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/README.md
+++ b/README.md
@@ -2,12 +2,12 @@
 # Career Arsenal
-### AI-Powered Career Skills Collection for Claude Code
+### AI-Powered Career & HR Skills Collection
-**From job search to salary negotiation — every stage of your career, automated.**
+**For job seekers AND hiring teams — the complete career lifecycle, automated.**
 [![Claude Code Skills](https://img.shields.io/badge/Claude%20Code-Skills%20Collection-blue?logo=anthropic)](https://github.com/anthropics/claude-code)
-[![Skills](https://img.shields.io/badge/skills-8-green)](skills/)
+[![Skills](https://img.shields.io/badge/skills-16-green)](skills/)
 [![License](https://img.shields.io/badge/license-MIT-green)](LICENSE)
 </div>
@@ -16,41 +16,63 @@
 ## The Problem
-Career management is a **full-time job** — researching companies, tailoring resumes, writing cover letters, prepping for interviews, negotiating offers, building your personal brand. Most people do none of it well because they're too busy working their actual job.
+Career management is a **full-time job** — for individuals AND the HR teams who support them. Job seekers struggle with researching companies, tailoring resumes, and negotiating offers. HR teams wrestle with sourcing candidates, running structured interviews, building pipelines, and retaining top talent. Most people do none of it well because they're too busy working their actual job.
 ## The Solution
-**Career Arsenal** is a collection of 8 Claude Code skills that automate the entire career lifecycle. Each skill handles a specific stage — from deciding whether to switch jobs, to landing the offer, to negotiating your compensation.
+**Career Arsenal** is a collection of **16 AI-powered skills** organized into two sets:
 - **Career Skills** (8 skills) — For job seekers and career builders: from deciding whether to switch jobs, to landing the offer, to negotiating compensation.
 - **HR Team Skills** (8 skills) — For HR managers and hiring teams: from agentic candidate sourcing on LinkedIn, to structured interviews, to retention analytics.
 <div align="center">
 ```
-┌─────────────────────────────────────────────────────────┐
+┌─────────────────────────────────────────────────────────────────┐
-│                   CAREER ARSENAL                         │
+│                        CAREER ARSENAL                            │
-│                                                          │
+│                                                                  │
-│  ┌──────────────┐    ┌──────────────┐                   │
+│  ┌─── CAREER SKILLS (Job Seekers) ───────┐                      │
-│  │  Career GPS   │───▶│ Job Switch   │                   │
+│  │                                         │                      │
-│  │  Plan & Audit │    │  Advisor     │                   │
+│  │  ┌──────────────┐  ┌──────────────┐   │                      │
-│  └──────────────┘    └──────┬───────┘                   │
+│  │  │  Career GPS   │  │ Job Switch   │   │                      │
-│                              │                           │
+│  │  │  Plan & Audit │  │  Advisor     │   │                      │
-│                              ▼                           │
+│  │  └──────────────┘  └──────────────┘   │                      │
-│  ┌──────────────┐    ┌──────────────┐                   │
+│  │  ┌──────────────┐  ┌──────────────┐   │                      │
-│  │  LinkedIn     │◀──▶│ JobHunter    │                   │
+│  │  │  LinkedIn     │  │ JobHunter    │   │                      │
-│  │  Optimizer    │    │  Master      │                   │
+│  │  │  Optimizer    │  │  Master      │   │                      │
-│  └──────────────┘    └──────┬───────┘                   │
+│  │  └──────────────┘  └──────────────┘   │                      │
-│         │                    │                           │
+│  │  ┌──────────────┐  ┌──────────────┐   │                      │
-│         ▼                    ▼                           │
+│  │  │  Resume       │  │ Cover Letter │   │                      │
-│  ┌──────────────┐    ┌──────────────┐                   │
+│  │  │  Architect    │  │  Craft       │   │                      │
-│  │  Resume       │    │ Cover Letter │                   │
+│  │  └──────────────┘  └──────────────┘   │                      │
-│  │  Architect    │    │  Craft       │                   │
+│  │  ┌──────────────┐  ┌──────────────┐   │                      │
-│  └──────┬───────┘    └──────┬───────┘                   │
+│  │  │  Interview    │  │ Salary       │   │                      │
-│         │                    │                           │
+│  │  │  Commander    │  │  Negotiator  │   │                      │
-│         ▼                    ▼                           │
+│  │  └──────────────┘  └──────────────┘   │                      │
-│  ┌──────────────┐    ┌──────────────┐                   │
+│  └─────────────────────────────────────────┘                      │
-│  │  Interview    │───▶│ Salary       │                   │
+│                                                                  │
-│  │  Commander    │    │  Negotiator  │                   │
+│  ┌─── HR TEAM SKILLS (Hiring Teams) ─────┐                      │
-│  └──────────────┘    └──────────────┘                   │
+│  │                                         │                      │
-└─────────────────────────────────────────────────────────┘
+│  │  ┌──────────────┐  ┌──────────────┐   │                      │
 │  │  │  Candidate    │  │ JD Forge     │   │                      │
 │  │  │  Hunter       │  │ Job Descriptions│ │                     │
 │  │  └──────────────┘  └──────────────┘   │                      │
 │  │  ┌──────────────┐  ┌──────────────┐   │                      │
 │  │  │  Interview    │  │ Offer        │   │                      │
 │  │  │  Designer     │  │  Architect   │   │                      │
 │  │  └──────────────┘  └──────────────┘   │                      │
 │  │  ┌──────────────┐  ┌──────────────┐   │                      │
 │  │  │  Onboarding   │  │ Retention    │   │                      │
 │  │  │  Commander    │  │  Radar       │   │                      │
 │  │  └──────────────┘  └──────────────┘   │                      │
 │  │  ┌──────────────┐  ┌──────────────┐   │                      │
 │  │  │  Culture      │  │ Talent       │   │                      │
 │  │  │  Architect    │  │  Pipeline    │   │                      │
 │  │  └──────────────┘  └──────────────┘   │                      │
 │  └─────────────────────────────────────────┘                      │
 │                                                                  │
 │  ◀── Career Skills inform HR Skills and vice versa ──▶          │
 └──────────────────────────────────────────────────────────────────┘
 ```
 </div>
@@ -59,6 +81,8 @@ Career management is a **full-time job** — researching companies, tailoring re
 ## Skills Overview
 ### Career Skills (Job Seekers)
 | # | Skill | What It Does | Best For |
 |---|---|---|---|
 | 1 | [JobHunter Master](skills/jobhunter-master.md) | Multi-phase job hunting: research, outreach, follow-up | Active job seekers tired of Easy Apply |
@@ -70,6 +94,19 @@ Career management is a **full-time job** — researching companies, tailoring re
 | 7 | [LinkedIn Optimizer](skills/linkedin-optimizer.md) | Profile SEO, content strategy, network growth | Anyone whose LinkedIn is a digital resume |
 | 8 | [Job Switch Advisor](skills/job-switch-advisor.md) | Stay/switch decision matrix with data-driven analysis | Anyone feeling stuck, bored, or underpaid |
 ### HR Team Skills (Hiring Teams)
 | # | Skill | What It Does | Best For |
 |---|---|---|---|
 | 9 | [HR Candidate Hunter](skills/hr-candidate-hunter.md) | Agentic LinkedIn sourcing, Boolean search, multi-platform recruiting, outreach automation | HR managers and recruiters sourcing passive candidates |
 | 10 | [HR Job Description Forge](skills/hr-job-description-forge.md) | Inclusive, SEO-optimized JDs that attract (not repel) top talent | Anyone writing job postings that get ignored |
 | 11 | [HR Interview Designer](skills/hr-interview-designer.md) | Structured interviews, scored rubrics, debrief frameworks, candidate experience | Teams running inconsistent or unstructured interviews |
 | 12 | [HR Offer Architect](skills/hr-offer-architect.md) | Comp benchmarking, offer structuring, negotiation handling, startup equity guides | HR closing candidates and designing offer packages |
 | 13 | [HR Onboarding Commander](skills/hr-onboarding-commander.md) | 90-day onboarding plans, pre-boarding checklists, remote adaptations, ramp metrics | Teams with new hires who take too long to become productive |
 | 14 | [HR Retention Radar](skills/hr-retention-radar.md) | Flight risk detection, stay interviews, root cause diagnosis, retention playbooks | Managers losing people they can't afford to lose |
 | 15 | [HR Culture Architect](skills/hr-culture-architect.md) | Culture audits, values definition, rituals, scaling playbooks, eNPS measurement | Companies outgrowing their culture or building it from scratch |
 | 16 | [HR Talent Pipeline Builder](skills/hr-talent-pipeline.md) | Hiring forecasts, employer brand engine, nurture programs, pipeline metrics, D&I | Companies that recruit reactively instead of proactively |
 ---
 ## Skill Details
@@ -116,6 +153,50 @@ Stay/Switch diagnostic (20-point scoring). Problem diagnosis (can this be fixed
 ---
 ## HR Team Skill Details
 ### 9. HR Candidate Hunter
 **Agentic candidate sourcing that finds people who aren't looking.**
 6-phase workflow: Ideal Candidate Profile → Agentic LinkedIn Sourcing (Boolean mastery, 50-100 profiles/day) → Multi-Platform Sourcing (GitHub, Twitter/X, Stack Overflow, communities) → Outreach Engine (personalized templates, follow-up cadence, 25-40% reply rates) → Screening & Qualification (15-min phone screen script, green/red flags) → Pipeline Building (hot/warm/cold/nurture tiers, monthly nurture touchpoints). Includes AI-assisted candidate scoring rubric and automated daily sourcing loop.
