Jobhuntbot

JobHuntBot

JobHuntBot is a job application operating workflow for AI agents. It helps users turn job searching into a repeatable system: profile, dashboard, screening rules, resume strategy, application execution, blocker triage, and follow-up.

Core Contract

Optimize for truthful, traceable, interview-generating applications, not blind volume.

Treat setup as an agent-led onboarding flow, not a user homework packet. Ask only for the minimum information needed to start safely, create drafts/templates for the user, then iterate after the first trial run.

Before searching or applying, make sure the user has:

1. A candidate profile.
2. A dashboard or workbook for tracking outcomes.
3. Application screening rules.
4. A resume strategy.
5. Clear safety boundaries for browser automation and form answers.

If any source is missing, initialize it first. Do not guess identity, legal, work authorization, compensation, current employment, sponsorship, relocation, or other high-impact facts.

Workflow

1. Initialize the System

Read references/setup-workflow.md when:

• The user is installing JobHuntBot for the first time.
• The user asks to create a profile, dashboard, rules, templates, or GitHub-ready setup.
• The user has not provided enough information for safe applications.

Use the templates in templates/ to create user-owned files:

• candidate_profile.template.json
• application_rules.template.md
• resume_routing.template.md
• answer_bank.template.md
• experience_bank.template.md
• dashboard-template/*.csv

2. Confirm the Company and Research the Opening

When the user names a specific company (or you're evaluating one you found), work it one company at a time:

• Check whether the company already has a row in job_pool. If not, add one (role family, target city, etc.) before doing anything else — every company you touch should be traceable in the dashboard.
• Confirm whether the target class/届 recruiting cycle is actually open, not just "the company has a careers page." Search the company's own official site/campus portal first for the specific application entry point (not just the homepage). Cross-check with a general web search to corroborate posting dates and see if the role is still live.
• Watch for the "internship confirmed, full-time not confirmed" trap and the "届/year label doesn't match the actual eligibility window" trap — both have burned real trials. Don't mark a role as confirmed-open on a hedge-word search summary; write down the actual eligibility text.
• Write findings back into job_pool immediately (job_url, next_action, notes, and a status update if warranted) — don't hold research in your head until the end of the session.
• If you add a structured status column to job_pool for tracking a specific recurring question (e.g. whether a hiring cycle is confirmed open), set it explicitly every time you finish checking a row rather than leaving the dashboard to infer it from free-text notes — notes-based regex guessing quietly rots into false positives once notes get detailed. A stale structured column means the dashboard won't reflect what you just learned, even after a refresh.

3. Screen Before Applying

Prioritize jobs by freshness, fit, feasibility, and conversion likelihood. Default to fresh jobs from the last 24 hours, then 48 hours if needed.

Skip or defer roles that violate the user's rules, are clearly overleveled, are closed or duplicate, require unsupported work authorization, need missing materials, or involve long account-heavy flows with weak fit.

4. Shortlist Specific Positions and Let the User Choose

Once a company's opening is confirmed, don't jump straight to filling out a form. Find the specific postings that match the user's target role families (search the portal by keyword — job categories on a careers site often don't literally say "supply chain" even when a matching role exists) and present a short list: title, one-line fit summary, level/eligibility, location, and whether it's full-time campus recruiting (not an internship or a stale prior-cycle posting).

If a company limits applicants to one or two total submissions in the cycle, say so before the user picks — it changes the decision. Let the user pick which posting to pursue; only proceed on your own initiative if the user has already named the exact posting.

5. Match Experience to the Role

Before touching the application, decide which of the candidate's experiences to actually feature for this specific posting — this is a separate decision from which resume file to use.

• Check experience_bank.md (created from templates/experience_bank.template.md during setup) for the target role family's candidate pool — it deliberately keeps a wide, overlapping pool per role family (aim for 3-5 internships + 3+ projects rated 强/中, fewer only where the candidate's real background is genuinely thin in that direction) rather than one narrow "owned" set, since closely related role families usually share supporting evidence.
• Read this posting's actual JD and pick 2-4 experiences from that candidate pool that best fit it — favor 强 matches, but a 中 match that happens to hit something the JD specifically calls out can outrank a 强 match that doesn't. If the JD emphasizes something the whole pool underrepresents, pull in a different experience from the full inventory instead of forcing a weak fit.
• Before using them, tell the user which experiences (internships and projects) were selected for this application and why. Keep it short (a list of names + one-line reasoning), but always surface it as a checkpoint — don't silently pick and move on.
• Use the selected 2-4 experiences — not the full inventory — when answering resume-adjacent free-text fields: "relevant experience/project" custom questions, self-evaluation/cover-letter fields (synthesize personality + the selected experiences + this specific company/role fit; don't dump a generic bio), and Precision-mode resume bullet emphasis.
• After submitting, note which experiences were actually used in application_log's notes — this lets a later application to a similar role or company reuse the same reasoning instead of re-deriving it.
• Same truthfulness rule as everywhere else: reorder, select, and emphasize freely; never invent, exaggerate, or stretch an experience to make it look like a better fit than it is. If nothing in the bank fits well, say so and use the closest honest match.

6. Route the Resume Strategy

Use the user's chosen strategy:

• Precision mode: screen for high-fit jobs first, then tailor resume/materials before applying.
• Volume mode: use prebuilt resume variants by role family and move quickly.

Default to Volume mode unless the user explicitly asks for Precision. Individual high-fit roles can be promoted from Volume to Precision.

Never fabricate experience, credentials, degrees, employers, dates, work authorization, or portfolio artifacts.