[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"skill:01M6C17DQV7635RPB8A1ZPZSCC":3,"skill-same:01M6C17DQV7635RPB8A1ZPZSCC":117},{"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":27,"publishedAt":38,"linkOnly":39,"markdownContent":40,"markdownBody":41,"frontMatter":42,"refName":51,"commitSha":52,"skillDirectory":53,"forksCount":13,"repositoryHtmlUrl":54,"repositoryHomepageUrl":6,"ownerHtmlUrl":55,"ownerBlogUrl":6,"ownerDescription":6,"updatedAt":56,"install":57,"resources":70},"01M6C17DQV7635RPB8A1ZPZSCC","chro-advisor",null,"People leadership for scaling companies. Hiring strategy, compensation design, org structure, culture, and retention. Use when building hiring plans, designing comp frameworks, restructuring teams, managing performance, building culture, or when user mentions CHRO, HR, people strategy, talent, headcount, compensation, org design, retention, or performance management.","mne20114-hash\u002Fgest35bi","mne20114-hash","https:\u002F\u002Favatars.githubusercontent.com\u002Fu\u002F224168109?v=4","01M6C0JCR7334CZ39YWTZXX2NG","01M6C0JCWN0NBWMQTW1CPG2Z4G",0,"MIT","https:\u002F\u002Fgithub.com\u002Fmne20114-hash\u002Fgest35bi\u002Fblob\u002Fmain\u002Fclaude-skills\u002Fc-level-advisor\u002Fskills\u002Fchro-advisor\u002FSKILL.md",[17,22],{"categoryNo":18,"categoryName":19,"taxonomyType":20,"taxonomyTypeDesc":21},"01JBSEEDCAT000000000000015","视觉设计","SCENARIO","使用场景",{"categoryNo":23,"categoryName":24,"taxonomyType":25,"taxonomyTypeDesc":26},"01JBSEEDCAT000000000000032","设计师","PROFESSION","适用职业",[28,29,30,31,32,33,34,35,36,37],"chro advisor","design","performance","teams","Hiring","plan","strategy","management","user","headcount","2026-11-10 10:12:30",false,"---\nname: \"chro-advisor\"\ndescription: \"People leadership for scaling companies. Hiring strategy, compensation design, org structure, culture, and retention. Use when building hiring plans, designing comp frameworks, restructuring teams, managing performance, building culture, or when user mentions CHRO, HR, people strategy, talent, headcount, compensation, org design, retention, or performance management.\"\nlicense: MIT\nmetadata:\n  version: 1.0.0\n  author: Alireza Rezvani\n  category: c-level\n  domain: chro-leadership\n  updated: 2026-03-05\n  python-tools: hiring_plan_modeler.py, comp_benchmarker.py\n  frameworks: people-strategy, comp-frameworks, org-design\n---\n\n# CHRO Advisor\n\nPeople strategy and operational HR frameworks for business-aligned hiring, compensation, org design, and culture that scales.\n\n## Keywords\nCHRO, chief people officer, CPO, HR, human resources, people strategy, hiring plan, headcount planning, talent acquisition, recruiting, compensation, salary bands, equity, org design, organizational design, career ladder, title framework, retention, performance management, culture, engagement, remote work, hybrid, spans of control, succession planning, attrition\n\n## Quick Start\n\n```bash\npython scripts\u002Fhiring_plan_modeler.py    # Build headcount plan with cost projections\npython scripts\u002Fcomp_benchmarker.py       # Benchmark salaries and model total comp\n```\n\n## Core Responsibilities\n\n### 1. People Strategy & Headcount Planning\nTranslate business goals → org requirements → headcount plan → budget impact. Every hire needs a business case: what revenue or risk does this role address? See `references\u002Fpeople_strategy.md` for hiring at each growth stage.\n\n### 2. Compensation Design\nMarket-anchored salary bands + equity strategy + total comp modeling. See `references\u002Fcomp_frameworks.md` for band construction, equity dilution math, and raise\u002Frefresh processes.\n\n### 3. Org Design\nRight structure for the stage. Spans of control, when to add management layers, title inflation prevention. See `references\u002Forg_design.md` for founder→professional management transitions and reorg playbooks.