ProblemWasting too much time applying, speaking with recruiters and hiring managers for roles and organizations that didn't actually align with my next step as much as I'd like. Scheduling conflicts over meetings I didn't want to take in the first place didn't make sense.

SolutionCreated a scoring model of what's important to me and subsequent skill to evaluate roles based on job description and light research. Backed with my LinkedIn and resume, called out key overlap and gaps for me to decide.
OutcomeCut down outbound applications submitted by ~30%, time interviewing by ~50%, Inbound recruiters many hours interviewing and logistics of scheduling. Gave me a concrete guide of what to say "no" to. Why waste time outside of your ICP?



Job Search & Scoring solution

1. Scoring Model

- Program with the pieces noted in a job description that are important to me
- Include hard disqualifying criteria like Hybrid or On-Site required outside of Chicago
- Higher value for being a new or greenfield role

2. Search

- Not feasible to monitor multiple job boards that have gated access or no available API. 

- Alternative was to craft & test Google search queries, eventually setting them up as Alerts to my inbox, then to an RSS feed


3. Prequalify

- Normalizes unformatted source data
- Attempts to find any other recently published versions of gated postings
- Runs initial check on job type & location requirements
- Qualified posting data is pushed to Claude

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    • 4. Score

    - Job description and other key information evaluated against previously established scoring model
    - Details pushed to tracker include score reasoning and potential questions to ask recruiter or hiring manager