Methodology
career-ops-ui fronts the career-ops evaluation engine: instead of amplifying applications, it filters them. Every job listing is scored against your CV on a six-dimension 0.0–5.0 rubric, and the score decides the next step — the rubric is published, every evaluation cites your own materials, and nothing is ever auto-submitted.
The score thresholds
A score below 4.0 is a recommendation not to apply. That is the point of the system: ten applications you believe in beat two hundred you don't.
| Score | Next step | CLI |
|---|---|---|
| ≥ 4.5 | High fit — apply immediately | /career-ops apply |
| 4.0 – 4.4 | Apply, or seek a warm intro first | /career-ops contacto |
| 3.5 – 3.9 | Research the company first | /career-ops deep |
| < 3.5 | Skip unless you have a specific reason | — |
The six dimensions
Each evaluation scores the role match, alignment with your long-term goal (the north star), compensation against your floor, cultural signals, red flags in the posting, and global fit (location, visa, language). The verdict is LLM judgement against a published rubric — not closed-form math — so every score comes with cited evidence from the posting and your CV.
What it never does
No auto-apply — a human sends every application. No invented facts — every CV claim traces back to your own materials. No cloud accounts, no telemetry, no selling your data: everything runs locally on your machine.
These rules are the CareerOps Manifesto, applied: career-ops.org/manifesto