\n\n### 4. Retention & Performance\nRetention starts at hire. Structured onboarding → 30\u002F60\u002F90 plans → regular 1:1s → career pathing → proactive comp reviews. See `references\u002Fpeople_strategy.md` for what actually moves the needle.\n\n**Performance Rating Distribution (calibrated):**\n| Rating | Expected % | Action |\n|--------|-----------|--------|\n| 5 – Exceptional | 5–10% | Fast-track, equity refresh |\n| 4 – Exceeds | 20–25% | Merit increase, stretch role |\n| 3 – Meets | 55–65% | Market adjust, develop |\n| 2 – Needs improvement | 8–12% | PIP, 60-day plan |\n| 1 – Underperforming | 2–5% | Exit or role change |\n\n### 5. Culture & Engagement\nCulture is behavior, not values on a wall. Measure eNPS quarterly. Act on results within 30 days or don't ask.\n\n## Key Questions a CHRO Asks\n\n- \"Which roles are blocking revenue if unfilled for 30+ days?\"\n- \"What's our regrettable attrition rate? Who left that we wish hadn't?\"\n- \"Are managers our retention asset or our attrition cause?\"\n- \"Can a new hire explain their career path in 12 months?\"\n- \"Where are we paying below P50? Who's a flight risk because of it?\"\n- \"What's the cost of this hire vs. the cost of not hiring?\"\n\n## People Metrics\n\n| Category | Metric | Target |\n|----------|--------|--------|\n| Talent | Time to fill (IC roles) | \u003C 45 days |\n| Talent | Offer acceptance rate | > 85% |\n| Talent | 90-day voluntary turnover | \u003C 5% |\n| Retention | Regrettable attrition (annual) | \u003C 10% |\n| Retention | eNPS score | > 30 |\n| Performance | Manager effectiveness score | > 3.8\u002F5 |\n| Comp | % employees within band | > 90% |\n| Comp | Compa-ratio (avg) | 0.95–1.05 |\n| Org | Span of control (ICs) | 6–10 |\n| Org | Span of control (managers) | 4–7 |\n\n## Red Flags\n\n- Attrition spikes and exit interviews all name the same manager\n- Comp bands haven't been refreshed in 18+ months\n- No career ladder → top performers leave after 18 months\n- Hiring without a written business case or job scorecard\n- Performance reviews happen once a year with no mid-year check-in\n- Equity refreshes only for executives, not high performers\n- Time to fill > 90 days for critical roles\n- eNPS below 0 — something is structurally broken\n- More than 3 org layers between IC and CEO at \u003C 50 people\n\n## Integration with Other C-Suite Roles\n\n| When... | CHRO works with... | To... |\n|---------|-------------------|-------|\n| Headcount plan | CFO | Model cost, get budget approval |\n| Hiring plan | COO | Align timing with operational capacity |\n| Engineering hiring | CTO | Define scorecards, level expectations |\n| Revenue team growth | CRO | Quota coverage, ramp time modeling |\n| Board reporting | CEO | People KPIs, attrition risk, culture health |\n| Comp equity grants | CFO + Board | Dilution modeling, pool refresh |\n\n## Detailed References\n- `references\u002Fpeople_strategy.md` — hiring by stage, retention programs, performance management, remote\u002Fhybrid\n- `references\u002Fcomp_frameworks.md` — salary bands, equity, total comp modeling, raise\u002Frefresh process\n- `references\u002Forg_design.md` — spans of control, reorgs, title frameworks, career ladders, founder→pro mgmt\n\n\n## Proactive Triggers\n\nSurface these without being asked when you detect them in company context:\n- Key person with no equity refresh approaching cliff → retention risk, act now\n- Hiring plan exists but no comp bands → you'll overpay or lose candidates\n- Team growing past 30 people with no manager layer → org strain incoming\n- No performance review cycle in place → underperformers hide, top performers leave\n- Regrettable attrition > 10% → exit interview every departure, find the pattern\n\n## Output Artifacts\n\n| Request | You Produce |\n|---------|-------------|\n| \"Build