MVP: Generate confidence-first summaries and explanations

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Context

See:

• docs/PRD.md §6 (UX principles)
• docs/user-stories.md MVP: Filter opportunities by eligibility and basic fit #2 and MVP: Define structured recommendation output schema #3

The Talent Scout’s core value is reducing intimidation and self-exclusion.

Task

Implement LLM prompts/templates that:

• rewrite opportunity descriptions in plain language
• explain “why this could suit you” without judgement
• acknowledge common uncertainties honestly

Test cases (from docs/example-opportunities.md)

We will validate confidence-first behaviour using:

• Opportunity 1 (Beginner / low confidence): Emerging Performer Workshop
• Opportunity 2 (Ambiguous requirements): Youth Music Collective Residency
• Opportunity 3 (High-stakes / CV required): Creative Assistant Placement (Paid)

Original opportunity language (example)

A relaxed weekend workshop exploring movement, voice, and storytelling through group exercises and games.

Confidence-first Talent Scout summary (draft)

This is a friendly way to try theatre-style activities in a relaxed group — even if you’ve never done anything like this before.

You don’t need experience, and you won’t be expected to perform on your own. It’s about trying creative exercises (movement, voice, storytelling) and building confidence step-by-step with others.

If you’re curious about performing arts, enjoy being creative, or want a low-pressure way to meet other young people, this could be a good place to start.

Applying the same pattern to Opportunities 2 & 3 (lightweight)

Opportunity	Confidence friction	How the Talent Scout should respond
Opportunity 2: Youth Music Collective Residency	“Some experience preferred” feels vague/exclusionary	Clarify what counts as experience (self-taught counts), remove implied comparison, explain what support is provided
Opportunity 3: Creative Assistant Placement (Paid)	CV requirement feels intimidating and “too professional”	Reframe CV as “telling your story”, highlight transferable skills, break next steps into small actions, reassure without overpromising

Cross-opportunity principles (validated across 1–3)

• Identify the hidden confidence barrier before rewriting
• Translate specialist language into everyday terms
• Normalise uncertainty (“lots of people start here”)
• Scale reassurance to the stakes (gentle for tasters, practical for paid roles)
• Avoid judgement language (no ranking, no “you should”)
• End with permission, not pressure (“could be a good fit if…”)

Definition of done (for this issue)

• One worked confidence-first rewrite exists (Opportunity 1)
• Pattern table covers Opportunities 2 & 3
• Cross-opportunity principles captured for implementation
• Copy avoids judgement, scoring, and overpromising

Acceptance criteria

• No ranking, scoring, or promises of success
• Language avoids “you should” or pressuring phrasing
• Output stays faithful to the original opportunity details

Out of scope

• Motivational coaching
• Long-form advice or mentoring

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Next step: translate these principles into a prompt template and UI-safe output structure.