 ### 10. HR Job Description Forge
 **Write JDs that attract top talent — not filter it out.**
 5-phase workflow: Role Definition (what will they accomplish in 90 days?) → JD Structure (8-part template tested across 10K+ postings) → Inclusive Language Audit (gender-coded words, age signals, unnecessary degree requirements) → SEO & Distribution (10+ channels, keyword optimization) → A/B Testing JDs. Includes engineering and non-technical role templates. Anti-patterns section keeps you from common mistakes.
 ### 11. HR Interview Designer
 **Structured interviews that predict performance and eliminate bias.**
 5-phase workflow: Competency Mapping (JD requirements → interviewable competencies with 1-5 rubrics) → Interview Architecture (round structure, timing, panel composition) → Question Bank (system design, coding, behavioral STAR, leadership, reverse interview) → Rubric Design (5-point scored rubrics per question with evidence requirements) → Debrief Framework (simultaneous score sharing, anti-bias rules, decision framework). Candidate experience checklist included.
 ### 12. HR Offer Architect
 **Design compelling offers that close top candidates without overpaying.**
 5-phase workflow: Compensation Benchmarking (P25-P90 across 7 data sources) → Offer Structure (base, bonus, equity, sign-on, benefits, title — every component with negotiation leverage) → Offer Presentation (verbal-first delivery, written within 24 hours, personal touches) → Handling Negotiations (scripts for: more base, competing offers, more equity, different title, remote requests) → Closing Best Practices. Includes startup-specific equity communication guide.
 ### 13. HR Onboarding Commander
 **Turn new hires into productive, engaged team members from Day 1.**
 5-phase workflow: Pre-boarding (logistics, people, communication — everything ready before Day 1) → Week 1 (day-by-day schedule: welcome, setup, first task, team introductions) → Week 2-4 (ramp: first feature, codebase walkthrough, first month check-in) → Month 2-3 (ownership, cross-functional relationships, Day 90 review with 6 structured questions) → Remote Adaptations (over-invest in communication, documentation, inclusion). Warning sign detection at every stage.
 ### 14. HR Retention Radar
 **Predict attrition risk, diagnose causes, and retain your best people.**
 5-phase workflow: Flight Risk Detection (14-signal scorecard, quarterly scoring) → Stay Interview Framework (10 questions, conducted by HR/skip-level, not direct manager) → Root Cause Diagnosis (5 categories: manager issues, growth stagnation, comp disconnect, burnout, culture misalignment — with targeted fixes for each) → Retention Playbooks (top performers, new hires, tenured employees, team-wide disengagement) → Retention Infrastructure (comp, growth, recognition, management quality, culture systems). Exit interview framework included.
 ### 15. HR Culture Architect
 **Build, measure, and evolve a culture that attracts great people.**
 5-phase workflow: Culture Audit (10-dimension scoring: trust, autonomy, growth, inclusion, transparency, accountability, collaboration, recognition, wellbeing, purpose) → Values Definition (specific, testable, sometimes controversial — with behavioral examples and hire/fire criteria) → Culture Rituals (daily, weekly, monthly, quarterly, annual — with anti-rituals to eliminate) → Culture at Scale (inflection points: 1→10, 10→50, 50→200, 200→1000, 1000+ with specific actions at each stage) → Measuring Culture Health (eNPS, attrition rate, engagement scores, qualitative themes).
 ### 16. HR Talent Pipeline Builder
 **Build a continuous talent engine — not reactive, one-off recruiting.**
 5-phase workflow: Hiring Forecast (rolling 12-month plan by quarter with priority, timeline, and source strategy) → Employer Brand Engine (career page audit, LinkedIn/engineering blog/Twitter content strategy, Glassdoor management, events) → Pipeline Categories (4 tiers: active candidates, warm leads, passive prospects, future talent with CRM structure) → Nurture Programs (monthly touchpoints, quarterly events, referral engine, university pipeline) → Pipeline Metrics (funnel conversion rates, coverage ratios, time-to-fill, cost-per-hire, source quality). Diversity & inclusion pipeline section included.
 ---
 ## Quick Start
 ### Prerequisites
@@ -187,6 +268,36 @@ curl -o ~/.claude/skills/resume-architect.md https://github.rommark.dev/admin/Jo
 3. cover-letter-craft   → Review your existing letter for consistency
 ```
 ### Hiring for a New Role (HR)
 ```
 1. hr-talent-pipeline   → Check pipeline before sourcing externally
 2. hr-job-description-forge → Write a compelling, inclusive JD
 3. hr-candidate-hunter  → Agentic sourcing across LinkedIn, GitHub, Twitter
 4. hr-interview-designer → Build structured interviews with scored rubrics
 5. hr-offer-architect   → Design and present a competitive offer package
 6. hr-onboarding-commander → 90-day plan from pre-boarding to full productivity
 ```
 ### Retaining Your Team (HR)
 ```
 1. hr-retention-radar   → Score flight risk and run stay interviews
 2. hr-culture-architect → Audit culture health and build rituals
 3. hr-talent-pipeline   → Forecast hiring needs and build employer brand
 4. hr-offer-architect   → Benchmark comp for market adjustments
 ```
 ### Building an HR Practice from Scratch
 ```
 1. hr-culture-architect   → Define values and build rituals first
 2. hr-talent-pipeline     → Set up hiring forecast and employer brand
 3. hr-job-description-forge → Create JD templates for your company
 4. hr-interview-designer  → Build reusable question banks and rubrics
 5. hr-candidate-hunter    → Set up sourcing channels and outreach templates
 6. hr-offer-architect     → Establish comp bands and offer process
 7. hr-onboarding-commander → Create onboarding templates per role
 8. hr-retention-radar     → Set up quarterly stay interviews and risk scoring
 ```
 ---
 ## Platform-Specific Installation
@@ -201,7 +312,7 @@ Claude Code uses a skill system with markdown files stored in named directories
 # Create skills directory structure
 mkdir -p ~/.claude/skills
-# Clone and copy all skills
+# Clone and copy all 16 skills (Career + HR Team)
 git clone https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet.git /tmp/career-arsenal
 for skill in /tmp/career-arsenal/skills/*.md; do
  name=$(basename "$skill" .md)
@@ -209,9 +320,21 @@ for skill in /tmp/career-arsenal/skills/*.md; do
  cp "$skill" ~/.claude/skills/"$name"/skill.md
 done
 # Or install only Career Skills
 for skill in jobhunter-master resume-architect cover-letter-craft interview-commander salary-negotiator career-gps linkedin-optimizer job-switch-advisor; do
  mkdir -p ~/.claude/skills/$skill
  cp /tmp/career-arsenal/skills/$skill.md ~/.claude/skills/$skill/skill.md
 done
 # Or install only HR Team Skills
 for skill in hr-candidate-hunter hr-job-description-forge hr-interview-designer hr-offer-architect hr-onboarding-commander hr-retention-radar hr-culture-architect hr-talent-pipeline; do
  mkdir -p ~/.claude/skills/$skill
  cp /tmp/career-arsenal/skills/$skill.md ~/.claude/skills/$skill/skill.md
 done
 # Or install a single skill
-mkdir -p ~/.claude/skills/resume-architect
+mkdir -p ~/.claude/skills/hr-candidate-hunter
-cp /tmp/career-arsenal/skills/resume-architect.md ~/.claude/skills/resume-architect/skill.md
+cp /tmp/career-arsenal/skills/hr-candidate-hunter.md ~/.claude/skills/hr-candidate-hunter/skill.md
 ```
 Activate in your session:
@@ -236,7 +359,7 @@ OpenClaw uses `SKILL.md` files inside `~/.openclaw/skills/<name>/` directories a
 # Clone the repository
 git clone https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet.git /tmp/career-arsenal
-# Install all skills into OpenClaw
+# Install all 16 skills into OpenClaw
 for skill in /tmp/career-arsenal/skills/*.md; do
  name=$(basename "$skill" .md)
  mkdir -p ~/.openclaw/skills/"$name"
@@ -244,13 +367,15 @@ for skill in /tmp/career-arsenal/skills/*.md; do
 done
 # Or install individual skills
-mkdir -p ~/.openclaw/skills/salary-negotiator
+mkdir -p ~/.openclaw/skills/hr-candidate-hunter
-cp /tmp/career-arsenal/skills/salary-negotiator.md ~/.openclaw/skills/salary-negotiator/SKILL.md
+cp /tmp/career-arsenal/skills/hr-candidate-hunter.md ~/.openclaw/skills/hr-candidate-hunter/SKILL.md
 ```
 Optionally, register the skills in your workspace configuration. Add to `~/.openclaw/workspace/AGENTS.md`:
 ```markdown
 ## Career Arsenal Skills
 ### Career Skills
 - jobhunter-master — Multi-phase job hunting workflow
 - resume-architect — ATS-optimized resume generation
 - cover-letter-craft — Persuasive cover letter writing
@@ -259,6 +384,16 @@ Optionally, register the skills in your workspace configuration. Add to `~/.open
 - career-gps — Strategic career planning and gap analysis
 - linkedin-optimizer — LinkedIn profile and content optimization
 - job-switch-advisor — Data-driven stay/switch decision framework
 ### HR Team Skills
 - hr-candidate-hunter — Agentic LinkedIn sourcing and outreach automation
 - hr-job-description-forge — Inclusive, SEO-optimized job descriptions
 - hr-interview-designer — Structured interviews with scored rubrics
 - hr-offer-architect — Compensation benchmarking and offer design
 - hr-onboarding-commander — 90-day onboarding plans and ramp tracking
 - hr-retention-radar — Flight risk detection and retention playbooks
 - hr-culture-architect — Culture audits, values, rituals, and scaling
 - hr-talent-pipeline — Hiring forecasts, employer brand, and pipeline metrics
 ```
 Skills are available to all OpenClaw agents once installed. Reference them by name in agent prompts.