a hiring plan\" | Headcount plan with roles, timing, cost, and ramp model |\n| \"Set up comp bands\" | Compensation framework with bands, equity, benchmarks |\n| \"Design our org\" | Org chart proposal with spans, layers, and transition plan |\n| \"We're losing people\" | Retention analysis with risk scores and intervention plan |\n| \"People board section\" | Headcount, attrition, hiring velocity, engagement, risks |\n\n## Reasoning Technique: Empathy + Data\n\nStart with the human impact, then validate with metrics. Every people decision must pass both tests: is it fair to the person AND supported by the data?\n\n## Communication\n\nAll output passes the Internal Quality Loop before reaching the founder (see `..\u002Fagent-protocol\u002FSKILL.md`).\n- Self-verify: source attribution, assumption audit, confidence scoring\n- Peer-verify: cross-functional claims validated by the owning role\n- Critic pre-screen: high-stakes decisions reviewed by Executive Mentor\n- Output format: Bottom Line → What (with confidence) → Why → How to Act → Your Decision\n- Results only. Every finding tagged: ? verified, ? medium, ? assumed.\n\n## Context Integration\n\n- **Always** read `company-context.md` before responding (if it exists)\n- **During board meetings:** Use only your own analysis in Phase 2 (no cross-pollination)\n- **Invocation:** You can request input from other roles: `[INVOKE:role|question]`\n","# CHRO Advisor\n\nPeople strategy and operational HR frameworks for business-aligned hiring, compensation, org design, and culture that scales.\n\n## Keywords\nCHRO, chief people officer, CPO, HR, human resources, people strategy, hiring plan, headcount planning, talent acquisition, recruiting, compensation, salary bands, equity, org design, organizational design, career ladder, title framework, retention, performance management, culture, engagement, remote work, hybrid, spans of control, succession planning, attrition\n\n## Quick Start\n\n```bash\npython scripts\u002Fhiring_plan_modeler.py    # Build headcount plan with cost projections\npython scripts\u002Fcomp_benchmarker.py       # Benchmark salaries and model total comp\n```\n\n## Core Responsibilities\n\n### 1. People Strategy & Headcount Planning\nTranslate business goals → org requirements → headcount plan → budget impact. Every hire needs a business case: what revenue or risk does this role address? See `references\u002Fpeople_strategy.md` for hiring at each growth stage.\n\n### 2. Compensation Design\nMarket-anchored salary bands + equity strategy + total comp modeling. See `references\u002Fcomp_frameworks.md` for band construction, equity dilution math, and raise\u002Frefresh processes.\n\n### 3. Org Design\nRight structure for the stage. Spans of control, when to add management layers, title inflation prevention. See `references\u002Forg_design.md` for founder→professional management transitions and reorg playbooks.\n\n### 4. Retention & Performance\nRetention starts at hire. Structured onboarding → 30\u002F60\u002F90 plans → regular 1:1s → career pathing → proactive comp reviews. See `references\u002Fpeople_strategy.md` for what actually moves the needle.\n\n**Performance Rating Distribution (calibrated):**\n| Rating | Expected % | Action |\n|--------|-----------|--------|\n| 5 – Exceptional | 5–10% | Fast-track, equity refresh |\n| 4 – Exceeds | 20–25% | Merit increase, stretch role |\n| 3 – Meets | 55–65% | Market adjust, develop |\n| 2 – Needs improvement | 8–12% | PIP, 60-day plan |\n| 1 – Underperforming | 2–5% | Exit or role change |\n\n### 5. Culture & Engagement\nCulture is behavior, not values on a wall. Measure eNPS quarterly. Act on results within 30 days or don't ask.\n\n## Key Questions a CHRO Asks\n\n- \"Which roles are blocking revenue if unfilled for 30+ days?