[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"skill:01M6MZ3FS10C4STY780KZX6DHN":3,"skill-same:01M6MZ3FS10C4STY780KZX6DHN":67},{"skillNo":4,"name":5,"nameZh":6,"description":7,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":14,"licenseFileUrl":6,"sourceHtmlUrl":15,"categories":16,"keywords":17,"publishedAt":37,"linkOnly":38,"markdownContent":39,"markdownBody":40,"frontMatter":41,"refName":47,"commitSha":48,"skillDirectory":49,"forksCount":13,"repositoryHtmlUrl":50,"repositoryHomepageUrl":6,"ownerHtmlUrl":51,"ownerBlogUrl":6,"ownerDescription":6,"updatedAt":52,"install":53,"resources":66},"01M6MZ3FS10C4STY780KZX6DHN","jd",null,"Write and improve job descriptions with inclusive language. Activate for: job description, JD, job posting, role description, job advert, vacancy description, job specification, person specification, write a job description, improve job description, inclusive job description, job requirements, role requirements, hiring, recruiting, talent acquisition, position description, role profile, what to put in job description. NOT for: interview questions or scorecards (use interview-prep), offer letters (use draft-offer), compensation benchmarking (use comp-analysis).","JiayiV\u002Fquestion_mixing","JiayiV","https:\u002F\u002Favatars.githubusercontent.com\u002Fu\u002F54466889?v=4","01M6JFJYYMRZ3QRGP9339JNQ2K","01M6JFJZ35KB0QVT50NAHPJA7G",0,"Apache-2.0","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Fpublic-06-agentfactory-business-plugins-main-hr-operations-skills-jd-skill-a364783c\u002FSKILL.md",[],[5,18,19,20,21,22,23,24,25,26,27,28,29,30,31,32,33,34,35,36],"draft","talent acquisition","write a job description","for","with","comp","posting","requirements","scorecards","benchmarking","activate","specification","inclusive language","use","interview","write","acquisition","improve","analysis","2026-11-10 10:12:30",false,"---\nname: jd\ndescription: >\n  Write and improve job descriptions with inclusive language. Activate for:\n  job description, JD, job posting, role description, job advert, vacancy\n  description, job specification, person specification, write a job description,\n  improve job description, inclusive job description, job requirements, role\n  requirements, hiring, recruiting, talent acquisition, position description,\n  role profile, what to put in job description.\n  NOT for: interview questions or scorecards (use interview-prep),\n  offer letters (use draft-offer), compensation benchmarking (use comp-analysis).\nlicense: Apache-2.0\nmetadata:\n  author: Panaversity\n  version: \"1.0\"\n  plugin-commands: \"\u002Fjd\"\n---\n\n## UNIVERSAL RULES (apply to every job description task)\n\n- NEVER produce a JD with salary listed as \"competitive\" --\n  always include a range; omitting the range deters good candidates\n- NEVER list more than 5 essential requirements without questioning\n  whether all are genuinely essential\n- NEVER use \"rockstar\", \"ninja\", \"guru\" or similar --\n  these are exclusionary and have no descriptive value\n- NEVER omit the equal opportunities statement\n- NEVER omit the reasonable adjustments offer --\n  this is both good practice and a legal requirement in many jurisdictions\n- NEVER write requirements in terms of years of experience with a\n  specific tool when you mean proficiency at a skill level\n- ALWAYS apply the inclusive language check automatically to every JD\n\n## BEFORE IMPLEMENTATION\n\n| Source            | Check                                                                                                       |\n| ----------------- | ----------------------------------------------------------------------------------------------------------- |\n| **Conversation**  | Role details (title, department, seniority level), team context, salary range, location and working pattern |\n| **hr.local.md**   | Equal opportunities statement, company description, benefits list, reasonable adjustments wording           |\n| **Prior outputs** | \u002Fmatch output if this JD is succession-driven (use the role requirements already defined)                   |\n\n## CLARIFICATION QUESTIONS\n\n**Required** (ask if not provided):\n\n- What is the role title and seniority level?