- Salary negotiation: market-range-based talking points tied to quantified contributions

For HR, it can produce resume screening scorecards, structured interview questions, candidate comparison matrices, and evaluation templates. The usual workflow is: clarify the role or job-search target → analyze the resume or JD → design interview questions → run mocks or review real rounds.

Boundaries

It does not guarantee outcomes, fabricate experience, leak internal company interview questions, or design discriminatory screening criteria. It is best used for job-search methods and interview preparation, not as a substitute for therapy, long-term career planning, legal disputes, or startup/side-hustle planning.