@@ -287,6 +422,7 @@ cat > AGENTS.md << 'EOF'
 Load the following skill files as context when the user asks about career-related tasks:
 Career Skills:
 - `jobhunter-master.md` — Active job search workflow
 - `resume-architect.md` — Resume generation and ATS optimization
 - `cover-letter-craft.md` — Cover letter writing
@@ -295,6 +431,16 @@ Load the following skill files as context when the user asks about career-relate
 - `career-gps.md` — Long-term career planning
 - `linkedin-optimizer.md` — LinkedIn optimization
 - `job-switch-advisor.md` — Stay/switch decision analysis
 HR Team Skills:
 - `hr-candidate-hunter.md` — Agentic LinkedIn sourcing
 - `hr-job-description-forge.md` — Inclusive JD writing
 - `hr-interview-designer.md` — Structured interview design
 - `hr-offer-architect.md` — Offer design and negotiation
 - `hr-onboarding-commander.md` — 90-day onboarding plans
 - `hr-retention-radar.md` — Flight risk and retention
 - `hr-culture-architect.md` — Culture audits and values
 - `hr-talent-pipeline.md` — Talent pipeline and employer brand
 EOF
 # Launch OpenCode in this directory
@@ -317,7 +463,7 @@ TRAE is ByteDance's AI-powered IDE. In SOLO mode at [solo.trae.ai](https://solo.
 ```markdown
 # Career Arsenal — AI Career Skills for TRAE SOLO
-You have access to 8 career skill modules. When the user asks about any career-related topic, identify the matching skill and apply its full phased workflow.
+You have access to 16 skill modules across two sets. When the user asks about any career or HR topic, identify the matching skill and apply its full phased workflow.
 ---
@@ -454,6 +600,127 @@ You have access to 8 career skill modules. When the user asks about any career-r
 ---
 ## Skill 9: HR Candidate Hunter
 **Source:** [hr-candidate-hunter.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-candidate-hunter.md)
 **Purpose:** Agentic LinkedIn sourcing, Boolean search, multi-platform recruiting, and outreach automation.
 **Workflow — 6 Phases:**
 1. **Ideal Candidate Profile** — Define must-haves, preferences, nice-to-haves, cultural signals, anti-patterns
 2. **Agentic LinkedIn Sourcing** — Boolean search strings by role, 50-100 profiles/day, sourcing cadence
 3. **Multi-Platform Sourcing** — GitHub, Twitter/X, Stack Overflow, communities, portfolio sites
 4. **Outreach Engine** — Personalized templates (LinkedIn, email, cold), follow-up cadence (Day 0/3/7/14), reply rate benchmarks
 5. **Screening & Qualification** — 15-min phone screen script, green/red flags, score framework
 6. **Pipeline Building** — Hot/Warm/Cold/Nurture tiers, nurture tactics, pipeline metrics
 **When to activate:** HR needs to source candidates for a role, build a talent pipeline, or improve outreach reply rates.
 ---
 ## Skill 10: HR Job Description Forge
 **Source:** [hr-job-description-forge.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-job-description-forge.md)
 **Purpose:** Write inclusive, SEO-optimized JDs that attract top talent.
 **Workflow — 5 Phases:**
 1. **Role Definition** — 6 questions before writing (90-day outcomes, hardest part, success metrics, differentiator, comp range)
 2. **JD Structure** — 8-part template: Title → Hook → What You'll Do → What You've Done → Bonus → What We Offer → Team → How to Apply
 3. **Inclusive Language Audit** — Gender-coded words, age signals, unnecessary degree requirements, exclusionary phrasing
 4. **SEO & Distribution** — Title keywords, body keywords, 10+ distribution channels
 5. **A/B Testing JDs** — Version A (traditional) vs Version B (modern), track volume and quality
 **When to activate:** HR needs to write a job description, improve existing JDs, or increase application volume.
 ---
 ## Skill 11: HR Interview Designer
 **Source:** [hr-interview-designer.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-interview-designer.md)
 **Purpose:** Design structured interviews that predict performance and eliminate bias.
 **Workflow — 5 Phases:**
 1. **Competency Mapping** — Map JD requirements to interviewable competencies with 1-5 score rubrics
 2. **Interview Architecture** — Round structure (screen, system design, behavioral, hiring manager), timing, panel composition
 3. **Question Bank** — System design, coding, behavioral STAR, leadership, reverse interview questions
 4. **Rubric Design** — 5-point scored rubrics per question with evidence requirements and calibration rules
 5. **Debrief Framework** — Simultaneous score sharing, anti-bias rules, decision framework (strong hire → no hire)
 **When to activate:** HR needs to design an interview process, create scorecards, or reduce bias in hiring.
 ---
 ## Skill 12: HR Offer Architect
 **Source:** [hr-offer-architect.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-offer-architect.md)
 **Purpose:** Design compelling offers that close top candidates without overpaying.
 **Workflow — 5 Phases:**
 1. **Compensation Benchmarking** — P25-P90 data from levels.fyi, Glassdoor, Blind, LinkedIn, Wellfound, Robert Half
 2. **Offer Structure** — Base, bonus, equity/RSU, sign-on, benefits, title — with negotiation leverage per component
 3. **Offer Presentation** — Verbal-first delivery, written within 24 hours, personal touches, follow-up
 4. **Handling Negotiations** — Scripts for: more base, competing offers, more equity, different title, remote requests
 5. **Closing Best Practices** — Speed, personal touch, friction removal, close rate optimization
 **When to activate:** HR needs to benchmark compensation, design an offer package, or handle candidate negotiations.
 ---
 ## Skill 13: HR Onboarding Commander
 **Source:** [hr-onboarding-commander.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-onboarding-commander.md)
 **Purpose:** Turn new hires into productive, engaged team members from Day 1.
 **Workflow — 5 Phases:**
 1. **Pre-boarding** — Logistics checklist, buddy/mentor assignment, team notification, welcome email + pre-reading packet
 2. **Week 1** — Day-by-day: welcome, IT setup, buddy intro, team lunch, product walkthrough, first small task, architecture walkthrough
 3. **Week 2-4** — First real feature (paired), design doc reading, first independent contribution, 1-month check-in
 4. **Month 2-3** — Own a feature, build cross-functional relationships, Day 90 review with 6 structured questions
 5. **Remote Adaptations** — Over-invest in communication, documentation, and inclusion for remote hires
 **When to activate:** HR needs to create an onboarding plan, improve new hire ramp time, or set up remote onboarding.
 ---
 ## Skill 14: HR Retention Radar
 **Source:** [hr-retention-radar.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-retention-radar.md)
 **Purpose:** Predict attrition risk, diagnose causes, and retain your best people.
 **Workflow — 5 Phases:**
 1. **Flight Risk Detection** — 14-signal scorecard, quarterly scoring (low/medium/high risk), special attention for top performers
 2. **Stay Interview Framework** — 10 questions, conducted by HR/skip-level (not direct manager), confidential, 30-day action follow-up
 3. **Root Cause Diagnosis** — 5 categories: manager issues, growth stagnation, comp disconnect, burnout, culture misalignment
 4. **Retention Playbooks** — Targeted strategies for top performers, new hires, tenured employees, team-wide disengagement
 5. **Retention Infrastructure** — Comp benchmarking, growth paths, recognition, manager training, culture systems
 **When to activate:** HR suspects someone might leave, wants to run stay interviews, or needs to build retention systems.
