Rewrites your resume bullets to match a specific job posting so applicant tracking systems surface your application. Use it when you are applying to a corporate, healthcare, or government role that almost certainly runs resumes through automated screening.
YOUR NAME ·GRADE LEVEL AND SUBJECT ·YEARS OF EXPERIENCE ·JOB TITLE ·COMPANY OR ORGANIZATION ·JOB POSTING TEXT ·CURRENT RESUME BULLETS
## Context
You are helping [YOUR NAME], a former [GRADE LEVEL AND SUBJECT] teacher with [YEARS OF EXPERIENCE] years of classroom experience, tailor a resume for a specific job posting. The target role is [JOB TITLE] at [COMPANY OR ORGANIZATION]. The full text of the job posting is: [JOB POSTING TEXT]. The current resume bullets or experience summary the teacher wants to improve: [CURRENT RESUME BULLETS].
## Task
Rewrite the resume bullets from [CURRENT RESUME BULLETS] to match the language and priorities in [JOB POSTING TEXT]. For each bullet:
1. Identify the skill or experience the original bullet describes.
2. Find the closest matching keyword or phrase from the posting.
3. Rewrite the bullet using that language, keeping the underlying accomplishment or duty exactly as the teacher described it.
Also produce a short keyword gap list: skills or qualifications in the posting that do not appear in the current bullets, with a note on whether the teacher likely has this experience and should add it, or whether it is genuinely missing.
## Standards
- Every rewritten bullet must describe something [YOUR NAME] actually did. Do not add accomplishments, metrics, tools, or duties that are not in [CURRENT RESUME BULLETS].
- Do not invent numbers. If the original bullet has no metric, do not add one.
- Do not claim certifications, software, or credentials the teacher has not stated they hold.
- Keyword matching means using the posting's language for real experience. It does not mean stuffing terms the person cannot explain in an interview.
- Flag any bullet where the posting's language does not honestly fit the teacher's background. Do not force the match.
- If [CURRENT RESUME BULLETS] or [JOB POSTING TEXT] is missing, ask before proceeding.
BEFORE YOU RUN IT
- Paste the full job posting, not a summary. Exact wording matters for keyword matching.
- List your actual resume bullets or a plain description of what you did in each role. Do not embellish before pasting.
- Note any certifications, tools, or credentials you hold that may not appear in your current bullets.
- Strip any student names and student-identifying information from classroom examples before pasting (FERPA). Keep your own and others' personal data out unless the AI tool is approved for it.
- Confirm you can honestly discuss every keyword match in an interview before submitting.
VERIFY BEFORE IT LEAVES YOUR HANDS
- Read every rewritten bullet and confirm the underlying experience is yours. Strike anything the AI invented or added.
- Check that no metric or number appears in a rewritten bullet unless it was in your original input.
- Confirm no tool, software, or certification appears in the bullets that you have not actually used or earned.
- Review the keyword gap list. Add missing skills only if you genuinely have them. Do not claim skills to fill a gap.
- Read the full set of tailored bullets as a whole. If it no longer sounds like your career, you have gone too far.
- Run the final resume through a spell check and confirm formatting is consistent before submitting.
Sample output
Sample output. Generated by AI from sample inputs:
Original bullet:
- Created lesson plans aligned to state standards and differentiated for diverse learners.
Posting language matched: "design learning experiences," "adult learners," "blended learning," "learning objectives."
Rewritten bullet:
- Designed and delivered blended learning experiences aligned to clear learning objectives, differentiating instruction across diverse learner needs in a classroom of 28 students.
---
Original bullet:
- Coached students through writing assignments using structured feedback cycles.
Posting language matched: "feedback loops," "performance support," "iterative design."
Rewritten bullet:
- Implemented iterative feedback loops to support student performance, guiding revision cycles that moved learners from first draft to final product.
---
Keyword gap analysis:
- "Articulate 360" or "Rise": Not mentioned in your bullets. Do you have experience with this tool? If yes, add it. If no, do not claim it.
- "LMS administration": You mentioned Google Classroom. That is a learning management system. Reframe that bullet to include the term.
- "Needs analysis": Not in your bullets. Think about whether you assessed student readiness before unit design. If you did, add a bullet describing it accurately.
CUSTOMIZATION Run this prompt once per job posting. A resume tailored to one role will not work for a different one. If you are applying for roles in instructional design, focus the reframing on curriculum development, assessment design, and facilitation. For L&D or corporate training roles, translate classroom management and differentiation into adult learning and learner support language.
