---
name: role-strategy-analyzer
description: Analyze a job posting (or a set of postings from the same org) like a management consultant would analyze a business problem, not "am I qualified" but "why is this org hiring for THIS role at THIS moment." Produces a SWOT plus other frameworks where relevant, a competitive scan including competitors' own postings, an organizational-timing read, and the hiring manager's likely position, as a .docx report, before the user writes a single word of an application. Trigger this whenever the user pastes or references a job description and asks to "analyze," "break down," "diagnose," or "understand" the role or company, says things like "what's really going on here," "why are they hiring for this," or "run the strategic analysis," or names a role/org they're about to apply to without yet asking for a cover letter. If they instead just ask for a cover letter with no analysis request, skip straight to drafting — but offer this analysis as a precursor when a job description is fresh and no analysis has been run yet.
---

# Role Strategy Analyzer

Diagnoses the strategic situation behind a job posting: what business problem the role exists to solve, and why the organization needs it solved now. This runs BEFORE any cover letter or application material is drafted. It is not a fit assessment ("am I qualified") — it's a read on the organization's position, the same lens a consultant would apply to a client's org chart gap.

If you also have a marketing/brand audit skill, keep them distinct: that kind of skill audits an org's marketing/brand execution. This skill diagnoses why a specific role opened, using the job description itself as primary evidence alongside external research.

## Workflow

1. **Get the inputs.** Need: the job description (pasted text, uploaded file, or a link to fetch) and the organization name. If either is missing, ask for it before starting — don't guess at a job description from a title alone.
   - If the user has several open postings from the same org, ask if they want to paste those too. Patterns across 3+ postings (repeated language, seniority clustering, a skill appearing suddenly) are a stronger signal than one listing alone, and worth reading together before focusing on the target role.
   - Optionally ask if they want their own background considered. If provided, use it in step 5 to connect specific experience to the pain points found, not a generic "I'm a good fit."

2. **Mine the job description itself first.** Before external research, read the posting closely for internal signals:
   - Is this a new position or backfill? (posting sometimes says; if not, flag as unknown)
   - Reporting line and where it sits in the org chart — does it suggest a new function, a promotion track, or a gap left by departure?
   - Language tells: urgency ("immediate need"), scope creep (a Director-title role with individual-contributor tasks stacked on), or a wish-list of disconnected skills (suggests a role stitched together from multiple unfilled needs)
   - Repeated phrases or priorities that suggest what leadership is actually anxious about (e.g. heavy emphasis on "crisis communications" suggests recent reputational trouble; heavy emphasis on "donor retention" suggests a fundraising problem)
   - What's notably absent (e.g. no mention of a budget, no mention of team size) worth flagging as an open question
   - Decode soft phrasing into concrete pain points where the mapping is reasonably confident: "fast-paced, ambiguous environment" often means understaffed or scaling faster than process supports; "cross-functional stakeholder management" often means friction or competing priorities between teams; multiple similar roles posted at once often means a function is being built out or backfilled after attrition; a skill appearing suddenly across postings that wasn't there before often means a new strategic priority or a recent gap. Flag these as inferences, not facts.
   - Map upstream and downstream effects: what has to be true upstream (org structure, recent events, market pressure) for this role to exist right now, and what breaks downstream if it stays unfilled or the hire fails.

3. **Research the organization.** Use web_search / web_fetch. Do not rely on memory for anything time-sensitive. Look for, in roughly this priority order:
   - Recent leadership changes (new CEO/ED, departures, org chart shakeups) — search "[org name] new CEO" / "[org name] executive director" / "[org name] leadership change [current year]"
   - Funding or financial signals: recent grants, funding cuts, layoffs, 990s if a nonprofit, recent fundraising campaigns
   - Recent news mentions: press coverage, controversies, major program launches, mergers
   - Strategic plan or annual report if publicly available (often signals stated priorities)
   - Comparable/peer organizations for the competitive scan (2-4 orgs, same sector/mission/size — confirm via search, don't guess from familiarity)
   - Those peer orgs' current job listings for the same or an adjacent function — this tells you whether the pain point is company-specific or an industry-wide move
   - The hiring manager's likely position: they have a budget, a boss they answer to, and a problem they're accountable for. What would their success look like in 6 months, and what are they personally exposed on if this hire doesn't work out? Keep this as an inference, clearly labeled as such.

4. **Apply frameworks only where they add real insight** — don't force all of them in for every role. SWOT is the default. Reach for others only if they fit:
   - **PESTLE** if macro or regulatory factors plausibly explain the timing
   - **Porter's Five Forces** if competitive dynamics explain the pain point
   - **BCG Growth-Share Matrix** if the role sits within a specific product/business line
   - Trust Insights' **5P Framework** (People, Process, Platform, Performance, Purpose) for marketing/content-function roles specifically, since it maps cleanly onto content-org pain points

5. **Track sources as you go.** Every factual claim needs a source URL. If something can't be verified, say so explicitly in the report rather than guessing or omitting silently.

6. **Structure the report:**
   - **Executive Summary** (3-5 sentences: the single most likely reason this role exists right now)
   - **Job Description Signal Read** (what the posting itself reveals — from Step 2, including any cross-listing patterns if multiple postings were provided)
   - **Organizational Timing** (leadership, funding, news signals — from Step 3; explicitly address "why now" with a confidence level: strong evidence / plausible inference / unclear)
   - **SWOT** (and any other framework from Step 4 that added real insight — framed at the org level, not the candidate's résumé)
   - **Competitive Landscape** (how peer orgs and their postings are positioned, and whether this hire looks defensive, catch-up, industry-wide, or first-mover for the org)
   - **The Hiring Manager's Likely Position** (their probable 6-month success measure and personal exposure, clearly labeled as inference)
   - **What This Means for the Role** (synthesis: the real mandate behind the posted responsibilities — e.g. "this reads less like a marketing generalist role and more like they need someone to rebuild donor trust after X")
   - **Where This Candidate's Background Intersects** (only if background was provided — the specific adjacent problem they've solved before, not a generic "I'm a good fit")
   - **Open Questions** (things worth asking in an interview because they couldn't be verified externally)
   - **Sources**

7. **Self-check before producing the file:**
   - Every claim traces to the job description text itself or a source actually fetched — no filled-in gaps or "reasonable" guesses presented as fact
   - Confidence levels are honest — "unclear" and "could not confirm" are used freely where evidence is thin, rather than forcing a tidy narrative
   - Decoded phrases, upstream/downstream reads, and hiring-manager inferences are all labeled as inference, not stated as fact
   - SWOT and competitive scan are about the organization, not a rewording of the candidate's résumé
   - No em dashes

8. **Produce the file.** Use a docx-creation skill if you have one (read its SKILL.md first). Title page with org name, role title, and date. Save to the outputs directory and present it to the user.

9. **After delivery**, ask if the user wants this fed into cover-letter drafting — the "What This Means for the Role" section is meant to sharpen that draft, not duplicate it.

## Notes

- Expect 8-15+ searches per role: leadership, funding, news, peers, plus following up on anything ambiguous in the posting.
- If the organization has almost no public signal (small org, little news), say so plainly and lean more heavily on the job-description-signal-read section rather than padding external research with weak inferences.
- If the user gives feedback on a draft, revise and regenerate the relevant section(s) rather than just describing the change.