[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"skill:01M6ED3PSS4D0T36YDMFWTTXEE":3,"skill-same:01M6ED3PSS4D0T36YDMFWTTXEE":109},{"skillNo":4,"name":5,"nameZh":6,"description":7,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":12,"repositoryNo":13,"starsCount":14,"licenseSpdxId":15,"licenseFileUrl":6,"sourceHtmlUrl":16,"categories":17,"keywords":28,"publishedAt":49,"linkOnly":50,"markdownContent":51,"markdownBody":52,"frontMatter":53,"refName":62,"commitSha":63,"skillDirectory":64,"forksCount":65,"repositoryHtmlUrl":66,"repositoryHomepageUrl":6,"ownerHtmlUrl":67,"ownerBlogUrl":68,"ownerDescription":69,"updatedAt":70,"install":71,"resources":84},"01M6ED3PSS4D0T36YDMFWTTXEE","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.","levalencia\u002Fagent-god-mode","levalencia","https:\u002F\u002Favatars.githubusercontent.com\u002Fu\u002F6962857?v=4","01M6EB0FZZ4BPQPC4HET4QY6NM","Luis Valencia ","01M6EB0G4HWHPWW0H9X7QKSAHP",3,"MIT","https:\u002F\u002Fgithub.com\u002Flevalencia\u002Fagent-god-mode\u002Fblob\u002Fmain\u002Forganized-skills\u002Fc-level-advisor\u002Fchro-advisor\u002FSKILL.md",[18,23],{"categoryNo":19,"categoryName":20,"taxonomyType":21,"taxonomyTypeDesc":22},"01JBSEEDCAT000000000000015","视觉设计","SCENARIO","使用场景",{"categoryNo":24,"categoryName":25,"taxonomyType":26,"taxonomyTypeDesc":27},"01JBSEEDCAT000000000000032","设计师","PROFESSION","适用职业",[29,30,31,32,33,34,35,36,37,38,39,40,41,42,43,44,45,46,47,48],"chro advisor","advisor","culture","comp","hr","people","retention","plans","scaling","leadership","structure","frameworks","design","use","headcount","strategy","plan","Hiring","teams","performance","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 `agent-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 `agent-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. 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Compressed arrays, parallel I\u002FO, S3\u002FGCS integration, NumPy\u002FDask\u002FXarray compatible, for large-scale scientific computing pipelines.","https:\u002F\u002Fgithub.com\u002Flevalencia\u002Fagent-god-mode\u002Fblob\u002Fmain\u002Forganized-skills\u002Fzarr-python\u002FSKILL.md",[],[117,118,119,120,121,122,123,124,125,126,127,128,129,130,131],"python","zarr python","storage","integration","s3","gcs","cloud","dask","parallel","pipelines","arrays","numpy","scientific computing","scale","scientific",{"skillNo":133,"name":134,"nameZh":6,"description":135,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":12,"repositoryNo":13,"starsCount":14,"licenseSpdxId":15,"licenseFileUrl":6,"sourceHtmlUrl":136,"categories":137,"keywords":147,"publishedAt":49},"01M6EM8AR6ZFKZ9YVW8TTG850Z","zabbix","Zabbix monitoring system automation via API and Python. Use when: (1) Managing hosts, templates, items, triggers, or host groups, (2) Automating monitoring configuration, (3) Sending data via Zabbix trapper\u002Fsender, (4) Querying historical data or events, (5) Bulk operations on Zabbix objects, (6) Maintenance window management, (7) User\u002Fpermission management","https:\u002F\u002Fgithub.com\u002Flevalencia\u002Fagent-god-mode\u002Fblob\u002Fmain\u002Forganized-skills\u002Fzabbix-api-skill\u002FSKILL.md",[138,141,144],{"categoryNo":139,"categoryName":140,"taxonomyType":21,"taxonomyTypeDesc":22},"01JBSEEDCAT000000000000010","后端与接口",{"categoryNo":142,"categoryName":143,"taxonomyType":21,"taxonomyTypeDesc":22},"01JBSEEDCAT000000000000023","Skill与智能体开发",{"categoryNo":145,"categoryName":146,"taxonomyType":26,"taxonomyTypeDesc":27},"01JBSEEDCAT000000000000030","开发工程师",[134,117,148,149,150,151,152,153,154,155,42,156,157,158,159,160,161,162,163,164],"automation","window management","monitoring","data","templates","api","system","operations","maintenance","objects","permission","bulk operations","triggers","host","events","via","bulk",{"skillNo":166,"name":167,"nameZh":6,"description":168,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":12,"repositoryNo":13,"starsCount":14,"licenseSpdxId":15,"licenseFileUrl":6,"sourceHtmlUrl":169,"categories":170,"keywords":171,"publishedAt":49},"01M6EM6Q9JG846ECQY9A210A26","x-twitter-growth","X\u002FTwitter growth engine for building audience, crafting viral content, and analyzing engagement. Use when the user wants to grow on X\u002FTwitter, write tweets or threads, analyze their X profile, research competitors on X, plan a posting strategy, or optimize engagement. Complements social-content (generic multi-platform) with X-specific depth: algorithm mechanics, thread engineering, reply strategy, profile optimization, and competitive intelligence via web