\n- Which team or department is this role in?\n- What does this person actually do (the work, not the requirements)?\n\n**Optional** (ask if context suggests value):\n\n- What is the salary range for this role?\n- Is this role remote, hybrid, or office-based?\n- Are there specific technical skills or tools required?\n\n**If information is missing**: Use hr.local.md for company description, equal opportunities statement, and benefits. State \"salary range not provided — recommend adding before publishing\" in the output.\n\n## MANDATORY OUTPUT HEADER\n\nEvery output must begin with:\n\n```\nTASK:          Job Description -- [Role Title]\nDOCUMENT TYPE: Job Description\nJURISDICTION:  [From hr.local.md or user input]\nCONFIGURATION: [hr.local.md loaded \u002F best practices]\nSENSITIVITY:   ROUTINE\n```\n\n## JOB DESCRIPTION WORKFLOW\n\n### The Four JD Principles\n\nPRINCIPLE 1: CANDIDATE'S PERSPECTIVE FIRST\nWrite from the candidate's perspective, not the organisation's.\n\"You will own financial analytics and investor reporting\" >\n\"Responsible for financial analytics and investor reporting\"\nThe candidate asks: \"what will I actually do and why does it matter?\"\nAnswer that question first.\n\nPRINCIPLE 2: LEAD WITH THE WORK, NOT THE REQUIREMENTS\nStructure: The work > Impact > Requirements > Offer\nMost JDs do the opposite: requirements first, work buried at the bottom.\nCandidates decide whether to apply based on the work, not the requirements.\nPut the work first.\n\nPRINCIPLE 3: CALIBRATE REQUIREMENTS RUTHLESSLY\nSeparate ESSENTIAL from BENEFICIAL with discipline.\nRule: An essential requirement is one where the absence of it makes\nthe candidate unable to do the job.\nEverything else is BENEFICIAL.\nMost JDs list 15 \"essential\" requirements. Most have 3-5 genuine ones.\nOver-specification deters qualified candidates who don't match every item.\n\nPRINCIPLE 4: INCLUSIVE LANGUAGE BY DEFAULT\nApply the inclusive language check to every JD automatically.\nDo not wait to be asked.\n\n### Phase 1: Gather Information\n\nCollect from user or hr.local.md:\n\n- Role title and department\n- Work description (what this person will actually do)\n- Essential requirements (genuine must-haves only)\n- Beneficial requirements (nice-to-haves)\n- Salary range (mandatory -- not \"competitive\")\n- Location and working pattern\n- Company context (from hr.local.md or user input)\n\n### Phase 2: Structure the JD\n\nSECTION 1: ROLE AND COMPANY (2-3 sentences)\nOne sentence on the company (what it does and why it matters)\nOne sentence on the team context (who they work with; team size)\nOne sentence on why this role matters now\n\nSECTION 2: THE WORK (3-5 bullet points)\nWhat this person will actually do, day-to-day and longer term.\nUse active verbs: \"Build\", \"Lead\", \"Own\", \"Design\", \"Analyse\"\nInclude: one aspirational element (\"you will have the opportunity to...\")\nAvoid: task lists that sound like a job manual\n\nSECTION 3: WHAT WE'RE LOOKING FOR\nEssential (3-5 items maximum -- enforce this):\n\n- [Skill or quality] -- explain why it is essential if not obvious\n  Beneficial (not required):\n- [Items that would help but are not blockers]\n  Character \u002F ways of working:\n- [1-2 items about how they work, not what they know]\n\nSECTION 4: WHAT WE OFFER\nSalary: [Range -- always include a range]\nBenefits: [Key items from hr.local.md]\nLocation and working pattern\nGrowth \u002F development opportunity (if genuine -- do not fabricate)\n\nSECTION 5: HOW TO APPLY + EQUAL OPPORTUNITIES\nApplication instructions\nEqual opportunities statement (load standard from hr.local.md)\nReasonable adjustments offer (always include)\n\n### Phase 3: Inclusive Language Check\n\nApply to every JD without being asked:\n\nREMOVE these words\u002Fphrases:\nGender-coded masculine: \"rockstar\", \"ninja\", \"guru\", \"dominate\",\n\"aggressive growth\", \"crushing it\", \"killing it\", \"hunt\"\nGender-coded feminine: \"nurturing\", \"collaborative\" as the only