[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"skill:01M754PEY1WS43GJC7CH9EP4D5":3,"skill-same:01M754PEY1WS43GJC7CH9EP4D5":75},{"skillNo":4,"name":5,"nameZh":6,"description":7,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":9,"repositoryNo":12,"starsCount":13,"licenseSpdxId":14,"licenseFileUrl":6,"sourceHtmlUrl":15,"categories":16,"keywords":17,"publishedAt":18,"linkOnly":19,"markdownContent":20,"markdownBody":21,"frontMatter":22,"refName":31,"commitSha":32,"skillDirectory":33,"forksCount":13,"repositoryHtmlUrl":34,"repositoryHomepageUrl":6,"ownerHtmlUrl":35,"ownerBlogUrl":6,"ownerDescription":6,"updatedAt":36,"install":37,"resources":50},"01M754PEY1WS43GJC7CH9EP4D5","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.","ASoudy\u002FAGS","ASoudy","https:\u002F\u002Favatars.githubusercontent.com\u002Fu\u002F40639702?v=4","01M74G5NTCW8MWDNRTAF303PA1","01M74G5NTZXSE6T0GZR5BCB6V0",0,"MIT","https:\u002F\u002Fgithub.com\u002FASoudy\u002FAGS\u002Fblob\u002Fmain\u002Fclaude_skills_libraries\u002Fnginity-skills-library\u002Fc-level-advisor\u002Fskills\u002Fchro-advisor\u002FSKILL.md",[],[],"2026-11-12 13:55:43",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. 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":23,"description":7},{"author":24,"domain":25,"updated":26,"version":27,"category":28,"frameworks":29,"python-tools":30},"Alireza Rezvani","chro-leadership",1772668800000,"1.0.0","c-level","people-strategy, comp-frameworks, org-design","hiring_plan_modeler.py, comp_benchmarker.py","main","cd1d94757d590093507ef8ac26299eab8bc20478","claude_skills_libraries\u002Fnginity-skills-library\u002Fc-level-advisor\u002Fskills\u002Fchro-advisor","https:\u002F\u002Fgithub.com\u002FASoudy\u002FAGS","https:\u002F\u002Fgithub.com\u002FASoudy","2026-05-23 09:43:12",{"source":8,"skillName":5,"commands":38,"prompt":48,"zipAvailable":49},[39,42,45],{"tool":40,"command":41},"npx","npx skills add ASoudy\u002FAGS --skill chro-advisor",{"tool":43,"command":44},"bunx","bunx skills add ASoudy\u002FAGS --skill chro-advisor",{"tool":46,"command":47},"pnpm","pnpm dlx skills add ASoudy\u002FAGS --skill chro-advisor","安装技能，技能地址：https:\u002F\u002Fgithub.com\u002FASoudy\u002FAGS\u002Fblob\u002Fmain\u002Fclaude_skills_libraries\u002Fnginity-skills-library\u002Fc-level-advisor\u002Fskills\u002Fchro-advisor\u002FSKILL.md",true,[51,57,61,65,71],{"path":52,"resourceType":53,"resourceTypeDesc":54,"sizeBytes":55,"sourceHtmlUrl":56},"references\u002Fcomp_frameworks.md","REFERENCE","参考文档",12570,"https:\u002F\u002Fgithub.com\u002FASoudy\u002FAGS\u002Fblob\u002Fmain\u002Fclaude_skills_libraries\u002Fnginity-skills-library\u002Fc-level-advisor\u002Fskills\u002Fchro-advisor\u002Freferences\u002Fcomp_frameworks.md",{"path":58,"resourceType":53,"resourceTypeDesc":54,"sizeBytes":59,"sourceHtmlUrl":60},"references\u002Forg_design.md",13711,"https:\u002F\u002Fgithub.com\u002FASoudy\u002FAGS\u002Fblob\u002Fmain\u002Fclaude_skills_libraries\u002Fnginity-skills-library\u002Fc-level-advisor\u002Fskills\u002Fchro-advisor\u002Freferences\u002Forg_design.md",{"path":62,"resourceType":53,"resourceTypeDesc":54,"sizeBytes":63,"sourceHtmlUrl":64},"references\u002Fpeople_strategy.md",12788,"https:\u002F\u002Fgithub.com\u002FASoudy\u002FAGS\u002Fblob\u002Fmain\u002Fclaude_skills_libraries\u002Fnginity-skills-library\u002Fc-level-advisor\u002Fskills\u002Fchro-advisor\u002Freferences\u002Fpeople_strategy.md",{"path":66,"resourceType":67,"resourceTypeDesc":68,"sizeBytes":69,"sourceHtmlUrl":70},"scripts\u002Fcomp_benchmarker.py","SCRIPT","脚本",27540,"https:\u002F\u002Fgithub.com\u002FASoudy\u002FAGS\u002Fblob\u002Fmain\u002Fclaude_skills_libraries\u002Fnginity-skills-library\u002Fc-level-advisor\u002Fskills\u002Fchro-advisor\u002Fscripts\u002Fcomp_benchmarker.py",{"path":72,"resourceType":67,"resourceTypeDesc":68,"sizeBytes":73,"sourceHtmlUrl":74},"scripts\u002Fhiring_plan_modeler.py",24646,"https:\u002F\u002Fgithub.com\u002FASoudy\u002FAGS\u002Fblob\u002Fmain\u002Fclaude_skills_libraries\u002Fnginity-skills-library\u002Fc-level-advisor\u002Fskills\u002Fchro-advisor\u002Fscripts\u002Fhiring_plan_modeler.py",[76,83,90,97,104,111],{"skillNo":77,"name":78,"nameZh":6,"description":79,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":9,"repositoryNo":12,"starsCount":13,"licenseSpdxId":14,"licenseFileUrl":6,"sourceHtmlUrl":80,"categories":81,"keywords":82,"publishedAt":18},"01M756BTEVC407T0QR8S420JWD","web-typography","Select, pair, and implement typefaces for web projects. Use when the user mentions \"font pairing\", \"which typeface\", \"line height\", \"responsive typography\", \"web font loading\", \"type hierarchy\", \"variable fonts\", \"FOUT\u002FFOIT\", or \"typographic scale\". Also trigger when choosing between system fonts and web fonts, optimizing font loading performance, or designing readable long-form content layouts. Covers readability evaluation, CSS implementation, and performance optimization. For overall UI design systems, see refactoring-ui. For dramatic typographic experiences, see top-design.","https:\u002F\u002Fgithub.com\u002FASoudy\u002FAGS\u002Fblob\u002Fmain\u002Fclaude_skills_libraries\u002Fwondelai-product-strategy\u002Fweb-typography\u002FSKILL.md",[],[],{"skillNo":84,"name":85,"nameZh":6,"description":86,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":9,"repositoryNo":12,"starsCount":13,"licenseSpdxId":14,"licenseFileUrl":6,"sourceHtmlUrl":87,"categories":88,"keywords":89,"publishedAt":18},"01M756B4RYF2CB17C33X6ZJQT5","ux-heuristics","Evaluate and improve interface usability using heuristic analysis. Use when the user mentions \"usability audit\", \"UX review\", \"users are confused\", \"heuristic evaluation\", \"form usability\", \"navigation problems\", \"Nielsen heuristics\", \"cognitive walkthrough\", or \"usability testing\". Also trigger when reviewing a design for usability issues, improving form completion rates, or evaluating information architecture and navigation. Covers Nielsens 10 heuristics, severity ratings, and information architecture. For visual design fixes, see refactoring-ui. For conversion-focused audits, see cro-methodology.","https:\u002F\u002Fgithub.com\u002FASoudy\u002FAGS\u002Fblob\u002Fmain\u002Fclaude_skills_libraries\u002Fwondelai-product-strategy\u002Fux-heuristics\u002FSKILL.md",[],[],{"skillNo":91,"name":92,"nameZh":6,"description":93,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":9,"repositoryNo":12,"starsCount":13,"licenseSpdxId":14,"licenseFileUrl":6,"sourceHtmlUrl":94,"categories":95,"keywords":96,"publishedAt":18},"01M756ANVFT0T6BAPV6Y93EPR6","traction-eos","Implement the Entrepreneurial Operating System (EOS) to align vision and execution across a company. Use when the user mentions \"EOS\", \"V\u002FTO\", \"quarterly rocks\", \"Level 10 meetings\", \"accountability chart\", \"IDS process\", \"Entrepreneurial Operating System\", or \"business operating system\". Also trigger when a growing company needs meeting structure, goal-setting frameworks, or a systematic approach to solving recurring organizational issues. Covers the six EOS components: Vision, People, Data, Issues, Process, Traction. For team