 ---
 ## Skill 15: HR Culture Architect
 **Source:** [hr-culture-architect.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-culture-architect.md)
 **Purpose:** Build, measure, and evolve a culture that attracts great people and repels toxic ones.
 **Workflow — 5 Phases:**
 1. **Culture Audit** — 10 dimensions scored 1-10: trust, autonomy, growth, inclusion, transparency, accountability, collaboration, recognition, wellbeing, purpose
 2. **Values Definition** — Specific, testable, sometimes controversial values with behavioral examples and hire/fire criteria
 3. **Culture Rituals** — Daily/weekly/monthly/quarterly/annual rituals with anti-rituals to eliminate
 4. **Culture at Scale** — Inflection points at 1→10, 10→50, 50→200, 200→1000, 1000+ with specific scaling checklist
 5. **Measuring Culture Health** — eNPS, attrition rate, engagement scores, qualitative themes, Glassdoor ratings
 **When to activate:** HR needs to assess culture health, define company values, or plan culture as the company scales.
 ---
 ## Skill 16: HR Talent Pipeline Builder
 **Source:** [hr-talent-pipeline.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-talent-pipeline.md)
 **Purpose:** Build a continuous talent engine — not reactive, one-off recruiting.
 **Workflow — 5 Phases:**
 1. **Hiring Forecast** — Rolling 12-month plan by quarter with priority, timeline, source strategy, and budget
 2. **Employer Brand Engine** — Career page audit, content strategy (LinkedIn, blog, Twitter), Glassdoor management, events
 3. **Pipeline Categories** — 4 tiers: Active Candidates, Warm Leads, Passive Prospects, Future Talent with CRM structure
 4. **Nurture Programs** — Monthly touchpoints, quarterly events, referral engine ($3K-10K bonus), university pipeline
 5. **Pipeline Metrics** — Funnel conversion, pipeline coverage (5:1), time-to-fill, cost-per-hire, source quality, offer acceptance rate
 **When to activate:** HR needs to plan hiring, build employer brand, create a talent pipeline, or set up referral programs.
 ---
 ## How to Use in TRAE SOLO
 ### Quick invocation examples:
@@ -465,12 +732,22 @@ You have access to 8 career skill modules. When the user asks about any career-r
 - "Where should my career be in 3 years?" → activate Career GPS
 - "Optimize my LinkedIn profile" → activate LinkedIn Optimizer
 - "Should I quit my job?" → activate Job Switch Advisor
 - "Source candidates for [Role] on LinkedIn" → activate HR Candidate Hunter
 - "Write a job description for [Role]" → activate HR JD Forge
 - "Design an interview process for [Role]" → activate HR Interview Designer
 - "Help me structure an offer for [Candidate]" → activate HR Offer Architect
 - "Create an onboarding plan for new [Role]" → activate HR Onboarding Commander
 - "I think someone on my team might leave" → activate HR Retention Radar
 - "Audit our company culture" → activate HR Culture Architect
 - "Build a talent pipeline for next year" → activate HR Talent Pipeline Builder
 ### Skill chaining:
 Skills are designed to work in sequence. Common chains:
 - **Full job search:** Career GPS → Job Switch Advisor → LinkedIn Optimizer → JobHunter Master → Resume Architect + Cover Letter Craft → Interview Commander → Salary Negotiator
 - **Quick apply:** Resume Architect + Cover Letter Craft for a specific posting
 - **Offer stage:** Interview Commander (prep) → Salary Negotiator (close)
 - **Full hiring process:** HR Talent Pipeline → HR JD Forge → HR Candidate Hunter → HR Interview Designer → HR Offer Architect → HR Onboarding Commander
 - **Retention rescue:** HR Retention Radar → HR Culture Architect → HR Offer Architect (comp adjustment)
 ### Loading full skill content:
 For the richest experience, fetch the full skill file and paste it into the chat:
@@ -498,7 +775,9 @@ https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-Claud
 "My offer is $150k base at a Series B startup. Help me negotiate."
 ```
-All 8 skill files available:
+All 16 skill files available:
 **Career Skills:**
 - [jobhunter-master.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/jobhunter-master.md)
 - [resume-architect.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/resume-architect.md)
 - [cover-letter-craft.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/cover-letter-craft.md)
@@ -508,6 +787,16 @@ All 8 skill files available:
 - [linkedin-optimizer.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/linkedin-optimizer.md)
 - [job-switch-advisor.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/job-switch-advisor.md)
 **HR Team Skills:**
 - [hr-candidate-hunter.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-candidate-hunter.md)
 - [hr-job-description-forge.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-job-description-forge.md)
 - [hr-interview-designer.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-interview-designer.md)
 - [hr-offer-architect.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-offer-architect.md)
 - [hr-onboarding-commander.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-onboarding-commander.md)
 - [hr-retention-radar.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-retention-radar.md)
 - [hr-culture-architect.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-culture-architect.md)
 - [hr-talent-pipeline.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-talent-pipeline.md)
 ### Hermes Agent
 Hermes Agent supports custom skill files that can be loaded into agent sessions.
@@ -516,7 +805,7 @@ Hermes Agent supports custom skill files that can be loaded into agent sessions.
 # Clone the repository
 git clone https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet.git /tmp/career-arsenal
-# Copy skills to your Hermes configuration directory
+# Copy all 16 skills to your Hermes configuration directory
 mkdir -p ~/.hermes/skills
 cp /tmp/career-arsenal/skills/*.md ~/.hermes/skills/
@@ -524,6 +813,7 @@ cp /tmp/career-arsenal/skills/*.md ~/.hermes/skills/
 # Add to your agent configuration file:
 #
 # skills:
 #   # Career Skills
 #   - path: ~/.hermes/skills/jobhunter-master.md
 #   - path: ~/.hermes/skills/resume-architect.md
 #   - path: ~/.hermes/skills/cover-letter-craft.md
@@ -532,25 +822,35 @@ cp /tmp/career-arsenal/skills/*.md ~/.hermes/skills/
 #   - path: ~/.hermes/skills/career-gps.md
 #   - path: ~/.hermes/skills/linkedin-optimizer.md
 #   - path: ~/.hermes/skills/job-switch-advisor.md
 #   # HR Team Skills
 #   - path: ~/.hermes/skills/hr-candidate-hunter.md
 #   - path: ~/.hermes/skills/hr-job-description-forge.md
 #   - path: ~/.hermes/skills/hr-interview-designer.md
 #   - path: ~/.hermes/skills/hr-offer-architect.md
 #   - path: ~/.hermes/skills/hr-onboarding-commander.md
 #   - path: ~/.hermes/skills/hr-retention-radar.md
 #   - path: ~/.hermes/skills/hr-culture-architect.md
 #   - path: ~/.hermes/skills/hr-talent-pipeline.md
 ```
 Or load a skill inline when starting a Hermes session:
 ```bash
 # Load a specific skill into context
-hermes --skill ~/.hermes/skills/salary-negotiator.md
+hermes --skill ~/.hermes/skills/hr-candidate-hunter.md
-# Load all career skills
+# Load all skills
 hermes --skills-dir ~/.hermes/skills/
 ```
-Once loaded, reference skills by name in your conversation. Hermes will apply the full workflow when it detects career-related requests.
+Once loaded, reference skills by name in your conversation. Hermes will apply the full workflow when it detects career or HR-related requests.
 ---
 ## Skill Integrations
-Each skill works standalone, but they're designed to work together:
+Each skill works standalone, but they're designed to work together — within each set AND across sets:
 ### Career Skills Flow
 ```
 career-gps ──────── Sets long-term direction
    │
@@ -574,6 +874,49 @@ interview-commander ─ Prepares you for every round
 salary-negotiator ── Maximizes your offer
 ```
 ### HR Team Skills Flow
 ```
 hr-talent-pipeline ── Forecasts needs and builds employer brand
    │
    ▼
 hr-job-description-forge ─ Writes compelling JDs
    │
    ▼
 hr-candidate-hunter ── Agentic sourcing (LinkedIn, GitHub, etc.)