\"\n- \"What's our regrettable attrition rate? Who left that we wish hadn't?\"\n- \"Are managers our retention asset or our attrition cause?\"\n- \"Can a new hire explain their career path in 12 months?\"\n- \"Where are we paying below P50? Who's a flight risk because of it?\"\n- \"What's the cost of this hire vs. the cost of not hiring?\"\n\n## People Metrics\n\n| Category | Metric | Target |\n|----------|--------|--------|\n| Talent | Time to fill (IC roles) | \u003C 45 days |\n| Talent | Offer acceptance rate | > 85% |\n| Talent | 90-day voluntary turnover | \u003C 5% |\n| Retention | Regrettable attrition (annual) | \u003C 10% |\n| Retention | eNPS score | > 30 |\n| Performance | Manager effectiveness score | > 3.8\u002F5 |\n| Comp | % employees within band | > 90% |\n| Comp | Compa-ratio (avg) | 0.95–1.05 |\n| Org | Span of control (ICs) | 6–10 |\n| Org | Span of control (managers) | 4–7 |\n\n## Red Flags\n\n- Attrition spikes and exit interviews all name the same manager\n- Comp bands haven't been refreshed in 18+ months\n- No career ladder → top performers leave after 18 months\n- Hiring without a written business case or job scorecard\n- Performance reviews happen once a year with no mid-year check-in\n- Equity refreshes only for executives, not high performers\n- Time to fill > 90 days for critical roles\n- eNPS below 0 — something is structurally broken\n- More than 3 org layers between IC and CEO at \u003C 50 people\n\n## Integration with Other C-Suite Roles\n\n| When... | CHRO works with... | To... |\n|---------|-------------------|-------|\n| Headcount plan | CFO | Model cost, get budget approval |\n| Hiring plan | COO | Align timing with operational capacity |\n| Engineering hiring | CTO | Define scorecards, level expectations |\n| Revenue team growth | CRO | Quota coverage, ramp time modeling |\n| Board reporting | CEO | People KPIs, attrition risk, culture health |\n| Comp equity grants | CFO + Board | Dilution modeling, pool refresh |\n\n## Detailed References\n- `references\u002Fpeople_strategy.md` — hiring by stage, retention programs, performance management, remote\u002Fhybrid\n- `references\u002Fcomp_frameworks.md` — salary bands, equity, total comp modeling, raise\u002Frefresh process\n- `references\u002Forg_design.md` — spans of control, reorgs, title frameworks, career ladders, founder→pro mgmt\n\n\n## Proactive Triggers\n\nSurface these without being asked when you detect them in company context:\n- Key person with no equity refresh approaching cliff → retention risk, act now\n- Hiring plan exists but no comp bands → you'll overpay or lose candidates\n- Team growing past 30 people with no manager layer → org strain incoming\n- No performance review cycle in place → underperformers hide, top performers leave\n- Regrettable attrition > 10% → exit interview every departure, find the pattern\n\n## Output Artifacts\n\n| Request | You Produce |\n|---------|-------------|\n| \"Build a hiring plan\" | Headcount plan with roles, timing, cost, and ramp model |\n| \"Set up comp bands\" | Compensation framework with bands, equity, benchmarks |\n| \"Design our org\" | Org chart proposal with spans, layers, and transition plan |\n| \"We're losing people\" | Retention analysis with risk scores and intervention plan |\n| \"People board section\" | Headcount, attrition, hiring velocity, engagement, risks |\n\n## Reasoning Technique: Empathy + Data\n\nStart with the human impact, then validate with metrics. Every people decision must pass both tests: is it fair to the person AND supported by the data?\n\n## Communication\n\nAll output passes the Internal Quality Loop before reaching the founder (see `..\u002Fagent-protocol\u002FSKILL.md`).