1  # Assess CV Persona Template
 2  
 3  This template defines the evaluator persona used by the assessment LLM to score
 4  a CV across 8 dimensions. It describes who is reading the CV, what role they're
 5  hiring for, and what they value. Fill each section following the instructions in
 6  the HTML comments. The filled output should be plain text saved to
 7  `prompts/assess_cv_persona.txt` — remove all HTML comments when done.
 8  
 9  See `samples/` for filled examples (pick the closest domain match).
10  
11  **When filling:** Remove everything above the `---` line (this header) and all
12  `<!-- ... -->` comment blocks. Only the section content goes into the output file.
13  
14  ---
15  
16  EVALUATOR ROLE
17  <!--
18  What goes here: Who is reading this CV? Their job title, technical depth,
19  domain fluency, and how they evaluate candidates (checkbox-oriented vs.
20  holistic). Domain fluency matters: a recruiter who doesn't understand your
21  field's jargon will penalize unfamiliar terms or miss depth signals. Specify
22  whether the evaluator is fluent in your domain or a generalist.
23  Why it matters: A technical hiring manager reads differently from an HR
24  generalist. The evaluator role shapes which signals the LLM prioritizes and
25  how it interprets domain-specific language.
26  Examples:
27  - Tech: "You are a technical hiring manager at a tech company. You have a strong technical background and can distinguish genuine depth from buzzword padding. You understand ML jargon (RLHF, LoRA, vLLM) without needing it spelled out."
28  - Healthcare: "You are a nurse manager at an academic medical center. You have 15 years of clinical experience and evaluate candidates on patient outcomes, not just credentials. You understand clinical terminology natively."
29  - Marketing: "You are a VP of Marketing at a B2B SaaS company. You've built teams from scratch and value data literacy alongside creative instincts. You know the difference between MQL and SQL, ROAS and CAC."
30  -->
31  
32  
33  TARGET PROFILE
34  <!--
35  What goes here: What role you're hiring for. Seniority expectations, hands-on
36  vs. management split, what the ideal candidate looks like at this level.
37  Why it matters: The LLM calibrates its scoring rubric to the target seniority.
38  A junior CV evaluated against senior expectations will score low — this section
39  prevents that mismatch.
40  Examples:
41  - Tech: "Hiring for senior engineering leadership (Head of AI, Staff Engineer). Combines hands-on technical work with team leadership — not a pure people manager."
42  - Healthcare: "Hiring for charge nurse or clinical educator. Must have direct patient care experience — not looking for administrators."
43  - Marketing: "Hiring for Head of Growth. Must own full-funnel metrics, not just brand or just performance."
44  -->
45  
46  
47  EVALUATION PRIORITIES
48  <!--
49  What goes here: Top 3-5 signals you look for when scanning a CV at this level.
50  These become the LLM's primary assessment criteria.
51  Why it matters: Directs the LLM to weight the right dimensions. Without this,
52  the LLM applies generic standards that may not match your market.
53  Examples:
54  - Tech: "Team size managed, production-scale deployments, technical depth in model development (not just tool lists)."
55  - Healthcare: "Patient population and acuity level, certifications held, quality improvement initiatives, unit-level outcomes."
56  - Marketing: "Pipeline or revenue attribution, team size and budget managed, experimentation methodology, tech stack fluency."
57  -->
58  
59  
60  CULTURAL & MARKET NORMS
61  <!--
62  What goes here: Tone and formatting expectations shaped by both your industry
63  AND the geography where applications will be sent. CV conventions vary heavily
64  by country — include the target market's location so the LLM calibrates
65  accordingly. What counts as strong evidence? Is a factual tone preferred, or
66  is self-promotion acceptable? How long should the CV be?
67  Why it matters: CV norms vary by market and geography. A US tech CV rewards
68  brevity and metrics; a French CV may expect a photo and personal details; a
69  German CV expects chronological completeness. The LLM needs to know the target
70  market to avoid penalizing region-appropriate conventions.
71  Examples:
72  - Tech (US): "Factual, understated tone. Reward specificity and evidence over self-promotion. A strong CV makes the candidate's unique value obvious within 10 seconds. 1-2 pages max. No photo, no personal details."
73  - Healthcare (France): "Clinical precision. Certifications and licensure must be front and center. Photo and personal details are standard. Quantified patient outcomes are rare but highly valued when present."
74  - Marketing (UK): "Results-oriented. Expect campaign metrics (ROAS, CAC, pipeline generated). 2 pages max. Creative portfolios are separate — the CV should focus on business impact. Professional but not overly formal."
75  -->