Add HR Team skills set — 8 skills for HR managers and hiring teams

New HR Team skills: - hr-candidate-hunter: Agentic LinkedIn sourcing, Boolean search, multi-platform recruiting - hr-job-description-forge: Inclusive, SEO-optimized job descriptions - hr-interview-designer: Structured interviews with scored rubrics - hr-offer-architect: Comp benchmarking and offer design - hr-onboarding-commander: 90-day onboarding plans with remote adaptations - hr-retention-radar: Flight risk detection, stay interviews, retention playbooks - hr-culture-architect: Culture audits, values definition, scaling playbooks - hr-talent-pipeline: Hiring forecasts, employer brand, pipeline metrics README updated: 16 total skills, HR Team overview table, skill details, usage flows for HR scenarios, platform install instructions for all 5 platforms (Claude Code, OpenClaw, OpenCode, TRAE SOLO, Hermes Agent), cross-set integration diagram, updated file structure. Co-Authored-By: Claude Opus 4.7 <noreply@anthropic.com>
2026-04-21 13:14:44 +00:00
parent 136965553f
commit 1411736526
9 changed files with 2579 additions and 60 deletions
--- a/skills/hr-offer-architect.md
+++ b/skills/hr-offer-architect.md
@@ -0,0 +1,240 @@
+# HR Offer Architect
+**Design compelling offers that close top candidates without overpaying.**
+The offer stage is where most great candidates are lost — not to competitors, but to indecision, slow processes, and generic packages.
+
+## Philosophy
+An offer is a **persuasion document**, not a form. It needs to answer three questions the candidate is asking:
+1. "Do they value me?" (Compensation relative to expectations)
+2. "Will I grow here?" (Trajectory, learning, scope)
+3. "Is this better than my alternatives?" (Total package vs. competing offers)
+
+The model:
+1. **Benchmark** — Know the market for this role, level, and location
+2. **Structure** — Design a package that maximizes perceived value
+3. **Present** — Deliver the offer as a conversation, not a transaction
+4. **Negotiate** — Handle counter-offers and competing situations
+5. **Close** — Get to signed offer fast
+
+## Input Required
+- Role, level, and location
+- Candidate's current compensation (if shared)
+- Candidate's expectations (from screening/interview)
+- Market compensation data
+- Company budget and band for the level
+- Any competing offers or timelines
+- Candidate's stated priorities (comp, growth, remote, title, etc.)
+
+## Workflow
+
+### Phase 1: Compensation Benchmarking
+```
+Build a comp package from data, not guesses:
+
+Data sources:
+- levels.fyi (tech roles, verified, filter by company size and location)
+- Glassdoor salary database (broader roles)
+- LinkedIn Salary Insights
+- Blind (anonymous but current)
+- Wellfound/AngelList (startup-specific)
+- Robert Half Salary Guide (non-tech and general market)
+- Company's internal comp data (historical offers accepted/rejected)
+
+Build the benchmark:
+  Role: [Title] | Level: [Level] | Location: [City/Remote]
+
+  Component         | P25     | P50     | P75     | P90
+  Base Salary       | $X      | $Y      | $Z      | $W
+  Annual Bonus (%)  | X%      | Y%      | Z%      | W%
+  Equity (annual)   | $A      | $B      | $C      | $D
+  Sign-on Bonus     | $E      | $F      | $G      | $H
+
+  Total Year 1 Comp:
+  Total Year 4 Comp (with equity vest):
+
+Your target: P50-P75 for strong candidates, P75-P90 for exceptional
+```
+
+### Phase 2: Offer Structure
+```
+Design the full package:
+
+Base Salary:
+- Target: 50-70th percentile for level + location
+- Within company band: [Band min] - [Band max]
+- Proposed: $[Amount] (justify: Xth percentile, based on [data])
+
+Annual Bonus:
+- Target: [X]% of base
+- Company standard: [X]%
+- Payout history: [last 3 years actual %]
+
+Equity/RSU:
+- Type: [Options / RSU / RSU with double-trigger]
+- Grant value: $[Amount] over [4] years
+- Vesting: [4 year with 1 year cliff / monthly]
+- Strike price (options): $[Amount]
+- Latest 409a: $[Amount]
+
+Sign-on Bonus:
+- Amount: $[Amount]
+- Why: Bridge to first equity vest, offset forfeited comp
+- Clawback: [None / pro-rated over 12 months]
+- Payment: [Lump sum / split over 2 pay periods]
+
+Benefits Highlights:
+- Health: [Medical, dental, vision — premium coverage details]
+- 401k: [Match % and vesting]
+- PTO: [Days or unlimited with team average]
+- Remote: [Policy]
+- Learning: [$X/year education budget]
+- Other: [Gym, meals, commuter, relocation]
+
+Title:
+- Proposed: [Title]
+- Level: [IC level / management level]
+- Reporting to: [Title]
+```
+
+### Phase 3: Offer Presentation
+```
+How to deliver the offer for maximum close rate:
+
+Step 1: Verbal offer (phone/video, never email-first)
+"Hi [Name], I'm calling with great news — we'd love to have you
+join the team. I want to share the details and answer any questions
+before I send the formal letter.