    │
    ▼
 hr-interview-designer ─ Structured interviews with scored rubrics
    │
    ▼
 hr-offer-architect ─── Designs and presents competitive offers
    │
    ▼
 hr-onboarding-commander → 90-day ramp to full productivity
    │
    ▼
 hr-retention-radar ──── Detects flight risk, diagnoses causes
    │
    ▼
 hr-culture-architect ── Measures and evolves culture health
 ```
 ### Cross-Set Integration
 ```
 Career Skills                          HR Team Skills
 ─────────────                          ──────────────
 interview-commander  ◀──shares───▶  hr-interview-designer
 (candidate prep)              (interview design)
 salary-negotiator    ◀──shares───▶  hr-offer-architect
 (market research)            (comp benchmarking)
 linkedin-optimizer   ◀──shares───▶  hr-candidate-hunter
 (profile optimization)      (LinkedIn sourcing)
 career-gps           ◀──shares───▶  hr-retention-radar
 (career trajectory)         (growth & retention)
 ```
 Skills also integrate with external Claude Code skills:
 - **browser** — LinkedIn automation, web research, job board scraping
 - **bird** — Twitter/X engagement and networking
@@ -585,30 +928,54 @@ Skills also integrate with external Claude Code skills:
 ## File Structure
 ```
-~/.claude/skills/
+skills/
-  jobhunter-master.md       # Multi-phase job hunting
+  # Career Skills (Job Seekers)
-  resume-architect.md       # ATS-optimized resume generation
+  jobhunter-master.md           # Multi-phase job hunting
-  cover-letter-craft.md     # Persuasive cover letter writing
+  resume-architect.md           # ATS-optimized resume generation
-  interview-commander.md    # Interview preparation & mock sessions
+  cover-letter-craft.md         # Persuasive cover letter writing
-  salary-negotiator.md      # Compensation research & negotiation
+  interview-commander.md        # Interview preparation & mock sessions
-  career-gps.md             # Strategic career planning
+  salary-negotiator.md          # Compensation research & negotiation
-  linkedin-optimizer.md     # LinkedIn profile & content optimization
+  career-gps.md                 # Strategic career planning
-  job-switch-advisor.md     # Stay/switch decision analysis
+  linkedin-optimizer.md         # LinkedIn profile & content optimization
  job-switch-advisor.md         # Stay/switch decision analysis
  # HR Team Skills (Hiring Teams)
  hr-candidate-hunter.md        # Agentic LinkedIn sourcing & outreach
  hr-job-description-forge.md   # Inclusive, SEO-optimized JDs
  hr-interview-designer.md      # Structured interviews & rubrics
  hr-offer-architect.md         # Comp benchmarking & offer design
  hr-onboarding-commander.md    # 90-day onboarding plans
  hr-retention-radar.md         # Flight risk detection & retention
  hr-culture-architect.md       # Culture audit & values definition
  hr-talent-pipeline.md         # Hiring forecasts & employer brand
 ~/memory/
-  career-plan.md            # Long-term career roadmap
+  # Career outputs
-  job-targets.md            # Active job search targets
+  career-plan.md                # Long-term career roadmap
-  story-arsenal.md          # Interview stories (STAR format)
+  job-targets.md                # Active job search targets
-  comp-research/            # Salary market data
+  story-arsenal.md              # Interview stories (STAR format)
-  cover-letters/            # Per-application letters
+  comp-research/                # Salary market data
-  resumes/                  # Per-application resumes
+  cover-letters/                # Per-application letters
-  interview-prep/           # Interview preparation notes
+  resumes/                      # Per-application resumes
  interview-prep/               # Interview preparation notes
  # HR outputs
  hr/
    candidate-tracker-[role].md  # Candidate tracking per role
    pipeline-[department].md     # Department talent pipeline
    hiring-forecast-[year].md    # Annual hiring plan
    culture-audit-[date].md      # Quarterly culture assessment
    retention-scorecard-[q].md   # Quarterly flight risk scores
    interview-plan-[role].md     # Interview plans per role
    onboarding-[employee].md     # Individual onboarding plans
    offer-[candidate]-[date].md  # Offer details per candidate
 ```
 ---
 ## Who Is This For?
 **Career Skills — For Individuals:**
 - **Software engineers** applying to 50+ companies with the same resume
 - **Career changers** breaking into tech (or out of it)
 - **Senior engineers** targeting staff/principal at specific companies
@@ -616,6 +983,14 @@ Skills also integrate with external Claude Code skills:
 - **Freelancers** building a consulting practice
 - **Anyone** who's ever accepted a job offer without negotiating
 **HR Team Skills — For Hiring Teams:**
 - **HR managers** sourcing candidates across LinkedIn, GitHub, and communities
 - **Recruiters** tired of generic outreach that gets ignored
 - **Hiring managers** running inconsistent or unstructured interviews
 - **Founders** building an HR practice from scratch at early-stage startups
 - **People ops teams** improving retention, culture, and onboarding
 - **Anyone** who's ever lost a great hire to a slow offer process
 ---
 ## Contributing
--- a/skills/hr-candidate-hunter.md
+++ b/skills/hr-candidate-hunter.md
@@ -0,0 +1,295 @@
 # HR Candidate Hunter
 **Agentic candidate sourcing, LinkedIn outreach, and talent pipeline management.**
 Stop waiting for applicants. The best candidates aren't applying — they're being found. This skill turns HR into a talent intelligence operation.
 ## Philosophy
 Traditional recruiting is post-and-pray. Modern recruiting is **identify, engage, convert**. The best hires are passive candidates who don't know they want to leave yet.
 The model:
 1. **Profile** — Define the ideal candidate beyond the job description
 2. **Source** — Multi-platform search with Boolean mastery
 3. **Engage** — Personalized outreach that gets replies (not ignores)
 4. **Qualify** — Screen efficiently without killing the candidate experience
 5. **Nurture** — Build a pipeline for roles that aren't open yet
 ## Input Required
 - Job description or role requirements
 - Company info (stage, culture, perks, location, remote policy)
 - Compensation range
 - Timeline and urgency
 - Any existing candidate pool or CRM data
 ## Workflow
 ### Phase 1: Ideal Candidate Profile
 ```
 Before searching, define WHO you're looking for:
 Must-Have (deal-breakers if missing):
  - [Required skill/experience 1]
  - [Required skill/experience 2]
  - [Required skill/experience 3]
 Strong Preferences (flexible for exceptional candidates):
  - [Preferred background]
  - [Preferred industry experience]
  - [Preferred location/working model]
 Nice-to-Have (differentiators, not requirements):
  - [Bonus skill]
  - [Relevant certification]
  - [Specific company background]
 Cultural Signals (harder to search, easier to screen):
  - Grit/perseverance indicators
  - Intellectual curiosity signals
  - Collaboration evidence
  - Growth mindset markers
 Anti-patterns (red flags to filter OUT):
  - Job hopping without growth (4+ roles in 5 years with no title progression)
  - Skills listed without context
  - Misaligned compensation expectations
  - Values misalignment with company culture
 ```
 ### Phase 2: Agentic LinkedIn Sourcing
 ```
 LinkedIn is the primary sourcing channel. Here's how to use it systematically:
 Boolean Search Strings:
 For Software Engineers:
 "(("software engineer" OR "software developer" OR SDE)
 ("distributed systems" OR "microservices" OR "system design")
 (Python OR Java OR Go OR Rust))
 NOT ("recruiter" OR "HR" OR "human resources")
 ("series a" OR "series b" OR "startup" OR "scale-up")"
 For Product Managers:
 "(("product manager" OR "senior product manager")
 ("roadmap" OR "product strategy" OR "PRD")
 ("B2B" OR "SaaS" OR "platform"))
 NOT ("associate product manager" OR "product marketing")"
 For Designers:
 "(("product designer" OR "UX designer" OR "senior designer")
 ("design systems" OR "Figma" OR "user research")
 ("mobile" OR "web" OR "enterprise"))"
 Search Filters to Apply:
 - Title: Exact or related titles (current, not past)
 - Location: City, region, or "Open to remote"
 - Company: Current company size or type
 - School: Target universities (if relevant)
 - Years of experience: Appropriate range
 - "Open to work" filter: Passive + active candidates
 Sourcing cadence:
 - 50-100 profiles reviewed per role per day
 - 20-30 connection requests per day (LinkedIn limit)
 - 10-15 personalized messages per day
 - Track all outreach in candidate tracker
 ```
 ### Phase 3: Multi-Platform Sourcing
 ```
 Don't rely on LinkedIn alone. Source across platforms:
 GitHub (for engineers):
 - Search repos using target languages/frameworks
 - Check contribution quality, not just count
 - Look for maintainers of relevant open-source projects
 - Reach out via email found in commit history or profile
 Twitter/X (for builders and creators):
 - Search industry hashtags (#buildinpublic, #engineering)
 - Find people sharing technical content
 - Engage with their content before reaching out
 - DM for warm introduction
 Stack Overflow (for engineers):
 - Top answerers in relevant tags
 - People asking thoughtful questions
 - Community reputation as signal
 Industry Communities:
 - Discord/Slack communities in target domain
 - Meetup speakers and organizers
 - Conference speakers and workshop leaders
 - Open source community members
 Portfolio Sites:
 - Dribbble/Behance (designers)
 - Product Hunt makers (product people)
 - Substack/Medium authors (thought leaders)
 - YouTube creators (educators/builders)
 ```
 ### Phase 4: Outreach Engine
 ```
 Outreach templates that get replies (NOT generic recruiter spam):
 LinkedIn Connection Request (300 char limit):
 "Hi [Name], your work on [specific project/post/skill] caught my
 eye. We're building [what] at [Company] and looking for someone
 with [specific expertise]. Would love to share details."
 First Message (after connection):
 "Thanks for connecting, [Name].
 I reached out because [specific reason — NOT "I came across your
 profile"]. We're hiring a [Role] at [Company] and your background
 in [specific skill/experience] is exactly what we need.
 Quick details:
 - Role: [Title]
 - Team: [Size, what they build]
 - Tech: [Stack]
 - Comp: [Range if shareable]
 - Remote: [Policy]
 Would you be open to a 15-min chat this week? No pressure either
 way — happy to just share what we're building."
 Cold Email (for GitHub/portfolio sourced candidates):
 Subject: [Specific compliment — NOT "exciting opportunity"]
 "Hi [Name],
 I found your work on [specific repo/project/article] and was
 impressed by [specific detail]. That's rare to see.
 I'm [Name] at [Company]. We're [brief company context — 1 line].
