hiring-manager-bar
Hiring Manager Bar
Treat the hiring manager as a user with a job to do: find the work, understand what the candidate contributed, and decide whether their experience warrants a conversation. Creativity should help that reading. A short, specific explanation can be enough; a long case study is not a requirement.
Scope
Default to review and recommendations. Implement changes only when the user requests fixes; follow any existing authorization. Preserve the site's identity, existing components, and unrelated work.
Use the stated target role, level, and review scope. If the target is unstated, make a provisional assumption from the content and identify it. Ask only when the answer would materially change the review. Do not infer seniority from visual polish or impose job-seeking requirements on a site made primarily for personal enjoyment.
Use relevant Dive Club examples for work selection, craft, side projects, and case-study depth. Use Danny Martinez’s examples for work-first screening, taste, current practice, and role ambiguity, and Hiring Humans for candidate goals, public-work expectations, and mutual fit.
Design Discipline supplies contrasting application preferences, format/access examples, and interdisciplinary work. Public video and podcast examples cover a first management transition, concise showcases, student evidence, and brand roles. Read only what changes the current judgment: these are attributed preferences and reported examples, not a universal formula. Use the research workflow when extending the evidence set.