descriptor\nAge-coded: \"young and dynamic\", \"recent graduate\" (unless required),\n\"digital native\", \"energetic young team\"\nUnnecessary specificity: \"5 years in [specific tool]\" (replace with\n\"proficiency in [tool category]\"); \"degree in [specific subject]\"\nunless genuinely required\nRequirements that mask experience bias: \"culture fit\" (too vague;\nreplace with specific behaviours); \"startup experience required\"\nunless genuinely relevant\n\nFLAG for review:\nAny requirement listed as essential with a years-of-experience\nthreshold that could be replaced with a skills\u002Fcompetency description.\nYears of experience predicts tenure, not ability.\n\nALWAYS INCLUDE:\nSalary range (or \"competitive\" is not acceptable -- be specific)\nReasonable adjustments offer\nEqual opportunities statement\nHybrid\u002Fremote flexibility if it exists\n\n### Phase 4: Requirements Calibration Test\n\nBefore finalising the essential requirements list:\nFor each \"essential\" item, ask:\n\"Could a highly capable candidate do this job well without this?\"\nIf YES -> move to BENEFICIAL\nIf NO -> keep as ESSENTIAL\n\nRule: If your essential list has more than 5 items, at least 2 of them\nare almost certainly BENEFICIAL masquerading as ESSENTIAL.\n\n## OUTPUT FORMAT\n\n```\nTASK:          Job Description -- [Role Title]\nDOCUMENT TYPE: Job Description\nJURISDICTION:  [From hr.local.md or user input]\nCONFIGURATION: [hr.local.md loaded \u002F best practices]\nSENSITIVITY:   ROUTINE\n\n[ROLE TITLE] -- [DEPARTMENT]\n[Company] | [Location] | [Salary Range]\n\nTHE WORK\n[3-5 bullet points, active verbs, candidate perspective]\n\nWHAT WE'RE LOOKING FOR\nEssential:\n  - [Requirement -- why it is essential if not obvious]\nBeneficial (not required):\n  - [Item]\nCharacter \u002F ways of working:\n  - [1-2 items]\n\nWHAT WE OFFER\n  [Salary, benefits, location, growth]\n\nHOW TO APPLY\n  [Instructions]\n  [Equal opportunities statement from hr.local.md]\n  [Reasonable adjustments offer]\n\nINCLUSIVE LANGUAGE CHECK:\n  [Pass\u002FFail with specific findings]\n  [Requirements calibration status]\n```\n\n## NEVER DO THESE\n\n- NEVER produce a JD with a salary listed as \"competitive\" --\n  this is the single most effective way to deter good candidates\n- NEVER list more than 5 essential requirements without questioning\n  whether all 5 are genuinely essential\n- NEVER use \"rockstar\", \"ninja\", \"guru\" or similar -- these are\n  exclusionary and have no descriptive value\n- NEVER omit the equal opportunities statement\n- NEVER omit the reasonable adjustments offer -- this is both good\n  practice and a legal requirement in many jurisdictions\n- NEVER write requirements in terms of years of experience with a\n  specific tool when you mean proficiency at a skill level\n\n## AUTHORITATIVE SOURCES\n\n- CIPD (cipd.org) — Recruitment and talent planning resources, inclusive recruitment guidance\n- SHRM (shrm.org) — Job description toolkit, competency-based job analysis resources\n- EEOC (eeoc.gov) — Pre-employment inquiry guidelines, ADA compliance for job postings\n- Textio (textio.com) — Research on inclusive language impact in job descriptions\n\nALL OUTPUTS REQUIRE REVIEW BY A QUALIFIED PROFESSIONAL BEFORE USE IN BUSINESS DECISIONS.\n","## UNIVERSAL RULES (apply to every job description task)\n\n- NEVER produce a JD with salary listed as \"competitive\" --\n  always include a range; omitting the range deters good candidates\n- NEVER list more than 5 essential requirements without questioning\n  whether all are genuinely essential\n- NEVER use \"rockstar\", \"ninja\", \"guru\" or similar --\n  these are exclusionary and have no descriptive value\n- NEVER omit the equal opportunities statement\n- NEVER omit the reasonable adjustments offer --\n  this is both good practice and a legal requirement in many jurisdictions\n- NEVER write requirements in terms of years of experience with a\n  specific tool when you mean proficiency at a skill level\n- ALWAYS apply the inclusive language check automatically to every JD\n\n## BEFORE IMPLEMENTATION\n\n| Source            | Check                                                                                                       |\n| ----------------- | ----------------------------------------------------------------------------------------------------------- |\n| **Conversation**  | Role details (title, department, seniority level), team context, salary range, location and working pattern |\n| **hr.local.md**   | Equal opportunities statement, company description, benefits list, reasonable adjustments wording           |\n| **Prior outputs** | \u002Fmatch output if this JD is succession-driven (use the role requirements already defined)                   |\n\n## CLARIFICATION QUESTIONS\n\n**Required** (ask if not provided):\n\n- What is the role title and seniority level?\n- Which team or department is this role in?\n- What does this person actually do (the work, not the requirements)?\n\n**Optional** (ask if context suggests value):\n\n- What is the salary range for this role?\n- Is this role remote, hybrid, or office-based?\n- Are there specific technical skills or tools required?\n\n**If information is missing**: Use hr.local.md for company description, equal opportunities statement, and benefits. State \"salary range not provided — recommend adding before publishing\" in the output.\n\n## MANDATORY OUTPUT HEADER\n\nEvery output must begin with:\n\n```\nTASK:          Job Description -- [Role Title]\nDOCUMENT TYPE: Job Description\nJURISDICTION:  [From hr.local.md or user input]\nCONFIGURATION: [hr.local.md loaded \u002F best practices]\nSENSITIVITY:   ROUTINE\n```\n\n## JOB DESCRIPTION WORKFLOW\n\n### The Four JD Principles\n\nPRINCIPLE 1: CANDIDATE'S PERSPECTIVE FIRST\nWrite from the candidate's perspective, not the organisation's.\n\"You will own financial analytics and investor reporting\" >\n\"Responsible for financial analytics and investor reporting\"\nThe candidate asks: \"what will I actually do and why does it matter?\"\nAnswer that question first.\n\nPRINCIPLE 2: LEAD WITH THE WORK, NOT THE REQUIREMENTS\nStructure: The work > Impact > Requirements > Offer\nMost JDs do the opposite: requirements first, work buried at the bottom.\nCandidates decide whether to apply based on the work, not the requirements.\nPut the work first.\n\nPRINCIPLE 3: CALIBRATE REQUIREMENTS RUTHLESSLY\nSeparate ESSENTIAL from BENEFICIAL with discipline.\nRule: An essential requirement is one where the absence of it makes\nthe candidate unable to do the job.\nEverything else is BENEFICIAL.\nMost JDs list 15 \"essential\" requirements. Most have 3-5 genuine ones.\nOver-specification deters qualified candidates who don't match every item.\n\nPRINCIPLE 4: INCLUSIVE LANGUAGE BY DEFAULT\nApply the inclusive language check to every JD automatically.\nDo not wait to be asked.\n\n### Phase 1: Gather Information\n\nCollect from user or hr.local.md:\n\n- Role title and department\n- Work description (what this person will actually do)\n- Essential requirements (genuine must-haves only)\n- Beneficial requirements (nice-to-haves)\n- Salary range (mandatory -- not \"competitive\")\n- Location and working pattern\n- Company context (from hr.local.md or user input)\n\n### Phase 2: Structure the JD\n\nSECTION 1: ROLE AND COMPANY (2-3 sentences)\nOne sentence on the company (what it does and why it matters)\nOne sentence on the team context (who they work with; team size)\nOne sentence on why this role matters now\n\nSECTION 2: THE WORK (3-5 bullet points)\nWhat this person will actually do, day-to-day and longer term.\nUse active verbs: \"Build\", \"Lead\", \"Own\", \"Design\", \"Analyse\"\nInclude: one aspirational element (\"you will have the opportunity to...