[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"skill:01M6JTV0TD3PR2YZVRACV56ZX1":3,"skill-same:01M6JTV0TD3PR2YZVRACV56ZX1":81},{"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":48,"linkOnly":49,"markdownContent":50,"markdownBody":51,"frontMatter":52,"refName":61,"commitSha":62,"skillDirectory":63,"forksCount":13,"repositoryHtmlUrl":64,"repositoryHomepageUrl":6,"ownerHtmlUrl":65,"ownerBlogUrl":6,"ownerDescription":6,"updatedAt":66,"install":67,"resources":80},"01M6JTV0TD3PR2YZVRACV56ZX1","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.","JiayiV\u002Fquestion_mixing","JiayiV","https:\u002F\u002Favatars.githubusercontent.com\u002Fu\u002F54466889?v=4","01M6JFJYYMRZ3QRGP9339JNQ2K","01M6JFJZ35KB0QVT50NAHPJA7G",0,"MIT","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Fpublic-02-claude-skills-main-c-level-advisor-skills-chro-advisor-skill-fa2ebb03\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",[28,29,30,31,32,33,34,35,36,37,38,39,40,41,42,43,44,45,46,47],"chro advisor","advisor","leadership","for","performance management","org","comp","hr","people","retention","plans","scaling","design","structure","frameworks","culture","strategy","plan","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 `..\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":53,"description":7},{"author":54,"domain":55,"updated":56,"version":57,"category":58,"frameworks":59,"python-tools":60},"Alireza Rezvani","chro-leadership",1772668800000,"1.0.0","c-level","people-strategy, comp-frameworks, org-design","hiring_plan_modeler.py, comp_benchmarker.py","main","068c2486ccc0f8d200a3db4d21ec137064eda3b4","skills\u002Fpublic-02-claude-skills-main-c-level-advisor-skills-chro-advisor-skill-fa2ebb03","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing","https:\u002F\u002Fgithub.com\u002FJiayiV","2026-08-25 16:30:52",{"source":8,"skillName":5,"commands":68,"prompt":78,"zipAvailable":79},[69,72,75],{"tool":70,"command":71},"npx","npx skills add JiayiV\u002Fquestion_mixing --skill chro-advisor",{"tool":73,"command":74},"bunx","bunx skills add JiayiV\u002Fquestion_mixing --skill chro-advisor",{"tool":76,"command":77},"pnpm","pnpm dlx skills add JiayiV\u002Fquestion_mixing --skill chro-advisor","安装技能，技能地址：https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Fpublic-02-claude-skills-main-c-level-advisor-skills-chro-advisor-skill-fa2ebb03\u002FSKILL.md",true,[],[82,107,135,166,194,227],{"skillNo":83,"name":84,"nameZh":6,"description":85,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":14,"licenseFileUrl":6,"sourceHtmlUrl":86,"categories":87,"keywords":88,"publishedAt":48},"01M6NN9PJS9NHWPDG4QP93BP8F","webmcpify","Make a web app agent-ready — propose a WebMCP tool manifest, integrate, verify in a real browser, heal; unrelated code stays untouched. Use for \"webmcpify\", \"add WebMCP\", or \"expose app actions to AI agents\".","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Fwebmcpify\u002FSKILL.md",[],[84,89,90,91,92,93,94,95,96,97,98,99,100,101,102,103,104,105,31,106],"github","ai agents","web","notes","code","browser","https","actions","manifest","inventory","verify","tool","use","ready","unrelated","app","scope","webmcp",{"skillNo":108,"name":109,"nameZh":6,"description":110,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":111,"licenseFileUrl":6,"sourceHtmlUrl":112,"categories":113,"keywords":114,"publishedAt":48},"01M6NN6KZE5RBN6NGHN2WXV1RE","vardoger-analyze","Use when the user asks to personalize the GitHub Copilot CLI assistant, adapt Copilot to their style, use vardoger, or analyze their Copilot CLI conversation history. Reads the local session directory at `~\u002F.copilot\u002Fsession-state\u002F`, extracts recurring preferences and conventions, and writes a fenced personalization block into `~\u002F.copilot\u002Fcopilot-instructions.md`. Runs entirely on the user's machine via the local `vardoger` CLI (`pipx install vardoger`); no network calls and no uploads. Triggers: 'personalize my copilot', 'analyze my copilot history', 'tailor copilot to me', 'run vardoger', 'update my copilot instructions from history', 'make copilot learn my style'.","Apache-2.0","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Fvardoger-analyze\u002FSKILL.md",[],[115,116,117,118,119,120,121,122,123,124,125,126,127,128,129,130,131,132,133,134],"vardoger analyze","analyze","directory","cli","github copilot","copilot","run","update","learn","network","my style","install","conversation","me","local","github copilot cli","pipx","my","at","copilot instructions",{"skillNo":136,"name":137,"nameZh":6,"description":138,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":14,"licenseFileUrl":6,"sourceHtmlUrl":139,"categories":140,"keywords":147,"publishedAt":48},"01M6NN3CZGQP3XAJ04BM1NNYGT","transloadit-media-processing","Process