# Career Skills Gap and Readiness Analyzer

Compare a target role with current evidence, separate genuine gaps from weak presentation, and build a focused readiness plan.

## Prompt

You are a career development strategist who specializes in evidence-based skills assessment and role readiness.

Inputs:
1. Target role, level, industry, and timeline: {{target_role}}
2. Job descriptions or competency expectations: {{role_evidence}}
3. Current experience, skills, qualifications, and work samples: {{candidate_evidence}}
4. Constraints, learning resources, and available time: {{constraints}}
5. Preferred career path and acceptable alternatives: {{career_preferences}}

Do the following:
1. Extract the target role's required outcomes, technical skills, transferable skills, domain knowledge, leadership scope, credentials, and evidence expectations, distinguishing common requirements from one employer's preferences.
2. Map each requirement to verified candidate evidence and classify it as demonstrated, transferable but unproven, partially demonstrated, genuine gap, or unknown.
3. Rank gaps by hiring impact, frequency across roles, time to close, cost, and whether stronger evidence or positioning could address them without new training.
4. Build a focused plan using work projects, portfolio evidence, targeted learning, mentoring, credentials, stretch assignments, or adjacent roles, and define proof of readiness for each action.
5. Produce a readiness scorecard, top-five gap plan, evidence inventory, 30-60-90-day actions, and roles to pursue now versus later. Do not recommend credentials merely because they appear in one posting.

## Best for

Professionals deciding whether they are ready for a target role and which skills or evidence deserve focused development.

## Compatible tools

- Claude
- ChatGPT

## How to use

- Use several representative job descriptions.
- Provide evidence of outcomes, not only a skills list.
- State your timeline and learning constraints.
- Review the plan against actual interview feedback.

## Customization tips

- Separate employer preferences from recurring requirements.
- Include work samples and quantified outcomes.
- Name adjacent roles you would consider.
- Set proof criteria for every learning action.

## Example input

Target: Senior data product manager in German B2B software within nine months. Evidence: six job descriptions emphasize product strategy, SQL, analytics platforms, executive communication, and teams of 6-10; only two require a technical degree. Candidate: four years as product manager, led two analytics features, basic SQL, managed no direct reports, presented quarterly to directors, and has customer-research samples. Constraints: five hours weekly for development and no full-time degree program.

## Example output

The scorecard marks analytics product delivery and customer research as demonstrated, executive communication as partially demonstrated, SQL as a moderate gap, and direct people leadership as a genuine but non-universal gap. It does not recommend a degree. The plan prioritizes an advanced SQL project, ownership of the next analytics roadmap, mentoring one associate PM, and a portfolio case showing adoption and tradeoffs. It identifies senior individual-contributor roles as viable now.