\")\nAvoid: task lists that sound like a job manual\n\nSECTION 3: WHAT WE'RE LOOKING FOR\nEssential (3-5 items maximum -- enforce this):\n\n- [Skill or quality] -- explain why it is essential if not obvious\n  Beneficial (not required):\n- [Items that would help but are not blockers]\n  Character \u002F ways of working:\n- [1-2 items about how they work, not what they know]\n\nSECTION 4: WHAT WE OFFER\nSalary: [Range -- always include a range]\nBenefits: [Key items from hr.local.md]\nLocation and working pattern\nGrowth \u002F development opportunity (if genuine -- do not fabricate)\n\nSECTION 5: HOW TO APPLY + EQUAL OPPORTUNITIES\nApplication instructions\nEqual opportunities statement (load standard from hr.local.md)\nReasonable adjustments offer (always include)\n\n### Phase 3: Inclusive Language Check\n\nApply to every JD without being asked:\n\nREMOVE these words\u002Fphrases:\nGender-coded masculine: \"rockstar\", \"ninja\", \"guru\", \"dominate\",\n\"aggressive growth\", \"crushing it\", \"killing it\", \"hunt\"\nGender-coded feminine: \"nurturing\", \"collaborative\" as the only descriptor\nAge-coded: \"young and dynamic\", \"recent graduate\" (unless required),\n\"digital native\", \"energetic young team\"\nUnnecessary specificity: \"5 years in [specific tool]\" (replace with\n\"proficiency in [tool category]\"); \"degree in [specific subject]\"\nunless genuinely required\nRequirements that mask experience bias: \"culture fit\" (too vague;\nreplace with specific behaviours); \"startup experience required\"\nunless genuinely relevant\n\nFLAG for review:\nAny requirement listed as essential with a years-of-experience\nthreshold that could be replaced with a skills\u002Fcompetency description.\nYears of experience predicts tenure, not ability.\n\nALWAYS INCLUDE:\nSalary range (or \"competitive\" is not acceptable -- be specific)\nReasonable adjustments offer\nEqual opportunities statement\nHybrid\u002Fremote flexibility if it exists\n\n### Phase 4: Requirements Calibration Test\n\nBefore finalising the essential requirements list:\nFor each \"essential\" item, ask:\n\"Could a highly capable candidate do this job well without this?\"\nIf YES -> move to BENEFICIAL\nIf NO -> keep as ESSENTIAL\n\nRule: If your essential list has more than 5 items, at least 2 of them\nare almost certainly BENEFICIAL masquerading as ESSENTIAL.\n\n## OUTPUT FORMAT\n\n```\nTASK:          Job Description -- [Role Title]\nDOCUMENT TYPE: Job Description\nJURISDICTION:  [From hr.local.md or user input]\nCONFIGURATION: [hr.local.md loaded \u002F best practices]\nSENSITIVITY:   ROUTINE\n\n[ROLE TITLE] -- [DEPARTMENT]\n[Company] | [Location] | [Salary Range]\n\nTHE WORK\n[3-5 bullet points, active verbs, candidate perspective]\n\nWHAT WE'RE LOOKING FOR\nEssential:\n  - [Requirement -- why it is essential if not obvious]\nBeneficial (not required):\n  - [Item]\nCharacter \u002F ways of working:\n  - [1-2 items]\n\nWHAT WE OFFER\n  [Salary, benefits, location, growth]\n\nHOW TO APPLY\n  [Instructions]\n  [Equal opportunities statement from hr.local.md]\n  [Reasonable adjustments offer]\n\nINCLUSIVE LANGUAGE CHECK:\n  [Pass\u002FFail with specific findings]\n  [Requirements calibration status]\n```\n\n## NEVER DO THESE\n\n- NEVER produce a JD with a salary listed as \"competitive\" --\n  this is the single most effective way to deter good candidates\n- NEVER list more than 5 essential requirements without questioning\n  whether all 5 are genuinely essential\n- NEVER use \"rockstar\", \"ninja\", \"guru\" or similar -- these are\n  exclusionary and have no descriptive value\n- NEVER omit the equal opportunities statement\n- NEVER omit the reasonable adjustments offer -- this is both good\n  practice and a legal requirement in many jurisdictions\n- NEVER write requirements in terms of years of experience with a\n  specific tool when you mean proficiency at a skill level\n\n## AUTHORITATIVE SOURCES\n\n- CIPD (cipd.org) — Recruitment and talent planning resources, inclusive recruitment guidance\n- SHRM (shrm.org) — Job description toolkit, competency-based job analysis resources\n- EEOC (eeoc.gov) — Pre-employment inquiry guidelines, ADA compliance for job postings\n- Textio (textio.com) — Research on inclusive language impact in job descriptions\n\nALL OUTPUTS REQUIRE REVIEW BY A QUALIFIED PROFESSIONAL BEFORE USE IN BUSINESS DECISIONS.