Organize the user's own resume, project, and activity facts into STAR experience cards awaiting confirmation.
Many job-seekers start writing at the deadline, scrambling to dredge up that internship, club activity, part-time job, or research from memory — only to flatten it into a hollow "I worked hard and learned a lot," with the context, action, and outcome all blurred together. That vagueness is spotted instantly in ES screening, resume self-PR, and interview probing, turning an experience that could have scored points into empty filler. What truly holds up is breaking each experience into the four STAR elements, tagging the skills, and banking it as a library you can draw on anytime.
The recruiter wasn't there — they don't know how big that company was, how many people in that club, what made that project hard. Set the context and your role in a line or two first, so the action that follows carries weight. Without it, even a great result floats untethered.
"Wanting the event to succeed" is a wish, not a task. Narrow it to a real obstacle: too few hands, weak turnout, messy data. The more concrete the task, the more your action reads as solving a problem rather than merely taking part.
An ES asks what YOU did. Carve your own judgment and the steps you led out of "we all worked hard together." If you can't name your share, the recruiter assumes you just rode along on the current.
"Improved a lot" is far weaker than "from 50 meals a month to 200." Go back to the real data — headcount, amount, percentage, rank. Even one number transforms how credible the whole experience reads.
The experience isn't the endpoint; the recruiter wants to see whether you can extract transferable judgment from it. One honest reflection — what you'd do better next time — signals more maturity than any polished adjective.
Coordination, problem-finding, leadership — tags only count when they square with the facts of the experience, not when piled on at random. A mismatched tag collapses fastest under interview probing: you claim leadership but can't say whom you led.
Paste your loose experience passages, or upload a screenshot or PDF of your resume, CV, or an old ES. The tool reads the text in the attachment, so you do not have to transcribe it first.
The tool finds one to five experiences worth developing from your source, then separates each into situation, task, action and result, with a learning point and ability tags.
Any element with no evidence in your text is left honestly blank, never fabricated; numbers must come from the material you provided — closing off the cracks that interview probing would otherwise expose.
Finished cards are saved ranked by job-hunting relevance, so when you later write an ES, fill a resume, draft motivations, prep for interviews, or check role fit, you can simply select and reuse them — no recalling from scratch each time.
Build the material base once so each company does not start from zero.
Organize the user's own resume, project, and activity facts into STAR experience cards awaiting confirmation.
It does not verify facts, confirm numbers for the user, or submit an ES.
私が学生時代に力を入れたことは、留学生サークルで新入生説明会の申込手続きを作り直したことです。従来は三つの表に同じ情報を重ねて入力する必要があり、申込完了率は61％にとどまっていました。原因を知るため、私は新入生12人に話を聞き、同じ内容を三回書く手間と、日本語だけの項目で迷うことが主な離脱理由だと突き止めました。その結果をもとに三つの表を日本語と中国語の一つのフォームに統合し、幹部には聞き取りの記録を示して、慣れた手順を変える必要性を説明しました。導入から2週間後には84人が申込を完了し、完了率は87％に上がり、スタッフの確認時間も1人あたり8分から3分に短縮されました。この経験から、思い込みではなく利用者の声を起点に課題を定め、変化を数字で振り返る大切さを学びました。入社後も現場の声に耳を傾け、仕組みの改善につなげていきたいと考えています。
A complete arc of spotting a problem, listening to users, changing the process and confirming the change in numbers. Nobody assigned this: you noticed people abandoning sign-up, interviewed before acting, and ended with a before-and-after you can explain. It fits “what you put the most into as a student” and “a problem you solved” best, and it can back up your self-PR.