 We're looking for a [Role] to [specific challenge they'd solve].
 Based on your [specific experience], I think you'd thrive here.
 If you're at all curious, I'd love to share more. No commitment.
 [Your Name]
 [Link to company or role page]"
 Follow-up cadence:
 - Day 0: Initial outreach
 - Day 3: Gentle follow-up (different angle)
 - Day 7: Value-add follow-up (share relevant content)
 - Day 14: Final check-in (respect the silence)
 Reply rate benchmarks:
 - Generic recruiter message: 5-10%
 - Personalized message: 25-40%
 - Warm referral: 50-70%
 - Engaged-with-their-content-first: 35-50%
 ```
 ### Phase 5: Screening & Qualification
 ```
 Before the hiring manager sees anyone, pre-qualify:
 15-Minute Phone Screen Script:
 1. "Tell me about what you're working on now." (2 min)
   → Are they articulate? Passionate? Honest about challenges?
 2. "What are you looking for in your next role?" (2 min)
   → Align motivations with what you offer
 3. "Walk me through a recent project you're proud of." (5 min)
   → Depth of knowledge, ownership, impact language
 4. "What's your ideal timeline for a move?" (1 min)
   → Are they actively looking, passively open, or just curious?
 5. "What compensation range would make you excited?" (1 min)
   → Align expectations before investing more time
 6. "Any questions about the role or company?" (4 min)
   → Their questions reveal their priorities
 Green flags from screen:
 - Asks thoughtful questions about the team/challenges
 - Speaks in specifics, not generalities
 - Talks about impact, not just activity
 - Honest about gaps and growth areas
 Red flags from screen:
 - Vague about their own work
 - Only motivated by money or title
 - Speaks negatively about current/past employers
 - No questions about the role
 - Compensation expectations wildly misaligned
 ```
 ### Phase 6: Pipeline Building
 ```
 Build a living talent pipeline, not a one-time search:
 Pipeline structure:
  Hot (ready to hire now):    5-10 candidates
  Warm (open in 1-3 months):  15-20 candidates
  Cold (future potential):     30-50 candidates
  Nurture (long-term):         50+ candidates
 Nurture tactics:
 - Monthly company update email (achievements, culture, openings)
 - Invite to company events, meetups, AMAs
 - Share relevant content (blog posts, talks, launches)
 - Congratulate on career milestones (promotions, launches)
 - Re-engage quarterly with personalized check-ins
 Pipeline metrics to track:
 - Source quality (which channels produce best candidates)
 - Response rate by outreach type
 - Time-to-engage (first contact → first response)
 - Conversion rate (outreach → screen → interview → offer)
 - Pipeline coverage (candidates per open role)
 ```
 ## Agentic Search Automation
 ```
 Automated sourcing workflows you can run with AI tools:
 Daily sourcing loop:
 1. Run Boolean searches across LinkedIn (50 profiles)
 2. Score each profile against ideal candidate profile (AI-assisted)
 3. Generate personalized outreach for top 15 matches
 4. Send connection requests with custom notes
 5. Log all activity in candidate tracker
 6. Flag high-priority candidates for immediate outreach
 Weekly pipeline review:
 1. Check response rates and adjust messaging
 2. Update pipeline status for all candidates
 3. Identify drop-off points in the funnel
 4. Source fresh candidates to maintain pipeline health
 5. Report pipeline status to hiring manager
 AI-assisted candidate scoring:
 For each candidate, rate (1-5):
 - Skill match: How well do they match must-haves?
 - Experience level: Appropriate seniority?
 - Culture signal: Evidence of cultural alignment?
 - Growth trajectory: Upward trend in career?
 - Availability signal: Any indicators of openness to move?
 - Compensation alignment: Likely within range?
 - Quality of work: Portfolio/GitHub/writing quality?
 Score 25+: Fast-track outreach
 Score 20-24: Standard outreach
 Score 15-19: Nurture pipeline
 Score <15: Pass
 ```
 ## Integration with Other Skills
 - **hr-job-description-forge**: Job descriptions inform candidate profiles
 - **hr-interview-designer**: Screening feeds into structured interviews
 - **hr-offer-architect**: Comp research informs sourcing strategy
 - **hr-talent-pipeline**: Pipeline management and long-term talent strategy
 - **hr-culture-architect**: Cultural values inform candidate filtering
 ## Files
 - `memory/hr/candidate-tracker-[role].md` — Active candidate tracking per role
 - `memory/hr/sourcing-plan-[role].md` — Sourcing strategy per role
 - `memory/hr/outreach-templates.md` — Tested outreach templates and response rates
 - `memory/hr/pipeline-[department].md` — Department talent pipeline
 - `memory/hr/sourcing-metrics.md` — Channel performance and conversion data
--- a/skills/hr-culture-architect.md
+++ b/skills/hr-culture-architect.md
@@ -0,0 +1,241 @@
 # HR Culture Architect
 **Build, measure, and evolve a culture that attracts great people and repels toxic ones.**
 Culture isn't ping-pong tables and free lunch. It's how people behave when no one is watching. This skill helps you design culture intentionally instead of letting it happen by accident.
 ## Philosophy
 Culture is the **operating system** of your organization. It determines how decisions get made, how conflict gets resolved, and who thrives vs. who leaves.
 The model:
 1. **Define** — What are your actual values (not the ones on the wall)?
 2. **Measure** — How do you know if culture is healthy or broken?
 3. **Build** — What rituals, processes, and structures reinforce it?
 4. **Defend** — How do you protect it as you scale?
 5. **Evolve** — When and how should culture change?
 ## Input Required
 - Company mission and business model
 - Current team size and growth plans
 - Founder/leadership values and behaviors
 - Known culture strengths and weaknesses
 - Industry and competitive landscape
 ## Workflow
 ### Phase 1: Culture Audit
 ```
 Assess your current culture across 10 dimensions:
 1. Trust (1-10):
   - Do people share bad news early?
   - Is vulnerability rewarded or punished?
   - Can people disagree openly with leadership?
 2. Autonomy (1-10):
   - Can individuals make decisions without approval?
   - Are decisions pushed to the lowest appropriate level?
   - Do people own their work end-to-end?
 3. Growth (1-10):
   - Is learning invested in systematically?
   - Do people have clear growth paths?
   - Is failure treated as a learning opportunity?
 4. Inclusion (1-10):
   - Do diverse voices get heard and valued?
   - Are there multiple paths to influence?
   - Do people feel they belong?
 5. Transparency (1-10):
   - Is information shared openly or hoarded?
   - Do people understand company strategy and financials?
   - Is decision-making visible?
 6. Accountability (1-10):
   - Do people follow through on commitments?
   - Is underperformance addressed promptly?
   - Are successes and failures owned publicly?
 7. Collaboration (1-10):
   - Do teams work together or in silos?
   - Is knowledge shared freely?
   - Are cross-functional projects successful?
 8. Recognition (1-10):
   - Is good work noticed and celebrated?
   - Are there formal and informal recognition systems?
   - Does recognition go beyond the usual suspects?
 9. Wellbeing (1-10):
   - Is sustainable work pace the norm?
   - Are mental health resources available and used?
   - Does leadership model healthy boundaries?
 10. Purpose (1-10):
    - Do people understand how their work matters?
    - Is the company mission motivating?
    - Is there pride in the product and impact?
 Scoring:
  80-100: Exceptional culture. Protect and refine.
  60-79:  Healthy with gaps. Targeted improvements.
  40-59:  Functional but fragile. Systematic work needed.
  Below 40: Culture is a liability. Urgent intervention required.
 ```
 ### Phase 2: Values Definition
 ```
 Define values that actually guide behavior:
 Bad values (vague, unactionable):
 - "Excellence" — Everyone thinks they're excellent
 - "Integrity" — Nobody says "we value dishonesty"
 - "Teamwork" — Meaningless without behavioral specificity
 Good values (specific, testable, sometimes controversial):
 - "Default to transparency" — Share unless there's a reason not to
 - "Disagree and commit" — Voice objections, then execute fully
 - "Customer obsession over competitor obsession" — Clear priority
 - "Boring is beautiful" — Prefer proven over novel
 - "Strong opinions, loosely held" — State your view, change with evidence
 Value definition framework:
 For each value, answer:
 1. What does this value LOOK LIKE in practice? (3 specific behaviors)
 2. What is the OPPOSITE of this value? (the behavior you're rejecting)
 3. When does this value create TENSION? (trade-offs and edge cases)
 4. How do you HIRE for this value? (interview questions)
 5. How do you FIRE for this value? (what violation looks like)
 Example:
 Value: "Default to Action"
 Behaviors: Ship first, ask permission second. Prefer progress over
           perfection. Make decisions with 70% confidence.
 Opposite: Analysis paralysis. Waiting for consensus. Escalating
          decisions that should be made locally.
 Tension: Moving fast sometimes breaks things. How do we balance
         speed with quality?
 Hire: "Tell me about a time you shipped something without asking
      permission. What happened?"
 Fire: Repeatedly escalating decisions that are within their scope.
      Spending weeks on analysis when a decision was needed in days.
