onboarding

Onboarding

Goal: produce a complete, human-readable ~/.dear-hiring-manager/profile.md and register a resume, so later applications fill themselves. Keep it fast — parse what you can, only ask for gaps.

Procedure

1. Ensure the data dir exists. Create ~/.dear-hiring-manager/ if missing.

2. Check for an existing profile.

   • If ~/.dear-hiring-manager/profile.md exists: show a short summary, ask whether to edit a section or view. Only touch what they name. Do not restart the interview.
   • If not: copy ${CLAUDE_PLUGIN_ROOT}/templates/profile.template.md to ~/.dear-hiring-manager/profile.md and continue.

3. Register + parse the resume (do this first — it prefills most fields).

   • Ask for the resume path. Copy it to ~/.dear-hiring-manager/resume.<ext>.
   • Read it. Prefill name, email/phone, location, education, and an experience summary into the profile. Then only ask the user to confirm/correct those, not retype them. Do NOT prefill LinkedIn/GitHub/portfolio URLs from the resume — ask for those directly (see the interview step).

4. Interview the gaps via the option-picker. For every field whose answer is a discrete choice, ASK WITH THE AskUserQuestion OPTION-PICKER (not prose) — present sensible options plus "prefer not to answer" where relevant; the user clicks (or types via "Other"). Batch up to 4 questions per picker call to minimize rounds. Use free-text prompts only for genuinely open fields (name, contact, links, an exact salary number, references). Fill every template field.

   • Identity + email/phone/name — prefill from the resume, then confirm.
   • Links (LinkedIn, GitHub, portfolio/website): ALWAYS ASK the user directly — do NOT read them from the resume, and NEVER guess a URL from the name. In a PDF these are hyperlinks whose real target URL usually can't be recovered by text parsing, so any parsed or name-guessed value is likely wrong.
   • Location & relocation, remote/onsite — options (relocate: Yes/No; preference: Remote / Hybrid / Onsite / Open). Plus home address (street, city, state, ZIP) — free text; many forms require the full address, not just the city.
   • Work authorization — options: authorized to work there (Yes/No); require sponsorship now or in future (Yes / No / Not now, yes later); + country and visa status. On almost every form — get exact.
   • Compensation — options for salary (a few ranges + "market/negotiable", Other for an exact number) and notice period / earliest start (2 weeks / 1 month / immediately / flexible).
   • Job-search targets — desired job title(s) (free text), target experience level (options: Intern / Entry / Mid / Senior / Staff / Principal / Director), years of experience (options: 0–2 / 3–5 / 5–8 / 8–12 / 12+, or an exact number — forms ask this constantly), and minimum fit score to apply (options 40 / 50 / 60 / 70, default 50; the hard filter apply scores each job against). Title + level also feed apify-collect as the default search.
   • Standard screening (legal attestations) — template leaves these blank. Offer the safe defaults (non-compete: No, felony: No, illegal activity: No, accommodation: No, previously employed here: No, 18+: Yes) as options and have the user confirm each or override. Write a value only after explicit confirmation. Skipped → stays blank (unconfirmed); apply flags it, never auto-attests.
   • EEO / demographics (gender, race/ethnicity, veteran, disability) — options, each including "prefer not to answer". State clearly these are voluntary. Record exactly what they pick.
   • Pronouns — options (He/him / She/her / They/them / Prefer not to say). References — free text or "available on request".