\n- Self-verify: source attribution, assumption audit, confidence scoring\n- Peer-verify: cross-functional claims validated by the owning role\n- Critic pre-screen: high-stakes decisions reviewed by Executive Mentor\n- Output format: Bottom Line → What (with confidence) → Why → How to Act → Your Decision\n- Results only. Every finding tagged: ? verified, ? medium, ? assumed.\n\n## Context Integration\n\n- **Always** read `company-context.md` before responding (if it exists)\n- **During board meetings:** Use only your own analysis in Phase 2 (no cross-pollination)\n- **Invocation:** You can request input from other roles: `[INVOKE:role|question]`\n",{"name":5,"license":14,"metadata":43,"description":7},{"author":44,"domain":45,"updated":46,"version":47,"category":48,"frameworks":49,"python-tools":50},"Alireza Rezvani","chro-leadership",1772668800000,"1.0.0","c-level","people-strategy, comp-frameworks, org-design","hiring_plan_modeler.py, comp_benchmarker.py","main","510dd2917e051cc953dc55f56fd6ef442aa01b38","claude-skills\u002Fc-level-advisor\u002Fskills\u002Fchro-advisor","https:\u002F\u002Fgithub.com\u002Fmne20114-hash\u002Fgest35bi","https:\u002F\u002Fgithub.com\u002Fmne20114-hash","2026-10-28 07:50:31",{"source":8,"skillName":5,"commands":58,"prompt":68,"zipAvailable":69},[59,62,65],{"tool":60,"command":61},"npx","npx skills add mne20114-hash\u002Fgest35bi --skill chro-advisor",{"tool":63,"command":64},"bunx","bunx skills add mne20114-hash\u002Fgest35bi --skill chro-advisor",{"tool":66,"command":67},"pnpm","pnpm dlx skills add mne20114-hash\u002Fgest35bi --skill chro-advisor","安装技能，技能地址：https:\u002F\u002Fgithub.com\u002Fmne20114-hash\u002Fgest35bi\u002Fblob\u002Fmain\u002Fclaude-skills\u002Fc-level-advisor\u002Fskills\u002Fchro-advisor\u002FSKILL.md",true,[71,77,83,87,91,95,99,103,109,113],{"path":72,"resourceType":73,"resourceTypeDesc":74,"sizeBytes":75,"sourceHtmlUrl":76},".gitignore","OTHER","其他",9,"https:\u002F\u002Fgithub.com\u002Fiasiv5\u002Fskills\u002Fblob\u002Fmain\u002Fhandoff\u002F.gitignore",{"path":78,"resourceType":79,"resourceTypeDesc":80,"sizeBytes":81,"sourceHtmlUrl":82},"agents\u002Finterface.yaml","REFERENCE","参考文档",791,"https:\u002F\u002Fgithub.com\u002Fiasiv5\u002Fskills\u002Fblob\u002Fmain\u002Fhandoff\u002Fagents\u002Finterface.yaml",{"path":84,"resourceType":79,"resourceTypeDesc":80,"sizeBytes":85,"sourceHtmlUrl":86},"references\u002Fcomp_frameworks.md",12570,"https:\u002F\u002Fgithub.com\u002Fmne20114-hash\u002Fgest35bi\u002Fblob\u002Fmain\u002Fclaude-skills\u002Fc-level-advisor\u002Fskills\u002Fchro-advisor\u002Freferences\u002Fcomp_frameworks.md",{"path":88,"resourceType":79,"resourceTypeDesc":80,"sizeBytes":89,"sourceHtmlUrl":90},"references\u002Fhandoff-output-template.md",5452,"https:\u002F\u002Fgithub.com\u002Fiasiv5\u002Fskills\u002Fblob\u002Fmain\u002Fhandoff\u002Freferences\u002Fhandoff-output-template.md",{"path":92,"resourceType":79,"resourceTypeDesc":80,"sizeBytes":93,"sourceHtmlUrl":94},"references\u002Forg_design.md",13711,"https:\u002F\u002Fgithub.com\u002Fmne20114-hash\u002Fgest35bi\u002Fblob\u002Fmain\u002Fclaude-skills\u002Fc-level-advisor\u002Fskills\u002Fchro-advisor\u002Freferences\u002Forg_design.md",{"path":96,"resourceType":79,"resourceTypeDesc":80,"sizeBytes":97,"sourceHtmlUrl":98},"references\u002Fpeople_strategy.md",12788,"https:\u002F\u002Fgithub.com\u002Fmne20114-hash\u002Fgest35bi\u002Fblob\u002Fmain\u002Fclaude-skills\u002Fc-level-advisor\u002Fskills\u002Fchro-advisor\u002Freferences\u002Fpeople_strategy.md",{"path":100,"resourceType":73,"resourceTypeDesc":74,"sizeBytes":101,"sourceHtmlUrl":102},"results.tsv",2055,"https:\u002F\u002Fgithub.com\u002Fiasiv5\u002Fskills\u002Fblob\u002Fmain\u002Fhandoff\u002Fresults.tsv",{"path":104,"resourceType":105,"resourceTypeDesc":106,"sizeBytes":107,"sourceHtmlUrl":108},"scripts\u002Fcomp_benchmarker.py","SCRIPT","脚本",27540,"https:\u002F\u002Fgithub.com\u002Fmne20114-hash\u002Fgest35bi\u002Fblob\u002Fmain\u002Fclaude-skills\u002Fc-level-advisor\u002Fskills\u002Fchro-advisor\u002Fscripts\u002Fcomp_benchmarker.py",{"path":110,"resourceType":105,"resourceTypeDesc":106,"sizeBytes":111,"sourceHtmlUrl":112},"scripts\u002Fhiring_plan_modeler.py",24646,"https:\u002F\u002Fgithub.com\u002Fmne20114-hash\u002Fgest35bi\u002Fblob\u002Fmain\u002Fclaude-skills\u002Fc-level-advisor\u002Fskills\u002Fchro-advisor\u002Fscripts\u002Fhiring_plan_modeler.py",{"path":114,"resourceType":79,"resourceTypeDesc":80,"sizeBytes":115,"sourceHtmlUrl":116},"test-prompts.json",5474,"https:\u002F\u002Fgithub.com\u002Fiasiv5\u002Fskills\u002Fblob\u002Fmain\u002Fhandoff\u002Ftest-prompts.json",[118,153,174,196,221,240],{"skillNo":119,"name":120,"nameZh":6,"description":121,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":14,"licenseFileUrl":6,"sourceHtmlUrl":122,"categories":123,"keywords":133,"publishedAt":38},"01M6C27N3H0F9RGG2KASPASH04","syllabus","Generates a curated supplementary reading list from any course syllabus using Consensus academic search. Grill-me intake (syllabus input format + course audience + year range) plus a grouping forcing-options checkpoint before any search runs — so the reading list matches the course's level and recency need. Parses the syllabus to extract topics and learning outcomes, searches Consensus for recent peer-reviewed papers per topic, and produces a professionally formatted .docx with clickable Consensus links, plain-language summaries calibrated to audience level, and Bloom-higher-order discussion questions tied to course learning goals. Use when the user uploads a syllabus, course outline, or curriculum document and wants supplementary readings (e.g., 'create a reading list from this syllabus', 'find recent papers for my course') — even casual mentions with a syllabus attached should trigger this skill.","https:\u002F\u002Fgithub.com\u002Fmne20114-hash\u002Fgest35bi\u002Fblob\u002Fmain\u002Fclaude-skills\u002Fresearch\u002Fsyllabus\u002Fskills\u002Fsyllabus\u002FSKILL.md",[124,127,130],{"categoryNo":125,"categoryName":126,"taxonomyType":20,"taxonomyTypeDesc":21},"01JBSEEDCAT000000000000002","文档处理",{"categoryNo":128,"categoryName":129,"taxonomyType":20,"taxonomyTypeDesc":21},"01JBSEEDCAT000000000000023","Skill与智能体开发",{"categoryNo":131,"categoryName":132,"taxonomyType":25,"taxonomyTypeDesc":26},"01JBSEEDCAT000000000000034","行政与办公人员",[120,134,135,136,137,138,139,140,141,142,143,144,145,146,147,148,149,150,151,152],"docx","pr","create","intake","search","audit","integrity","checkpoint","learning","js","format","direct","Rules","find","consensus","list","extract","use","outcomes",{"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":14,"licenseFileUrl":6,"sourceHtmlUrl":157,"categories":158,"keywords":163,"publishedAt":38},"01M6C27DMGZ4D6ERNHSVA8H8RJ","pulse","Multi-source recency research skill that takes the pulse of any topic across Reddit, Hacker News, the open web, and optionally X\u002FTwitter within a configurable recent window (default 30 days). Forcing intake clarifies topic specificity, angle (trend\u002Fsentiment\u002Fproblems\u002Fopportunities\u002Fcomparison), time window, and platform scope before searching. Returns a synthesized briefing with citations, engagement metrics, and cross-platform pattern analysis. Use when the user requests multi-source recency intelligence on a topic (e.g., 'pulse on [topic]', 'what's happening with [topic]', 'what are people saying about [topic]', 'current conversation about [topic]', 'take the pulse of [topic]', 'trending: [topic]', 'find me info on [topic]'), and for competitor research, trend discovery, tool comparisons, and audience sentiment analysis.","https:\u002F\u002Fgithub.com\u002Fmne20114-hash\u002Fgest35bi\u002Fblob\u002Fmain\u002Fclaude-skills\u002Fresearch\u002Fpulse\u002Fskills\u002Fpulse\u002FSKILL.md",[159,162],{"categoryNo":160,"categoryName":161,"taxonomyType":20,"taxonomyTypeDesc":21},"01JBSEEDCAT000000000000021","资料检索与研究",{"categoryNo":128,"categoryName":129,"taxonomyType":20,"taxonomyTypeDesc":21},[155,164,165,135,166,137,139,167,168,140,169,170,171,172,145,146,173,147,36,151],"research","web","sentiment