search.","https:\u002F\u002Fgithub.com\u002Flevalencia\u002Fagent-god-mode\u002Fblob\u002Fmain\u002Forganized-skills\u002Fx-twitter-growth\u002FSKILL.md",[],[172,173,174,175,176,177,45,178,179,180,181,182,183,184,185,186,187,188,189,190],"twitter","x twitter growth","growth","competitive intelligence","search","analyzing","marketing","web search","competitors","analyze","write","optimize","social","intelligence","viral","growth engine","mechanics","grow","competitive",{"skillNo":192,"name":193,"nameZh":6,"description":194,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":12,"repositoryNo":13,"starsCount":14,"licenseSpdxId":15,"licenseFileUrl":6,"sourceHtmlUrl":195,"categories":196,"keywords":197,"publishedAt":49},"01M6EM3FQNPYNKPC4CV9TCVNGD","what-if-oracle","Run structured What-If scenario analysis with multi-branch possibility exploration. Use this skill when the user asks speculative questions like \"what if...\", \"what would happen if...\", \"what are the possibilities\", \"explore scenarios\", \"scenario analysis\", \"possibility space\", \"what could go wrong\", \"best case \u002F worst case\", \"risk analysis\", \"contingency planning\", \"strategic options\", or any question about uncertain futures. Also trigger when the user faces a fork-in-the-road decision, wants to stress-test an idea, or needs to think through consequences before committing.","https:\u002F\u002Fgithub.com\u002Flevalencia\u002Fagent-god-mode\u002Fblob\u002Fmain\u002Forganized-skills\u002Fwhat-if-oracle\u002FSKILL.md",[],[198,199,200,201,202,203,204,205,206,207,208,209,42,210,211,212,213,214,215,216],"oracle","what if oracle","test","planning","ux","futures","risk","analysis","explore","decision","branch","question","exploration","options","stress-test","strategies","trigger","case","multi",{"skillNo":218,"name":219,"nameZh":6,"description":220,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":12,"repositoryNo":13,"starsCount":14,"licenseSpdxId":15,"licenseFileUrl":6,"sourceHtmlUrl":221,"categories":222,"keywords":226,"publishedAt":49},"01M6EM08C06RGDYCJ86HAPK0FF","vercel-react-best-practices","React and Next.js performance optimization guidelines from Vercel Engineering. This skill should be used when writing, reviewing, or refactoring React\u002FNext.js code to ensure optimal performance patterns. Triggers on tasks involving React components, Next.js pages, data fetching, bundle optimization, or performance improvements.","https:\u002F\u002Fgithub.com\u002Flevalencia\u002Fagent-god-mode\u002Fblob\u002Fmain\u002Forganized-skills\u002Fvercel-react-best-practices\u002FSKILL.md",[223],{"categoryNo":224,"categoryName":225,"taxonomyType":21,"taxonomyTypeDesc":22},"01JBSEEDCAT000000000000009","前端开发",[227,228,229,230,231,232,48,233,234,235,236,237,238,151,239,240,241,242,243,160],"react","vercel react best practices","best practices","react best practices","vercel","writing","components","react components","guidelines","tasks","code","Optimization","Next.js","refactoring","performance optimization","next","pages",{"skillNo":245,"name":246,"nameZh":6,"description":247,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":12,"repositoryNo":13,"starsCount":14,"licenseSpdxId":15,"licenseFileUrl":6,"sourceHtmlUrl":248,"categories":249,"keywords":260,"publishedAt":49},"01M6EM00S13326QM08DTM94J6Z","venue-templates","Access comprehensive LaTeX templates, formatting requirements, and submission guidelines for major scientific publication venues (Nature, Science, PLOS, IEEE, ACM), academic conferences (NeurIPS, ICML, CVPR, CHI), research posters, and grant proposals (NSF, NIH, DOE, DARPA). This skill should be used when preparing manuscripts for journal submission, conference papers, research posters, or grant proposals and need venue-specific formatting requirements and templates.","https:\u002F\u002Fgithub.com\u002Flevalencia\u002Fagent-god-mode\u002Fblob\u002Fmain\u002Forganized-skills\u002Fvenue-templates\u002FSKILL.md",[250,253,256,257],{"categoryNo":251,"categoryName":252,"taxonomyType":21,"taxonomyTypeDesc":22},"01JBSEEDCAT000000000000018","写作与文案",{"categoryNo":254,"categoryName":255,"taxonomyType":21,"taxonomyTypeDesc":22},"01JBSEEDCAT000000000000021","资料检索与研究",{"categoryNo":142,"categoryName":143,"taxonomyType":21,"taxonomyTypeDesc":22},{"categoryNo":258,"categoryName":259,"taxonomyType":26,"taxonomyTypeDesc":27},"01JBSEEDCAT000000000000036","内容创作者",[152,261,262,235,263,264,265,266,267,268,269,182,270,271,272,273,274,275,131,276],"venue templates","research","NeurIPS","ICML","LaTeX","science","Bash","access","read","edit","proposals","Academic","requirements","formatting","journal","chi"]