Auto-deploy: 2026-09-17 20:03:51

profile_data.js

@@ -11,7 +11,7 @@
 const PROFILE_DATA = {
   identity: {
     fullName: 'Hamza Ayed',
-    primaryTitle: 'Senior Mobile Architect',
+    primaryTitle: 'Founding Technical Architect',
     // Ride-hailing is the flagship, not the fence. The earlier line named only
     // the two mobility platforms, and every downstream prompt read that as the
     // whole scope — so full-stack backend, native Android, security and DevOps
@@ -19,7 +19,7 @@ const PROFILE_DATA = {
     // silently stopped counting toward any match score.
     positioningLine:
       'End-to-End Product Engineer · Flutter & Native Mobile · PHP/Laravel, Node.js & Python Backends · ' +
-      'Real-Time Geo Systems · Security & DevOps · 38+ production apps shipped',
+      'Real-Time Geo Systems · Product Delivery · Technology Strategy',
     location: 'Amman, Jordan',
     phone: '+962 798 583 052',
     email: 'hamzaayedflutter@gmail.com',
@@ -34,6 +34,9 @@ const PROFILE_DATA = {
   // Titles the CV/headline generator is ALLOWED to use. Anything outside this
   // list is a fabrication risk — see integrity rules in prompts.js.
   allowedTitles: [
+    'Founding Technical Architect',
+    'Technical Founder',
+    'Principal Software Architect',
     'Senior Mobile Architect',
     'Senior Mobile Engineer',
     'Lead Mobile Engineer',
@@ -75,6 +78,9 @@ const PROFILE_DATA = {
   // `supportingSkills` below, which exists to stop the analyser from reading a
   // skill as a target.
   targetRoles: [
+    'Hands-on CTO / Founding CTO where architecture and product delivery are primary; team-management requirements must be assessed as gaps',
+    'Founding Technical Leader / Technical Co-Founder with a clear commercial mandate',
+    'Principal Software Architect / Technical Lead with business ownership',
     'Senior / Lead / Staff Mobile Engineer',
     'Flutter Developer (any seniority at or above mid-level)',
     'Android Developer',
@@ -307,7 +313,7 @@ const PROFILE_DATA = {
     // job. Anything here that a posting merely mentions is a learning curve, not
     // a disqualifier — see `applyPolicy` below, which governs apply/skip.
     limitedIn: [
-      'No formal people management yet: no direct reports, no hiring, no performance ' +
+      'User reconfirmed 2026-09-17: no formal engineering people management ever: no direct reports, no hiring, no performance ' +
         'reviews. Leadership is technical — architecture ownership, end-to-end delivery, ' +
         'stakeholder alignment. Fine for Lead / Staff / Principal roles; only pure ' +
         'headcount-management titles (Engineering Manager) are a genuine stretch.',
@@ -355,7 +361,7 @@ const PROFILE_DATA = {
     notBlockers: [
       'ON-SITE or hybrid anywhere in GCC/MENA/Europe — relocation is welcome, not an obstacle',
       'A location not yet decided, or an office in a city I do not live in',
-      'Asking for team/collaboration experience — solo delivery plus stakeholder work covers it',
+      'Collaboration requirements may have adjacent stakeholder evidence; this does NOT establish hiring, direct reports or performance management',
       'Asking for 1-3 more years than I have, or a higher title than my last one',
       'Naming 2-4 tools I have not used, when the core stack is one I know',
       'AWS / GCP / Azure named in a posting whose core is application engineering — ' +
@@ -371,17 +377,17 @@ const PROFILE_DATA = {
     ],
     // The intended distribution of verdicts across a normal LinkedIn feed.
     calibration:
-      'On a typical mobile/backend job feed, roughly 60% of postings should be APPLY, ' +
-      '30% APPLY WITH EDITS, and at most 10% SKIP. If more than 1 in 5 comes back SKIP, ' +
-      'the bar is being set wrong — re-read the hardBlockers list, which is exhaustive. ' +
-      'Missing skills are a cover-letter problem, not a reason to stay home. ' +
-      'A 60% match with a real strength in the core requirement is worth applying to: ' +
-      'the employer decides the shortlist, not the candidate.'
+      'Evaluate each opportunity independently. Never force a target distribution of APPLY/SKIP. ' +
+      'Prioritize hands-on technical leadership, architectural ownership and business impact. ' +
+      'For CTO roles separate role ambition from past title: no CTO appointment or engineering direct reports are claimed. ' +
+      'A mandatory track record of hiring and managing engineering teams is an unmet requirement. ' +
+      'Unknown scope, compensation or authority requires clarification, not invented fit. ' +
+      'A score is a heuristic for stated requirements, never an ATS prediction or probability of getting hired.'
   },
 
   // Voice rules — applied to cover letters, LinkedIn comments and posts.
   voice: {
-    tone: 'Operator-level, calm, direct, evidence-first. Writes like someone who has shipped, not someone selling.',
+    tone: 'Technical founder and executive peer: calm, specific, evidence-first. Connect architecture to product, risk, ownership and capital allocation when relevant. Never invent people management or an investment track record.',
     banned: [
       'I am writing to apply', 'I leverage my expertise', 'passionate about',
       'proven track record', 'dynamic environment', 'synergy', 'game-changer',