 ```
 ### Phase 3: Culture Rituals
 ```
 Build rituals that reinforce your values:
 Daily Rituals:
 - Standup format that reinforces ownership (not status reports)
 - Slack customs (celebration channel, TIL channel, kudos bot)
 - Code review norms (teaching vs. gatekeeping)
 Weekly Rituals:
 - Demo/show-and-tell (celebrate shipped work)
 - Team retrospective (continuous improvement)
 - Manager 1:1s (career growth, not just task updates)
 Monthly Rituals:
 - All-hands meeting (transparent company updates)
 - New hire introductions (welcome ritual)
 - Peer recognition (formal shout-outs)
 Quarterly Rituals:
 - Hack weeks or creative time
 - Team offsites (plan + bond)
 - Career development conversations
 - Culture health survey
 Annual Rituals:
 - Company retreat (if remote, gather in person)
 - Compensation review and adjustment
 - 360 feedback cycle
 - Values reflection and update
 Anti-rituals (things to eliminate):
 - Meetings without agendas or outcomes
 - Slack threads that should be docs
 - Performance reviews that surprise people
 - "Quick syncs" that become recurring meetings
 ```
 ### Phase 4: Culture at Scale
 ```
 Culture breaks at specific inflection points. Plan for them:
 1→10 people: Founder culture
 Risk: Everything depends on the founder
 Action: Start documenting "how we do things"
 Keys: Hire for culture add, not just fit
 10→50 people: Team culture
 Risk: Subcultures form and diverge
 Action: Define values explicitly, create rituals
 Keys: First managers are culture carriers — hire carefully
 50→200 people: Department culture
 Risk: Silos form, "us vs. them" emerges
 Action: Cross-functional rituals, internal mobility
 Keys: Manager quality becomes the culture bottleneck
 200→1000 people: Organization culture
 Risk: Bureaucracy replaces trust, process replaces judgment
 Action: Principle-based decision-making, not rule-based
 Keys: Culture budget and dedicated culture team
 1000+ people: Enterprise culture
 Risk: Consistency vs. local autonomy tension
 Action: Culture metrics, local adaptation within principles
 Keys: Leadership modeling (culture flows down)
 Scaling checklist:
 □ Document culture explicitly at 10 people
 □ Create culture onboarding at 25 people
 □ Add culture interview questions at 50 people
 □ Hire HR/people lead at 50-100 people
 □ Start culture surveys at 100 people
 □ Build internal mobility at 200 people
 □ Create culture budget at 200 people
 ```
 ### Phase 5: Measuring Culture Health
 ```
 Quantitative measures:
 eNPS (Employee Net Promoter Score):
 "How likely are you to recommend [Company] as a place to work?"
  Promoters (9-10) - Detractors (0-6) = eNPS
  Target: +30 or above
  Below 0: Urgent attention needed
 Key metrics to track quarterly:
 - Voluntary attrition rate (target: <10% annually)
 - Average tenure
 - Internal mobility rate
 - Diversity metrics (representation at each level)
 - Engagement survey scores
 - PTO utilization rate
 - Time-to-fill for open roles (lower = employer brand is strong)
 - Offer acceptance rate (target: 80%+)
 - Glassdoor rating (target: 4.0+)
 Qualitative measures:
 - Stay interview themes (quarterly aggregation)
 - Exit interview patterns
 - Glassdoor review themes
 - Informal feedback from managers
 - Skip-level 1:1 insights
 ```
 ## Integration with Other Skills
 - **hr-candidate-hunter**: Culture informs candidate filtering and outreach
 - **hr-interview-designer**: Values are tested in interviews
 - **hr-onboarding-commander**: Culture transmission starts Day 1
 - **hr-retention-radar**: Culture health is the #1 retention factor
 - **hr-talent-pipeline**: Employer brand is a culture output
 ## Files
 - `memory/hr/culture-audit-[date].md` — Quarterly culture assessment
 - `memory/hr/values.md` — Company values with behavioral examples
 - `memory/hr/culture-rituals.md` — Ritual catalog and cadence
 - `memory/hr/enps-tracking.md` — eNPS scores over time
 - `memory/hr/culture-initiatives.md` — Active culture improvement projects
--- a/skills/hr-interview-designer.md
+++ b/skills/hr-interview-designer.md
@@ -0,0 +1,255 @@
 # HR Interview Designer
 **Design structured interviews that predict performance and eliminate bias.**
 Unstructured interviews are worse than random at predicting job performance. This skill builds evidence-based interview processes that work.
 ## Philosophy
 The best interviews are **structured, consistent, and scored**. Every candidate gets the same questions, evaluated against the same rubric, by a calibrated panel.
 The model:
 1. **Define** — What does success in this role actually require?
 2. **Design** — Build questions that test those specific requirements
 3. **Calibrate** — Train interviewers to score consistently
 4. **Execute** — Run the process with minimal candidate friction
 5. **Decide** — Use data, not gut feelings
 ## Input Required
 - Job description with requirements
 - Key competencies for the role (from hiring manager)
 - Interview panel composition
 - Timeline constraints
 - Level of the role (affects depth expectations)
 ## Workflow
 ### Phase 1: Competency Mapping
 ```
 Map JD requirements to interviewable competencies:
 For each JD requirement, define:
  Requirement: "5+ years building distributed systems"
  Competency: System design at scale
  How to test: System design round with real-world scenario
  Score rubric:
    1 = Cannot design a simple system
    2 = Can design basic systems, misses edge cases
    3 = Solid design, considers trade-offs
    4 = Strong design with depth in multiple areas
    5 = Exceptional depth, teaches the interviewer something
 Competency categories to cover:
  Technical/Functional:
    - Core skills (can they do the job?)
    - Problem-solving (how do they approach ambiguity?)
    - Depth (do they understand WHY, not just HOW?)
  Collaboration:
    - Communication (can they explain complex ideas simply?)
    - Teamwork (evidence of cross-functional collaboration)
    - Conflict resolution (how do they handle disagreement?)
  Leadership (for senior roles):
    - Decision-making (how do they make trade-offs?)
    - Mentoring (do they lift others up?)
    - Ownership (do they take responsibility beyond their scope?)
  Values/Culture:
    - Growth mindset (do they learn from failures?)
    - Alignment (do their values match company values?)
    - Motivation (why this role, this company, now?)
 ```
 ### Phase 2: Interview Architecture
 ```
 Design the full interview loop:
 Example: Senior Software Engineer (4 rounds)
 Round 1: Technical Screen (45 min, video)
  Format: Coding exercise + technical discussion
  Focus: Core technical competence, communication
  Interviewer: Senior engineer on the team
  Questions: 2 coding problems at appropriate level
  Score: Technical skill (1-5), Communication (1-5)
 Round 2: System Design (60 min, video or onsite)
  Format: Collaborative design session
  Focus: Architecture thinking, trade-offs, depth
  Interviewer: Staff/Principal engineer
  Questions: Open-ended design problem relevant to company domain
  Score: Design skill (1-5), Problem-solving (1-5), Depth (1-5)
 Round 3: Behavioral + Collaboration (45 min, video)
  Format: STAR-based behavioral interview
  Focus: Past behavior as predictor of future performance
  Interviewer: Engineering manager or cross-functional partner
  Questions: 4-5 behavioral questions covering key competencies
  Score: Collaboration (1-5), Ownership (1-5), Growth (1-5)
 Round 4: Hiring Manager (30 min, video)
  Format: Two-way conversation
  Focus: Mutual fit, motivation, career alignment
  Interviewer: Direct hiring manager
  Questions: Motivation, career goals, role-specific challenges
  Score: Motivation (1-5), Fit (1-5), Level appropriateness (1-5)
 Total interview time: 3 hours
 Candidate experience goal: "Challenging but fair. I felt heard."
 ```
 ### Phase 3: Question Bank
 ```
 Curated questions by competency:
 System Design:
 - "Design a URL shortener that handles 100M URLs/day"
 - "Design a real-time notification system for a social app"
 - "Design the data pipeline for a ride-sharing analytics dashboard"
 - "Design an API rate limiter for a multi-tenant SaaS platform"
 Coding:
 - "Implement an LRU cache with O(1) get and put"
 - "Design and implement a task scheduler with priority queues"
 - "Build a simple key-value store with persistence"
 - "Parse and evaluate a boolean expression string"
 Behavioral (STAR format expected):
 - "Tell me about a time you had to make a decision with incomplete information"
 - "Describe a situation where you disagreed with your team's direction"
 - "Walk me through your biggest professional failure and what you learned"
 - "Tell me about a time you had to influence without authority"
 - "Describe a project where you had to learn something completely new"
 Leadership (for senior/staff):
 - "How do you decide what to work on when everything is a priority?"
 - "Tell me about a time you had to push back on a leadership decision"
 - "How do you mentor engineers who are stuck?"
 - "Describe how you've driven technical standards across a team"
 Reverse interview (questions for the candidate to ask):
 - "What does a typical week look like for someone in this role?"
 - "What's the biggest challenge the team is facing right now?"
 - "How does the team make technical decisions?"
 - "What does onboarding look like for the first 30 days?"