\n",{"name":5,"license":14,"metadata":42,"description":46},{"author":43,"version":44,"plugin-commands":45},"Panaversity","1.0","\u002Fjd","Write and improve job descriptions with inclusive language. Activate for: job description, JD, job posting, role description, job advert, vacancy description, job specification, person specification, write a job description, improve job description, inclusive job description, job requirements, role requirements, hiring, recruiting, talent acquisition, position description, role profile, what to put in job description. NOT for: interview questions or scorecards (use interview-prep), offer letters (use draft-offer), compensation benchmarking (use comp-analysis).\n","main","068c2486ccc0f8d200a3db4d21ec137064eda3b4","skills\u002Fpublic-06-agentfactory-business-plugins-main-hr-operations-skills-jd-skill-a364783c","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing","https:\u002F\u002Fgithub.com\u002FJiayiV","2026-08-25 16:30:52",{"source":8,"skillName":5,"commands":54,"prompt":64,"zipAvailable":65},[55,58,61],{"tool":56,"command":57},"npx","npx skills add JiayiV\u002Fquestion_mixing --skill jd",{"tool":59,"command":60},"bunx","bunx skills add JiayiV\u002Fquestion_mixing --skill jd",{"tool":62,"command":63},"pnpm","pnpm dlx skills add JiayiV\u002Fquestion_mixing --skill jd","安装技能，技能地址：https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Fpublic-06-agentfactory-business-plugins-main-hr-operations-skills-jd-skill-a364783c\u002FSKILL.md",true,[],[68,93,120,153,181,214],{"skillNo":69,"name":70,"nameZh":6,"description":71,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":72,"licenseFileUrl":6,"sourceHtmlUrl":73,"categories":74,"keywords":75,"publishedAt":37},"01M6NN9PJS9NHWPDG4QP93BP8F","webmcpify","Make a web app agent-ready — propose a WebMCP tool manifest, integrate, verify in a real browser, heal; unrelated code stays untouched. Use for \"webmcpify\", \"add WebMCP\", or \"expose app actions to AI agents\".","MIT","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Fwebmcpify\u002FSKILL.md",[],[70,76,77,78,79,80,81,82,83,84,85,86,87,31,88,89,90,91,21,92],"github","ai agents","web","notes","code","browser","https","actions","manifest","inventory","verify","tool","ready","unrelated","app","scope","webmcp",{"skillNo":94,"name":95,"nameZh":6,"description":96,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":14,"licenseFileUrl":6,"sourceHtmlUrl":97,"categories":98,"keywords":99,"publishedAt":37},"01M6NN6KZE5RBN6NGHN2WXV1RE","vardoger-analyze","Use when the user asks to personalize the GitHub Copilot CLI assistant, adapt Copilot to their style, use vardoger, or analyze their Copilot CLI conversation history. Reads the local session directory at `~\u002F.copilot\u002Fsession-state\u002F`, extracts recurring preferences and conventions, and writes a fenced personalization block into `~\u002F.copilot\u002Fcopilot-instructions.md`. Runs entirely on the user's machine via the local `vardoger` CLI (`pipx install vardoger`); no network calls and no uploads. Triggers: 'personalize my copilot', 'analyze my copilot history', 'tailor copilot to me', 'run vardoger', 'update my copilot instructions from history', 'make copilot learn my style'.","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Fvardoger-analyze\u002FSKILL.md",[],[100,101,102,103,104,105,106,107,108,109,110,111,112,113,114,115,116,117,118,119],"vardoger analyze","analyze","directory","cli","github copilot","copilot","run","update","learn","network","my style","install","conversation","me","local","github copilot cli","pipx","my","at","copilot instructions",{"skillNo":121,"name":122,"nameZh":6,"description":123,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":72,"licenseFileUrl":6,"sourceHtmlUrl":124,"categories":125,"keywords":134,"publishedAt":37},"01M6NN3CZGQP3XAJ04BM1NNYGT","transloadit-media-processing","Process media files (video, audio, images, documents) using Transloadit. Use when asked to encode video to HLS\u002FMP4, generate thumbnails, resize or watermark images, extract audio, concatenate clips, add subtitles, OCR documents, or run any media processing pipeline. Covers 86+ processing robots for file transformation at