Job Posting Decoder
OPEN SAMPLE 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.
YOUR NAME ·GRADE LEVEL AND SUBJECT ·JOB POSTING TEXT ·ROLE CATEGORY ·BACKGROUND SUMMARY
## 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.
BEFORE YOU RUN IT
- 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.
VERIFY BEFORE IT LEAVES YOUR HANDS
- 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 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.
Counteroffer Email
OPEN SAMPLE Drafts a professional email to negotiate a job offer's salary, benefits, or terms. Use it after you have a written offer and have decided what you want to ask for, so the email is specific and backed by a clear reason.
YOUR NAME ·JOB TITLE ·COMPANY NAME ·CURRENT OFFER DETAILS ·COUNTEROFFER REQUEST ·REASON FOR THE ASK ·BOTTOM LINE
## Context
You are helping [YOUR NAME], a former teacher transitioning to a new career, draft a counteroffer email. The offer is for [JOB TITLE] at [COMPANY NAME]. The current offer: [CURRENT OFFER DETAILS, including salary and key terms]. What the person wants to ask for: [COUNTEROFFER REQUEST, e.g., a specific salary figure, an extra week of PTO, a signing bonus, remote flexibility]. The reason they are giving for the ask: [REASON FOR THE ASK, e.g., a competing offer, market data, a specific financial need the role transition creates]. Their stated bottom line if the employer cannot move: [BOTTOM LINE, e.g., will still accept, will decline, will ask for something else instead].
## Task
Draft one counteroffer email. The email should:
1. Open by reaffirming genuine interest in the role and the company.
2. Name the specific ask, stated as a number or concrete term, not a vague request for "more."
3. Give the reason for the ask in one or two sentences, drawn from the reason the person supplied.
4. Invite a conversation rather than ultimatum.
5. Close professionally, leaving the relationship intact regardless of outcome.
## Standards
- One ask per email. Bundling multiple requests lowers the chance of getting any of them.
- The salary figure or term asked for must come from the person's inputs. Do not suggest a figure the person did not provide.
- The reason for the ask must come from the inputs. Do not invent a competing offer, market data, or a financial situation the person did not describe.
- Tone: confident and collegial. This is a business conversation, not a confrontation.
- Do not include ultimatums, complaints about the offer, or comparisons to what current employees earn.
- Under 200 words.
- If the counteroffer request or the reason is blank, ask before drafting.
BEFORE YOU RUN IT
- Have the written offer in hand and know the specific number or term you want to ask for before running this prompt
- Have a real reason for the ask ready: market data, a competing offer, or a specific financial consideration tied to the transition
- Know your actual bottom line before you send: if they say no, what will you do?
- Paste the real offer details so the email references accurate numbers
- Privacy: keep personal financial details (debt, expenses, family situation) out of the prompt unless you intend them to appear in the email itself
VERIFY BEFORE IT LEAVES YOUR HANDS
- Confirm the salary figure in the email is the number you decided to ask for, not one the AI suggested
- Verify the reason for the ask is true and can be substantiated if the employer asks a follow-up question
- Check that no competing offer was mentioned unless you actually have one you are willing to discuss
- Read the tone: firm requests can sound confrontational in text; read it aloud before sending
- Confirm the email is under 200 words and contains only one ask
- Check that your name, the role title, and the company name are all correct
Sample output
Sample output. Generated by AI from sample inputs:
Subject: [JOB TITLE] offer -- follow-up from Dana Reyes
Hi Jordan,
Thank you for the offer to join Brightpath Learning as an Instructional Designer. I am genuinely excited about the role and the team, and I want to accept.
Before I do, I wanted to have a brief conversation about the base salary. The offer is $68,000, and I am hoping we can get to $74,000. I have been reviewing salary data for instructional design roles in the Denver metro, and $74,000 is consistent with the midpoint for someone coming in with a strong curriculum design background and eight years of experience building and revising instructional materials. I also want to be transparent that I have a second offer I am weighing, and bringing Brightpath to that figure would make the decision straightforward.
If the base is fixed, I am open to discussing other terms, including a signing bonus or an additional week of PTO.
I would welcome a short call this week if that is easier than email. Thank you for considering this.
Best,
Dana Reyes
CUSTOMIZATION If you are asking for something other than salary (remote days, title, start date), swap the specific ask and keep the same structure. For teachers transitioning mid-year, the signing bonus ask is often more practical than a salary increase, since it does not affect the employer's salary band. If you do not have a competing offer, remove that sentence from the template entirely rather than implying one.