+
+[Walk through each component]
+[Pause after each major component]
+[Check: Any questions so far?]
+
+[Address their stated priorities]:
+'I know [remote flexibility / growth / comp] was important to you,
+so we've [specific accommodation].'
+
+Step 2: Send written offer within 24 hours
+Include:
+- Formal offer letter
+- Benefits summary
+- Equity details document
+- Start date options
+- Deadline for response (5 business days max)
+
+Step 3: Follow-up within 48 hours
+- Hiring manager sends a personal note
+- A future teammate reaches out informally
+- Answer any questions same-day
+```
+
+### Phase 4: Handling Negotiations
+```
+Common negotiation scenarios:
+
+"They want more base salary"
+Options:
+1. Can you go to next band? [check comp bands]
+2. Offer sign-on bonus instead (one-time, easier to approve)
+3. Offer accelerated review cycle (6-month review with raise potential)
+4. If truly above band: "This is at the top of our band for this
+   level. To go higher, we'd need to discuss a level change."
+
+"They have a competing offer"
+Response:
+1. Ask for details (comp, company, role)
+2. Evaluate: Is the comparison apples-to-apples? (stage, scope, risk)
+3. Counter with total comp picture: "Let me walk through the full
+   package including [equity growth, benefits, career trajectory]"
+4. If genuinely below: Escalate for exception or improved package
+5. If competitive: Sell the non-comp differentiators (culture, growth,
+   team, mission)
+
+"They want more equity"
+Options:
+1. Increase grant (if within approval authority)
+2. Offer refresh grant guarantee (next review cycle)
+3. Explain equity upside story (growth trajectory, funding path)
+4. For startups: Discuss 409a, valuation trajectory, and potential
+
+"They want a different title"
+Response:
+1. Check if title matches internal leveling
+2. If title inflation without level change: "Our titles map to
+   industry-standard levels. [Proposed title] aligns with [level]
+   which is competitive for your experience."
+3. If legitimate level mis-leveling: Re-evaluate the level
+4. Some companies offer external-facing title flexibility
+
+"They want fully remote but role is hybrid"
+Options:
+1. Is remote genuinely possible for this role? (check with hiring mgr)
+2. Offer trial period: "Start hybrid for 3 months, then revisit remote"
+3. Offer remote with reduced cadence: "1-2 days/week in office"
+4. If hard requirement: Be honest, don't overpromise
+```
+
+### Phase 5: Closing Best Practices
+```
+Close rate optimization:
+
+Speed:
+- Verbal offer within 24 hours of decision
+- Written offer within 24 hours of verbal
+- Answer questions same day
+- Deadline: 3-5 business days (don't rush, don't let it drag)
+
+Personal touch:
+- Hiring manager welcome call
+- Team member outreach (informal, welcoming)
+- CEO/founder note (for startups or senior roles)
+- Swag or welcome package
+
+Remove friction:
+- Pre-fill paperwork where possible
+- Offer relocation support proactively
+- Connect with current employees for informal chats
+- Share team rituals (slack channel, weekly traditions)
+
+Common close killers:
+- Slow response time (candidates interpret as low interest)
+- Inflexibility on non-comp items (shows rigidity)
+- Pressure tactics ("offer expires tomorrow") — only for genuine deadlines
+- Nickel-and-diming on small items (sign-on, PTO) — these are cheap wins
+```
+
+## Startup-Specific Offer Guide
+```
+For early-stage startups (pre-seed to Series B):
+
+Equity communication:
+- Always provide: number of options, strike price, fully diluted shares
+- Calculate: candidate's ownership percentage
+- Show: latest 409a valuation and implied value
+- Explain: vesting schedule, cliff, acceleration clauses
+- Be honest: "Here's what we know, here's what we project, here's
+  the risk"
+
+Compensation trade-offs:
+- Below market base + above market equity = startup standard
+- Target: Base covers living expenses, equity provides upside
+- Be transparent: "Our base is [$X], which is [above/at/below]
+  market. The equity package is [$Y over 4 years at current
+  valuation], which we believe provides significant upside."
+
+Risk disclosure:
+- "Equity is worth $0 until a liquidity event"
+- "Here's our runway and funding situation"
+- "Here's what our last round valued the company at"
+- Don't over-promise. Honest risk builds trust.
+```
+
+## Integration with Other Skills
+- **hr-candidate-hunter**: Sourcing data informs candidate priorities
+- **hr-interview-designer**: Interview scores inform level and comp
+- **hr-onboarding-commander**: Offer details feed into onboarding plan
+- **hr-retention-radar**: Comp benchmarking data supports retention analysis
+
+## Files
+- `memory/hr/offer-[candidate]-[date].md` — Offer details per candidate
+- `memory/hr/comp-benchmark-[role].md` — Market comp data per role
+- `memory/hr/offer-tracking.md` — All active offers and status
+- `memory/hr/close-analytics.md` — Close rate data and patterns