Career Pipeline Workflow

Repeatedly discover, triage, evaluate, and track the few roles worth Kevin's time—without auto-applying, inventing facts, or silently rewriting career source material.

This workflow is the recurring orchestration owner for the career-ops skill. Named modes are routed inside the skill; they are not separate workflows or wiki pages. Kevin remains the authority for application, outreach, resume, contact, and offer decisions. Source: Career-Ops data/apply contracts and Kevin-Wiki workflow run contract, 2026-08-11

Trigger And Route

• Scheduled career-market maintenance from automations/career-pipeline.md.
• Manual requests such as "run career pipeline", "find roles", "evaluate this JD", or "update my application tracker".
• Follow-up after a new accomplishment, changed target-company direction, recruiter reply, interview, offer, or material market shift.

Use Recruiter Discovery Workflow for relationship discovery. For a single role, enter at evaluation rather than rescanning the market.

Inputs And Authority

The user's CV, profile, custom rules, story bank, trackers, contacts, offers, outcomes, and reports are a protected authority layer in the engineering sense: system refreshes do not overwrite them. This does not imply the material is hidden from Kevin; it means mutations require explicit scope and proof.

Career-claim decision gate

Career essays, founder stories, hiring vocabulary, and company narratives are retained as evidence even when they are not universal advice. Before one changes Kevin's target, positioning, or application strategy, compile it as:

exact claim -> author's context and incentives -> dated primary evidence -> counterexample or base rate -> Kevin-specific hypothesis -> reversible test -> decision

Use first-person YC accounts to understand a path, not to infer that one launch caused acceptance or that the program is right for every company. Treat "generalist," olympiad, "talent engineering," services-as-software, and solo agency narratives as candidate skill or business models until current roles, selection effects, customer evidence, workload, unit economics, retention, and failure cases are checked. Current official material confirms YC's three-month program and product/user/fundraising focus, and Sequoia's services-as-software thesis; current Decagon and Anthropic job pages do not establish "talent engineering" as a standard role family. The workflow may propose a bounded experiment, but it may not rewrite Kevin's career profile from engagement or a single success story. Source: X 2044502868556992937, 2054989194414465222, 2056580180211093571, 2067580119930028041, 2070652345562923299, 2010042119121957316, 2076749775043690715, 2078525474410569955; YC About; Sequoia, "Services: The New Software"; Decagon careers; Anthropic careers, reviewed 2026-08-12

A social recut of a university or company talk does not inherit the speaker's identity, employment, compensation, revenue, or causal authority. Resolve the original event and recording; identify every speaker from the publisher's schedule; compare the transcript with the overlay; and source each material claim independently. In the Stanford CS25 counterexample, the saved post calls the visible speaker a 17-year-old earning $1.4M and attributes a $100K/month agent business and no-degree job path to the lecture. Stanford identifies the April 11, 2024 session as two talks by Jason Wei and Hyung Won Chung of OpenAI; Dartmouth identifies Wei as class of 2020, Chung records an MIT PhD, and the complete lecture is about language-model intuitions and Transformer history. It contains none of the post's offer, salary, agent-revenue, or education claims. Preserve the technical lecture and the promotional pattern; do not use the overlay for biography, compensation benchmarking, or career advice. Source: X recut; Stanford CS25 V4; Stanford recording; Dartmouth profile; Hyung Won Chung, reviewed 2026-08-12

Runbook

1. Declare the run — name the requested outcome, chosen Career Ops mode, allowed sources, permitted writes, external tools/providers, and human-only actions.
2. Assemble narrowly — load the current career constraints and only the resume/tracker context needed for this run.
3. Discover — query configured public sources, preserve URL/timestamp/provider receipts, check liveness, and deduplicate by company, role, location, seniority, and canonical posting URL.
4. Triage cheaply — rank title/location metadata against the profile before fetching and evaluating every full JD. Weak metadata may create a watch item, not a fit conclusion.
5. Evaluate deeply — for shortlisted roles, inspect the complete JD, score against verified facts, assess legitimacy and constraints, and explain fit, gaps, uncertainty, and recommendation. Default bands: pursue at 4.0+, watch at 3.0–3.9, decline below 3.0 unless Kevin requested broader exploration.
6. Draft proposals — when useful, generate a tailored CV variant, application answers, outreach, interview preparation, or follow-up. Mark every factual claim's source and show resume changes as a diff.
7. Verify — recheck posting liveness, factual claims, ATS/field mappings, generated artifacts, filenames, and intended tracker transition. Record failed/blocked sources.
8. Ask for the decision — Kevin chooses pursue/watch/decline, approves any master-resume or contact change, and performs the final send/submit/click.
9. Write back — after approval, update user-owned state, preserve the prior value or append-only history, and emit the run receipt. If nothing advanced, emit explicit no-op proof.

State Transitions

No agent may infer Applied, Interview, Offer, or Closed from a draft or browser state; each requires source evidence or Kevin's confirmation.

Required Output

Write automation results to outputs/<YYYY-MM-DD>/career-pipeline/<agent>.md. Include:

• sources queried, timestamps, resolved URLs, and liveness/failure receipts;
• new, changed, expired, duplicate, watch, and declined roles;
• scoring dimensions, uncertainties, and rejection rationale;
• proposed CV/application/outreach/prep artifacts and factual-source map;
• user-owned files read or changed, with approved state transitions;
• external provider/tool usage and remaining human approvals;
• validation results, or the evidence-backed reason the run was a no-op.

Promotion Rules

• Update Career Profile only when Kevin's targets or constraints changed.
• Update Resume, Kevin B. Liu or the LaTeX source only after Kevin approves a factual diff.
• Write application/contact/offer state only after the corresponding real-world event is confirmed.
• Change this workflow or the career-ops skill when repeated evidence shows the routing, threshold, source strategy, or authority model is wrong.
• Keep transient search results in run outputs/tracker state; do not create wiki pages for individual modes or every job.

Validation

A run is incomplete if it lacks source URLs, scoring rationale, failed-source receipts, artifact verification, or explicit authority for state changes. It follows Workflow Run Contract and may advance freshness only after the receipt exists and validation passes.

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Timeline

• 2026-08-12 | Added a promotional-recut identity and claim gate after tracing a high-engagement Stanford/OpenAI career post to an unrelated 2024 CS25 lecture and disproving its age, compensation, revenue, offer, and education-causality framing. Source: X 2087128585144357274; Stanford CS25
• 2026-08-12 | Added the career-claim decision gate so founder, YC, generalist, olympiad, talent-engineering, services, and solo-agency signals remain available without becoming causal or universal career instructions. Source: final frontier/career/design cohort
• 2026-08-11 | Rebuilt around one progressive Career Ops router, public-source discovery, cheap triage before expensive evaluation, user/system state separation, provider disclosure, explicit state transitions, no-submit authority, and proof-bearing writeback. Source: career-ops-v1.26.0 contracts and source replay
• 2026-07-01 | Expanded the thin automation stub into a human-gated career operations contract. Source: User request, 2026-07-01
• 2026-05-31 | Workflow page created from the career-pipeline automation. Source: automations/career-pipeline.md, 2026-05-31