scale.","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Ftransloadit-media-processing\u002FSKILL.md",[126,131],{"categoryNo":127,"categoryName":128,"taxonomyType":129,"taxonomyTypeDesc":130},"01JBSEEDCAT000000000000016","图像与多媒体","SCENARIO","使用场景",{"categoryNo":132,"categoryName":133,"taxonomyType":129,"taxonomyTypeDesc":130},"01JBSEEDCAT000000000000023","Skill与智能体开发",[135,136,137,138,139,140,141,142,143,144,145,146,147,31,148,149,150,151,21,152],"transloadit media processing","Media","media processing","processing","MCP","mcp server","documents","subtitles","pipeline","ocr","Video","Audio","mp4","images","files","transformation","free","hls",{"skillNo":154,"name":155,"nameZh":6,"description":156,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":72,"licenseFileUrl":6,"sourceHtmlUrl":157,"categories":158,"keywords":162,"publishedAt":37},"01M6NN28E92F9GH4WFYQ2H1Y15","terraform-azurerm-set-diff-analyzer","Analyze Terraform plan JSON output for AzureRM Provider to distinguish between false-positive diffs (order-only changes in Set-type attributes) and actual resource changes. Use when reviewing terraform plan output for Azure resources like Application Gateway, Load Balancer, Firewall, Front Door, NSG, and other resources with Set-type attributes that cause spurious diffs due to internal ordering changes.","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Fterraform-azurerm-set-diff-analyzer\u002FSKILL.md",[159],{"categoryNo":160,"categoryName":161,"taxonomyType":129,"taxonomyTypeDesc":130},"01JBSEEDCAT000000000000011","运维与部署",[163,164,165,166,167,168,169,170,171,31,172,173,174,175,176,177,178,179,180,21],"terraform","SET","terraform azurerm set diff analyzer","diff","analyzer","diffs","azure","gateway","firewall","only","resource changes","provider","resources","load balancer","attributes","front","load","balancer",{"skillNo":182,"name":183,"nameZh":6,"description":184,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":72,"licenseFileUrl":6,"sourceHtmlUrl":185,"categories":186,"keywords":198,"publishedAt":37},"01M6NN1QMH2TDYWTH3XY3N5XPV","technical-job-search","Use this skill when a software engineer asks for help with job search tasks: parsing or analyzing a job description, tailoring a CV\u002Fresume, writing a cover letter, evaluating a job offer, or drafting a post-interview follow-up email. Do not activate for general career advice unrelated to an active job search action.","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Ftechnical-job-search\u002FSKILL.md",[187,190,195],{"categoryNo":188,"categoryName":189,"taxonomyType":129,"taxonomyTypeDesc":130},"01JBSEEDCAT000000000000018","写作与文案",{"categoryNo":191,"categoryName":192,"taxonomyType":193,"taxonomyTypeDesc":194},"01JBSEEDCAT000000000000036","内容创作者","PROFESSION","适用职业",{"categoryNo":196,"categoryName":197,"taxonomyType":193,"taxonomyTypeDesc":194},"01JBSEEDCAT000000000000038","人力资源",[199,200,201,202,203,204,205,206,101,32,31,207,208,209,28,210,211,212,21,213],"search","Job Search","technical job search","technical","writing","tasks","email","parsing","up","engineer","general","do","task","cv","letter",{"skillNo":215,"name":216,"nameZh":6,"description":217,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":72,"licenseFileUrl":6,"sourceHtmlUrl":218,"categories":219,"keywords":220,"publishedAt":37},"01M6NMZFA67XYS1GS09WT42235","steno-mode","Shorthand-first response compression that cuts ~40% of response tokens while preserving technical precision and exact literals. Use when the user says \"steno mode\", \"shorthand mode\", \"compressed responses\", \"token reduction\", \"brief structured output\", or invokes \u002Fsteno. Supports four compression levels: lite, brief, court, machine. Do not trigger for requests needing polished prose such as onboarding\u002Ftutorial content, stakeholder or customer-facing copy, or teaching-focused explanations.","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Fsteno-mode\u002FSKILL.md",[],[221,222,223,224,225,202,226,31,210,227,228,229,230,231,232,233,234,235,21,236],"steno mode","mode","customer","brief","first","tutorial","teaching","tokens","as","trigger","structured output","machine","output","court","requests","response compression"]