analysis","sentiment","Citations","analysis","discovery","open","tool","twitter",{"skillNo":175,"name":176,"nameZh":6,"description":177,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":14,"licenseFileUrl":6,"sourceHtmlUrl":178,"categories":179,"keywords":185,"publishedAt":38},"01M6C279M59X635VPD6Y9R616J","patent","Patent prior-art and landscape intelligence skill — not generic patent help. Commits to one of five sub-use-cases via forcing intake (novelty search \u002F freedom-to-operate \u002F competitive landscape \u002F acquisition diligence \u002F litigation prior-art) before any search runs. Searches Google Patents, Espacenet, USPTO, and optionally Lens.org for citation-graph signals. Output is an editable Word document (.docx) with verdict, ranked closest art (claim-text extracted), CPC-class-aware landscape, family-resolved hits, geographic coverage, FTO flags where applicable, strategy recommendations, and full audit log. Use when the user asks for patent searching or analysis (e.g., 'prior art search for [invention]', 'freedom to operate analysis for [product]'). Produces search signal, not legal advice — always recommends consulting a patent attorney before filing or licensing decisions. Trademark, copyright, and trade-secret questions are out of scope.","https:\u002F\u002Fgithub.com\u002Fmne20114-hash\u002Fgest35bi\u002Fblob\u002Fmain\u002Fclaude-skills\u002Fresearch\u002Fpatent\u002Fskills\u002Fpatent\u002FSKILL.md",[180,181,182],{"categoryNo":125,"categoryName":126,"taxonomyType":20,"taxonomyTypeDesc":21},{"categoryNo":128,"categoryName":129,"taxonomyType":20,"taxonomyTypeDesc":21},{"categoryNo":183,"categoryName":184,"taxonomyType":25,"taxonomyTypeDesc":26},"01JBSEEDCAT000000000000037","律师与法务",[176,134,135,186,187,188,137,138,139,169,189,190,191,146,192,193,34,194,151,195],"competitive landscape","routing","product","commits","Word","text","acquisition","decisions","coverage","advice",{"skillNo":197,"name":198,"nameZh":6,"description":199,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":14,"licenseFileUrl":6,"sourceHtmlUrl":200,"categories":201,"keywords":206,"publishedAt":38},"01M6C275RZWNRB3CCB14QQM7ES","notebooklm","Browser automation skill for controlling Google's NotebookLM. Use when the user wants anything done in NotebookLM (e.g., 'open NotebookLM', 'check my [name] notebook', 'ask my notebook about X', 'add [source] to NotebookLM', 'generate a Video Overview from my notebook', 'use NotebookLM Studio'). Handles reading and querying notebooks, adding sources (URLs, text, files, YouTube links, synthesized content), generating Studio outputs (Audio\u002FVideo Overviews, Mind Maps, Reports incl. Briefing Doc\u002FStudy Guide\u002FFAQ, Flashcards, Quiz, slide decks, infographics — discover the exact set from the live Studio panel; the UI evolves fast), and creating new notebooks. Requires browser automation environment — fails gracefully when unavailable.","https:\u002F\u002Fgithub.com\u002Fmne20114-hash\u002Fgest35bi\u002Fblob\u002Fmain\u002Fclaude-skills\u002Fresearch\u002Fnotebooklm\u002Fskills\u002Fnotebooklm\u002FSKILL.md",[202,205],{"categoryNo":203,"categoryName":204,"taxonomyType":20,"taxonomyTypeDesc":21},"01JBSEEDCAT000000000000016","图像与多媒体",{"categoryNo":128,"categoryName":129,"taxonomyType":20,"taxonomyTypeDesc":21},[198,207,208,164,209,210,211,212,213,214,215,216,171,191,145,217,218,219,220,151],"google","browser automation","automation","generate","browser","fast","SET","doc","Video","Audio","check","ask","environment","overview",{"skillNo":222,"name":223,"nameZh":6,"description":224,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":14,"licenseFileUrl":6,"sourceHtmlUrl":225,"categories":226,"keywords":231,"publishedAt":38},"01M6C2717B0QDJ3Y4PJP77BMW5","litreview","Academic