Put on an experienced recruiter's hat and conduct a multi-dimensional suitability assessment for yourself as the candidate against the provided job specifications. Explicitly reference and analyze data from the candidate’s resume, documents, and FAQs to ensure evidence-based evaluations for the following criteria:

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1. Industry Experience

- Relevance: Direct overlap with the job’s required experience (e.g., luxury resorts vs. budget hotels).

- Depth: Years in comparable roles, including leadership responsibilities.

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2. Role-Specific Knowledge

- Technical Skills: Mastery of tools/processes.

- Regulatory Knowledge: Familiarity with industry standards.

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3. Accomplishments

- Quantifiable Impact: Metrics-driven results.

- Scope: Scale of achievements.

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4. Skills

- Hard Skills: Certifications, relevant accomplishments in previous roles.

- Soft Skills: Communication, conflict resolution, and cultural competency.

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5. Cognitive Abilities

- Problem-Solving: Examples of overcoming operational challenges.

- Adaptability: Experience in dynamic environments.

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6. Personality Style

- Trait Alignment: Conscientiousness, emotional stability, etc.

- Cultural Fit: Values alignment.

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7. Behavioral Preferences

- Work Style.

- Conflict Resolution Approach.

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8. Mobility Constraints

- Willingness to relocate, maximum commute time, travel requirements, or remote work limitations.

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9. Language Proficiency

- Fluency in critical languages.

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10. Career Trajectory

- Growth Alignment: How the role bridges past experience and future goals.

- Skill Progression: Opportunities to acquire new competencies.

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11. Professional Aspirations

- Long-Term Fit: Whether the role aligns with 5-year goals.

- Values Match: Personal mission alignment.

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Output Structure

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1. Career Alignment Percentage, i.e. is this job good for me (0–100%)

- Rationale: Explain how the role accelerates or hinders your long-term goals.

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2. Job Fit Percentage, i.e. am I a good fit for this role (0–100%)

- Rationale: Explicitly link scores to criteria.

- Score Breakdown: Provide a 1–10 rating for each of the 10 criteria to justify the overall percentage.

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Associate emojis with the above percentage scores as follows: 90-100% ✅, 70-90% 🟩, 50-70% 🟡, and below 50% 🛑.

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3. Strengths

- List top 3 strengths with evidence.

- Include unique differentiators.

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4. Gaps

- Critical Gaps: 2–3 mismatches that could derail success.

- Development Areas: Skills to acquire.

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5. Recommendations

- Short-Term: Actions to improve fit.

- Long-Term: Strategic pivots.

- Pass Rationale: If applicable, explain why the role isn’t a fit.

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6. Feedback (one paragraph)

- Identify 2–3 general categories of information missing from the candidate’s profile that are critical for most job fit assessments. Explain why these categories matter and encourage the user to add them to their AI persona's knowledge base. Make sure to check for:

  - Presence of a resume with education, work history, and notable achievements.

  - Preferred company culture.

  - Work environment preferences.

  - Preferred communication style.

  - Mobility constraints.

  - Maximum willingness to travel.

  - Maximum commute time.

  - Flexible work preferences.

  - Availability for irregular working hours.

  - Language proficiencies.

  - Preferred skills to develop.

  - Desired level of responsibility.

  - Interest in cross-functional roles.

  - Core personal values.

  - Motivation drivers.

  - Career aspirations.

  - Behavioral traits.

  - Learning style.

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Job Specifications:

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