motivation design, see drive-motivation. For lean experimentation, see lean-startup.","https:\u002F\u002Fgithub.com\u002FASoudy\u002FAGS\u002Fblob\u002Fmain\u002Fclaude_skills_libraries\u002Fwondelai-product-strategy\u002Ftraction-eos\u002FSKILL.md",[],[],{"skillNo":98,"name":99,"nameZh":6,"description":100,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":9,"repositoryNo":12,"starsCount":13,"licenseSpdxId":14,"licenseFileUrl":6,"sourceHtmlUrl":101,"categories":102,"keywords":103,"publishedAt":18},"01M756A7NZZMNJN9KZ33QGFHV6","top-design","Create award-winning, immersive web experiences at the level of Awwwards-featured agencies. Use when the user mentions \"premium website\", \"portfolio site\", \"scroll animations\", \"Awwwards quality\", \"brand experience\", \"cinematic web design\", \"parallax storytelling\", or \"agency-quality site\". Also trigger when building landing pages that need to impress, designing creative portfolios, or elevating a standard website to a memorable digital experience. Covers dramatic typography, purposeful motion, scroll-based composition, and performance-optimized animation. For foundational UI, see refactoring-ui. For type selection, see web-typography.","https:\u002F\u002Fgithub.com\u002FASoudy\u002FAGS\u002Fblob\u002Fmain\u002Fclaude_skills_libraries\u002Fwondelai-product-strategy\u002Ftop-design\u002FSKILL.md",[],[],{"skillNo":105,"name":106,"nameZh":6,"description":107,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":9,"repositoryNo":12,"starsCount":13,"licenseSpdxId":14,"licenseFileUrl":6,"sourceHtmlUrl":108,"categories":109,"keywords":110,"publishedAt":18},"01M7569J5G1NXM3RR194D52SGB","system-design","Design scalable distributed systems using structured approaches for load balancing, caching, database scaling, and message queues. Use when the user mentions \"system design\", \"scale this\", \"high availability\", \"rate limiter\", \"design a URL shortener\", \"system design interview\", \"capacity planning\", or \"distributed architecture\". Also trigger when estimating infrastructure requirements, choosing between microservices and monoliths, or designing for millions of concurrent users. Covers common system designs and back-of-the-envelope estimation. For data fundamentals, see ddia-systems. For resilience, see release-it.","https:\u002F\u002Fgithub.com\u002FASoudy\u002FAGS\u002Fblob\u002Fmain\u002Fclaude_skills_libraries\u002Fwondelai-product-strategy\u002Fsystem-design\u002FSKILL.md",[],[],{"skillNo":112,"name":113,"nameZh":6,"description":114,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":9,"repositoryNo":12,"starsCount":13,"licenseSpdxId":14,"licenseFileUrl":6,"sourceHtmlUrl":115,"categories":116,"keywords":117,"publishedAt":18},"01M75691MJKE6PBA1EC398EKQT","storybrand-messaging","Clarify brand messaging using narrative structure that positions the customer as hero. Use when the user mentions \"brand message\", \"website copy\", \"elevator pitch\", \"one-liner\", \"messaging isnt resonating\", \"brand script\", \"StoryBrand framework\", or \"customer as hero\". Also trigger when rewriting homepage copy, crafting email nurture sequences, or creating consistent messaging across sales collateral and marketing materials. Covers landing page copy, marketing collateral, and consistent communication. For memorable messaging, see made-to-stick. For product positioning, see obviously-awesome.","https:\u002F\u002Fgithub.com\u002FASoudy\u002FAGS\u002Fblob\u002Fmain\u002Fclaude_skills_libraries\u002Fwondelai-product-strategy\u002Fstorybrand-messaging\u002FSKILL.md",[],[]]