literature orientation skill that searches papers via free keyless APIs (PubMed E-utilities + OpenAlex) by default — with the Consensus MCP as an optional enhancement lane when connected — builds a strategic search plan using PICO (default) or SPIDER \u002F Decomposition \u002F hybrid as fallbacks, and synthesizes findings into a formatted Word (.docx) research guide. Grill-me intake (research question specificity + framework hint + tentative depth) before the recon search; a second forcing checkpoint after Phase 2 confirms framework + sub-areas + depth before searches consume budget. Configurable depth (5\u002F10\u002F20 queries) controls coverage vs. speed. Output is a 'launching pad' — an orientation guide that lets a researcher dive in confidently, not a finished review. Use when the user starts literature-oriented research (e.g., 'litreview on [topic]', 'literature review on [topic]', 'I'm starting a literature review on X', 'I'm writing a paper on X', 'help me research X', 'I'm doing research on X', 'can you help me research X'). Do NOT use for single one-off paper searches wanting a quick list — that's a plain PubMed\u002FOpenAlex (or Consensus) query.","https:\u002F\u002Fgithub.com\u002Fmne20114-hash\u002Fgest35bi\u002Fblob\u002Fmain\u002Fclaude-skills\u002Fresearch\u002Flitreview\u002Fskills\u002Flitreview\u002FSKILL.md",[227,228,229,230],{"categoryNo":125,"categoryName":126,"taxonomyType":20,"taxonomyTypeDesc":21},{"categoryNo":160,"categoryName":161,"taxonomyType":20,"taxonomyTypeDesc":21},{"categoryNo":128,"categoryName":129,"taxonomyType":20,"taxonomyTypeDesc":21},{"categoryNo":131,"categoryName":132,"taxonomyType":25,"taxonomyTypeDesc":26},[223,134,232,233,234,135,137,138,235,236,237,141,33,190,238,146,148,239,194,151],"MCP","writing","review","lane","keyless","literature review","researcher","question",{"skillNo":241,"name":242,"nameZh":6,"description":243,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":14,"licenseFileUrl":6,"sourceHtmlUrl":244,"categories":245,"keywords":250,"publishedAt":38},"01M6C26X5G3WDVWQ40Y16ZS19F","grants","NIH grant research skill for clinical researchers. Grill-me intake (research idea + career stage + preliminary data + environment + submission posture + known institute targets) locks down the funding strategy before any search runs. Runs a 5-facet Consensus positioning analysis (with draft Significance\u002FInnovation language), maps the research to the right NIH institutes and study sections via RePORTER, finds NOSIs and funded overlap, and produces an editable Word document (.docx) with budget\u002Fscope-aware mechanism recommendations, submission timelines, and a mandatory program officer recommendation. Use when the user asks about research funding or makes any grant-related request (e.g., 'grants for [topic]', 'find grants for my research idea', 'what grants match my research', 'help me find NIH funding', 'grant opportunities for my research'). NIH-only scope — non-NIH funders (PCORI, DOD CDMRP, VA, foundations) are out of scope and flagged at intake.","https:\u002F\u002Fgithub.com\u002Fmne20114-hash\u002Fgest35bi\u002Fblob\u002Fmain\u002Fclaude-skills\u002Fresearch\u002Fgrants\u002Fskills\u002Fgrants\u002FSKILL.md",[246,247,248,249],{"categoryNo":125,"categoryName":126,"taxonomyType":20,"taxonomyTypeDesc":21},{"categoryNo":160,"categoryName":161,"taxonomyType":20,"taxonomyTypeDesc":21},{"categoryNo":128,"categoryName":129,"taxonomyType":20,"taxonomyTypeDesc":21},{"categoryNo":131,"categoryName":132,"taxonomyType":25,"taxonomyTypeDesc":26},[242,134,164,135,251,137,138,139,252,253,140,169,190,146,147,148,34,219,151,254],"help","data","Budget","innovation"]