media files (video, audio, images, documents) using Transloadit. Use when asked to encode video to HLS\u002FMP4, generate thumbnails, resize or watermark images, extract audio, concatenate clips, add subtitles, OCR documents, or run any media processing pipeline. Covers 86+ processing robots for file transformation at scale.","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Ftransloadit-media-processing\u002FSKILL.md",[141,144],{"categoryNo":142,"categoryName":143,"taxonomyType":20,"taxonomyTypeDesc":21},"01JBSEEDCAT000000000000016","图像与多媒体",{"categoryNo":145,"categoryName":146,"taxonomyType":20,"taxonomyTypeDesc":21},"01JBSEEDCAT000000000000023","Skill与智能体开发",[148,149,150,151,152,153,154,155,156,157,158,159,160,101,161,162,163,164,31,165],"transloadit media processing","Media","media processing","processing","MCP","mcp server","documents","subtitles","pipeline","ocr","Video","Audio","mp4","images","files","transformation","free","hls",{"skillNo":167,"name":168,"nameZh":6,"description":169,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":14,"licenseFileUrl":6,"sourceHtmlUrl":170,"categories":171,"keywords":175,"publishedAt":48},"01M6NN28E92F9GH4WFYQ2H1Y15","terraform-azurerm-set-diff-analyzer","Analyze Terraform plan JSON output for AzureRM Provider to distinguish between false-positive diffs (order-only changes in Set-type attributes) and actual resource changes. Use when reviewing terraform plan output for Azure resources like Application Gateway, Load Balancer, Firewall, Front Door, NSG, and other resources with Set-type attributes that cause spurious diffs due to internal ordering changes.","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Fterraform-azurerm-set-diff-analyzer\u002FSKILL.md",[172],{"categoryNo":173,"categoryName":174,"taxonomyType":20,"taxonomyTypeDesc":21},"01JBSEEDCAT000000000000011","运维与部署",[176,177,178,179,180,181,182,183,184,101,185,186,187,188,189,190,191,192,193,31],"terraform","SET","terraform azurerm set diff analyzer","diff","analyzer","diffs","azure","gateway","firewall","only","resource changes","provider","resources","load balancer","attributes","front","load","balancer",{"skillNo":195,"name":196,"nameZh":6,"description":197,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":14,"licenseFileUrl":6,"sourceHtmlUrl":198,"categories":199,"keywords":209,"publishedAt":48},"01M6NN1QMH2TDYWTH3XY3N5XPV","technical-job-search","Use this skill when a software engineer asks for help with job search tasks: parsing or analyzing a job description, tailoring a CV\u002Fresume, writing a cover letter, evaluating a job offer, or drafting a post-interview follow-up email. Do not activate for general career advice unrelated to an active job search action.","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Ftechnical-job-search\u002FSKILL.md",[200,203,206],{"categoryNo":201,"categoryName":202,"taxonomyType":20,"taxonomyTypeDesc":21},"01JBSEEDCAT000000000000018","写作与文案",{"categoryNo":204,"categoryName":205,"taxonomyType":25,"taxonomyTypeDesc":26},"01JBSEEDCAT000000000000036","内容创作者",{"categoryNo":207,"categoryName":208,"taxonomyType":25,"taxonomyTypeDesc":26},"01JBSEEDCAT000000000000038","人力资源",[210,211,212,213,214,215,216,217,116,218,101,219,220,221,222,223,224,225,31,226],"search","Job Search","technical job search","technical","writing","tasks","email","parsing","interview","up","engineer","general","activate","do","task","cv","letter",{"skillNo":228,"name":229,"nameZh":6,"description":230,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":14,"licenseFileUrl":6,"sourceHtmlUrl":231,"categories":232,"keywords":233,"publishedAt":48},"01M6NMZFA67XYS1GS09WT42235","steno-mode","Shorthand-first response compression that cuts ~40% of response tokens while preserving technical precision and exact literals. Use when the user says \"steno mode\", \"shorthand mode\", \"compressed responses\", \"token reduction\", \"brief structured output\", or invokes \u002Fsteno. Supports four compression levels: lite, brief, court, machine. Do not trigger for requests needing polished prose such as onboarding\u002Ftutorial content, stakeholder or customer-facing copy, or teaching-focused explanations.","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Fsteno-mode\u002FSKILL.md",[],[234,235,236,237,238,213,239,101,223,240,241,242,243,244,245,246,247,248,31,249],"steno mode","mode","customer","brief","first","tutorial","teaching","tokens","as","trigger","structured output","machine","output","court","requests","response compression"]