Working Job hunt skill
Create a target employer list
Prioritize employers using sourced evidence about work, roles, conditions, trajectory, and fit.
Procedure
- Define target work, stage, size, sector, geography, work model, compensation, values, and constraints.
- Generate candidates from products, communities, portfolios, funding, public institutions, suppliers, alumni, and trusted networks.
- Research current work, hiring, leadership, finances, workforce changes, reputation, accessibility, and credible employee signals.
- Record source date and distinguish official claim, independent report, anecdote, and unknown.
- Score fit, evidence strength, opportunity timing, access path, risk, and learning value.
- Diversify the list across organizations, channels, and assumptions to avoid one fragile path.
- Assign next actions such as research, follow, conversation, project evidence, or application.
- Refresh the list regularly and archive stale or disproven assumptions.
Guardrails
- Do not treat employer branding, anonymous reviews, funding news, or rumors as definitive truth.
- Never scrape private employee information or manufacture warm relationships.
- Keep personal risk and contact notes private and respectful.
--- name: create-a-target-employer-list category: get-hired description: Prioritize employers using sourced evidence about work, roles, conditions, trajectory, and fit. Use when a job search needs proactive focus beyond whatever openings appear first. --- # create-a-target-employer-list ## Procedure 1. Define target work, stage, size, sector, geography, work model, compensation, values, and constraints. 2. Generate candidates from products, communities, portfolios, funding, public institutions, suppliers, alumni, and trusted networks. 3. Research current work, hiring, leadership, finances, workforce changes, reputation, accessibility, and credible employee signals. 4. Record source date and distinguish official claim, independent report, anecdote, and unknown. 5. Score fit, evidence strength, opportunity timing, access path, risk, and learning value. 6. Diversify the list across organizations, channels, and assumptions to avoid one fragile path. 7. Assign next actions such as research, follow, conversation, project evidence, or application. 8. Refresh the list regularly and archive stale or disproven assumptions. ## Guardrails - Do not treat employer branding, anonymous reviews, funding news, or rumors as definitive truth. - Never scrape private employee information or manufacture warm relationships. - Keep personal risk and contact notes private and respectful. ## Done - A target-employer tracker contains current sources, fit evidence, risks, unknowns, and actions - Ranking criteria and confidence are explicit - Review dates, archived assumptions, and channel diversity are recorded