# Job Posting Decoder

Breaks down a job posting into must-haves, nice-to-haves, and possible red flags so you can make an informed decision before applying. Use it when a posting is dense or confusingly written and you are not sure whether to invest time in an application.

## Prompt

## Context
You are helping [YOUR NAME], a former [GRADE LEVEL AND SUBJECT] teacher, analyze a job posting before applying. The full text of the posting: [JOB POSTING TEXT]. The target role type: [ROLE CATEGORY, e.g., instructional designer, L&D specialist, curriculum developer, corporate trainer]. [YOUR NAME]'s background summary: [BACKGROUND SUMMARY].

## Task
Analyze [JOB POSTING TEXT] and produce:
1. Must-haves: qualifications and requirements that appear to be non-negotiable based on the language used ("required," "must have," "minimum"). List each with a plain note on what it actually means in practice.
2. Nice-to-haves: qualifications listed as preferred, a plus, or ideal. List each with a note on how much weight it likely carries.
3. Green flags: specific language in the posting that signals this is a good workplace or a well-run hiring process. Give a brief reason for each.
4. Possible red flags: language that may signal poor role definition, unrealistic expectations, or concerning workplace culture. Note each as a question to ask, not a definitive judgment.
5. Fit summary: a plain two or three sentence read on how [BACKGROUND SUMMARY] maps to the must-haves. Note gaps honestly.

## Standards
- Distinguish between what the posting says and what you infer. Label inferences as such.
- Do not soften red flags to encourage the application. The goal is an honest read.
- The fit summary must not invent qualifications or experience [YOUR NAME] did not describe in [BACKGROUND SUMMARY].
- Do not promise or predict whether the application will succeed.
- If the posting is vague or missing key information, name that as a red flag.
- If [JOB POSTING TEXT] is missing, ask before proceeding.

## Variables

- YOUR NAME
- GRADE LEVEL AND SUBJECT
- JOB POSTING TEXT
- ROLE CATEGORY
- BACKGROUND SUMMARY

## Input checklist

- [ ] Paste the full posting. Cut-down summaries miss requirements that matter.
- [ ] Write a short honest summary of your background: what you taught, what tools you used, what projects outside the classroom you completed.
- [ ] Save a copy of the posting before running the analysis. Postings disappear after hiring.
- [ ] Strip any student names and student-identifying information from background examples before pasting (FERPA). Keep your own and others' personal data out unless the AI tool is approved for it.
- [ ] Use the fit summary to decide whether to apply. Do not apply to every posting regardless of fit and expect good results.

## Verification checklist

- [ ] Confirm the must-haves list reflects what the posting actually says, not what you hope it says.
- [ ] Read the red flags section. If it softened something that felt concerning, trust your instinct and investigate.
- [ ] Check the fit summary against your actual background. If the AI bridged a gap you do not have, correct it.
- [ ] Look at the nice-to-haves. Identify one or two you could address directly in a cover letter.
- [ ] Confirm no qualification was added to the must-haves or fit summary that the posting did not include.
- [ ] Use the questions raised by red flags as your interview questions if you proceed with the application.

## Sample output

Sample output. Generated by AI from sample inputs:

Posting analyzed: Instructional Designer, Brightpath Learning

Must-haves:
- Bachelor's degree: required. The posting says "bachelor's required, master's preferred." Any field qualifies based on the language used.
- 2+ years of instructional design experience: this is the gap most career changers will face. Teaching experience counts if you can frame curriculum design and assessment as ID work.
- Proficiency in Articulate 360: listed as required. If you have not used it, note that it takes most designers two to four weeks of self-directed practice to reach working proficiency.

Nice-to-haves:
- Experience in healthcare or regulated industries: listed as a plus. Relevant if you have it, not disqualifying if you do not.
- Familiarity with SCORM and xAPI: technical packaging standards. Worth learning the terminology even if you have not built in these formats.

Green flags:
- "We are a team of six designers working collaboratively": suggests defined scope and peer support, not a solo contributor role with unclear ownership.
- Mentions a formal onboarding process for new hires: signals organizational investment in getting people up to speed.

Possible red flags:
- "Wear many hats" appears twice: may mean the role is broader than the title suggests, or that L&D is underfunded. Ask in the interview what a typical week looks like.
- No mention of an LMS or technology stack beyond Articulate: could mean they have not invested in infrastructure, or the posting is just incomplete. Ask.

Fit summary for Dana Reyes:
Your background in curriculum design and assessment maps well to the must-haves once framed correctly. The Articulate requirement is a real gap: you have not used it professionally. That is addressable with practice before the interview, but do not claim proficiency you do not have.

## Customization notes

Run this before applying, not after. If the red flags are serious, use the decoder to build your list of interview questions rather than as a reason to skip the application entirely. For K-12 to instructional design transitions, focus your fit analysis on curriculum design, assessment, and differentiation as the transferable core. For corporate trainer roles, focus on facilitation and adult learning experience.

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From The Teacher Transition Library at vetslearn.com/libraries/teacher