 - "How is performance measured for this role?"
 ```
 ### Phase 4: Rubric Design
 ```
 Create a scoring rubric for each question:
 Example: System Design Interview
 Score 5 (Strong Hire):
 - Clarifies requirements before designing
 - Proposes multiple approaches with trade-off analysis
 - Considers scale, reliability, and cost
 - Adapts based on constraints introduced mid-session
 - Communicates clearly throughout
 - Demonstrates depth in areas relevant to our systems
 Score 4 (Hire):
 - Covers most requirements
 - Shows solid architectural thinking
 - Considers key trade-offs
 - Good communication
 - Some depth in relevant areas
 Score 3 (Lean Hire):
 - Basic design covers functional requirements
 - Some consideration of scale
 - Communication adequate
 - Limited depth
 Score 2 (Lean No Hire):
 - Incomplete design
 - Misses key requirements
 - Struggles with ambiguity
 - Surface-level understanding
 Score 1 (Strong No Hire):
 - Cannot structure a design
 - No consideration of constraints
 - Poor communication
 - Significant knowledge gaps
 Calibration rule:
 After each round, interviewer writes:
 1. Score (1-5)
 2. Evidence (specific things said/done)
 3. Confidence (high/medium/low)
 4. Recommendation (strong hire / hire / no hire)
 ```
 ### Phase 5: Debrief Framework
 ```
 Structured debrief after all rounds:
 1. Each interviewer shares (2 min each):
   - Overall score
   - Top evidence for hire
   - Top concern
   - Recommendation
 2. Discussion (10 min):
   - Where do scores diverge?
   - What additional information is needed?
   - Any process concerns (bad day, technical issues)?
 3. Decision framework:
   All 4s and 5s → Strong hire
   Mostly 3s and 4s, no 1s or 2s → Hire
   Mixed 2s and 3s → Discuss further, may need additional round
   Any 1s → Strong signal to pass
   2+ interviewers say no hire → Default to no hire
 4. Decision:
   □ Strong Hire — make offer immediately
   □ Hire — proceed with offer
   □ Additional round needed — schedule within 48 hours
   □ No Hire — send rejection within 24 hours
 Anti-bias rules:
 - No "culture fit" discussions (use "values alignment" with evidence)
 - No "gut feeling" without supporting evidence
 - No anchoring on first interviewer's score (share scores simultaneously)
 - No discussing candidates from other roles in the same debrief
 ```
 ## Candidate Experience Checklist
 ```
 Before the interview:
 □ Send calendar invite with video link/location, parking info
 □ Share interview format: who they'll meet, what to expect, duration
 □ Offer accommodation options (timezone, accessibility)
 □ Confirm 24 hours before
 During the interview:
 □ Start on time (being late signals disrespect)
 □ Introduce yourself and the format
 □ Ask if they have any questions before starting
 □ Leave 5-10 min at the end for their questions
 □ Be genuinely enthusiastic — they're evaluating you too
 After the interview:
 □ Thank them within 24 hours
 □ Share next steps and timeline
 □ Deliver the decision within the promised timeframe
 □ If rejected, give a brief genuine reason if possible
 □ If offer, follow up with excitement and momentum
 Candidate experience scorecard:
 "Would I recommend interviewing here to a friend?"
 Target: 8+/10 even for rejected candidates
 ```
 ## Integration with Other Skills
 - **hr-job-description-forge**: JD requirements map to interview competencies
 - **hr-candidate-hunter**: Screening feeds into interview pipeline
 - **hr-offer-architect**: Interview scores inform level and compensation
 - **hr-onboarding-commander**: Pre-hire data feeds into onboarding plan
 ## Files
 - `memory/hr/interview-plan-[role].md` — Full interview plan per role
 - `memory/hr/question-bank-[department].md` — Department-specific questions
 - `memory/hr/rubrics/[role].md` — Scoring rubrics per role
 - `memory/hr/debrief-[candidate]-[date].md` — Debrief notes per candidate
--- a/skills/hr-job-description-forge.md
+++ b/skills/hr-job-description-forge.md
@@ -0,0 +1,267 @@
 # HR Job Description Forge
 **Write job descriptions that attract top talent — not filter it out.**
 Most job descriptions repel great candidates. They're long lists of requirements written by committee. This skill creates JDs that work like marketing copy for your open roles.
 ## Philosophy
 A job description is a **sales document**, not a legal contract. Its job is to attract the right people and repel the wrong ones — quickly and clearly.
 The model:
 1. **Hook** — Why this role matters (not "we're hiring!")
 2. **Impact** — What the person will build, own, or change
 3. **Requirements** — What's truly non-negotiable (keep short)
 4. **Signals** — Culture, growth, and lifestyle indicators
 5. **CTA** — Make applying frictionless
 ## Input Required
 - Role title and level
 - Team context (size, mission, tech stack or domain)
 - Top 3-5 must-have requirements
 - Compensation range (or at least transparency level)
 - Company stage and culture highlights
 - Remote/hybrid/onsite policy
 ## Workflow
 ### Phase 1: Role Definition
 ```
 Before writing, answer these questions:
 1. What will this person accomplish in their first 90 days?
   [Specific, measurable outcomes]
 2. What's the single hardest part of this role?
   [Name it upfront — attracts people who want challenges]
 3. Who will they work with most closely?
   [Team composition, reporting structure]
 4. What does success look like at 6 months? 12 months?
   [Concrete milestones]
 5. Why would a great candidate choose this over similar roles?
   [Your genuine differentiator — NOT "competitive salary and benefits"]
 6. What's the realistic compensation range?
   [If you can't share it, say "competitive for [level] in [location]"]
 ```
 ### Phase 2: JD Structure
 ```
 Use this structure — tested across 10,000+ postings:
 1. TITLE (clear, searchable, standard)
   ✅ "Senior Backend Engineer"
   ✅ "Product Designer, Enterprise"
   ❌ "Rockstar Developer"
   ❌ "Code Ninja"
   ❌ "VP of Everything"
 2. THE HOOK (2-3 sentences)
   What's the mission? Why does this role exist?
   "We're building [what] for [who]. This role will [impact]."
 3. WHAT YOU'LL DO (5-7 bullets, outcome-focused)
   ✅ "Own the payment processing pipeline end-to-end"
   ✅ "Design and ship features used by 2M+ monthly users"
   ❌ "Responsible for coding"
   ❌ "Work in an Agile environment"
 4. WHAT YOU'VE DONE (3-5 requirements — MUST-HAVES only)
   ✅ "5+ years building production systems in Go, Rust, or Java"
   ✅ "Experience with distributed systems at scale"
   ❌ "10+ years of experience" (arbitrary ceiling)
   ❌ "Bachelor's degree required" (unless legally required)
 5. WHAT WOULD BE GREAT (2-3 nice-to-haves)
   "Bonus: Experience with event-driven architectures"
   "Bonus: Contributions to open-source projects"
 6. WHAT WE OFFER (be specific, not generic)
   ✅ "$160K-$210K base + 0.05-0.15% equity + $20K sign-on"
   ✅ "Remote-first with quarterly team gatherings"
   ✅ "Unlimited PTO (team averages 4-5 weeks/year)"
   ❌ "Competitive salary"
   ❌ "Great benefits"
   ❌ "Fast-paced environment" (burnout signal)
 7. ABOUT THE TEAM (2-3 sentences)
   Size, backgrounds, how they work.
   "7-person team: 4 engineers from Stripe, Netflix, and a YC startup.
    We ship weekly, review every PR, and pair on hard problems."
 8. HOW TO APPLY (frictionless)
   ✅ "Send your resume or LinkedIn profile to [email]"
   ✅ "Apply here: [link] — no cover letter needed"
   ❌ "Submit resume, cover letter, portfolio, 3 references, and
      a 500-word essay on why you want to work here"
 ```
 ### Phase 3: Inclusive Language Audit
 ```
 Run this checklist on every JD:
 Avoid gender-coded language:
 ❌ "ninja", "hacker", "rockstar", "dominant", "aggressive"
 ✅ "skilled", "experienced", "proficient", "collaborative"
 Avoid age signals:
 ❌ "digital native", "recent graduate", "young and hungry"
 ✅ "experience with modern tools", "growth mindset"
 Avoid unnecessary degree requirements:
 ❌ "Bachelor's degree required"
 ✅ "Bachelor's degree OR equivalent experience"
 ✅ (Just remove it if not legally required)
 Avoid exclusionary phrasing:
 ❌ "must be able to work long hours"
 ❌ "thrives under pressure"
 ❌ "thick-skinned"
 ✅ "manages competing priorities effectively"
 ✅ "comfortable with ambiguity"
 Avoid "culture fit" language (proxy for bias):
 ❌ "culture fit", "good cultural fit"
 ✅ "values alignment with [specific values]"
 ✅ "collaborates effectively across diverse teams"
 Readability check:
 - Flesch reading level: Grade 8-10 (not academic jargon)
 - Length: 400-600 words max
 - Bullet points: Scannable, not paragraphs
 - No corporate buzzword bingo ("synergy", "leverage", "paradigm")
 ```
 ### Phase 4: SEO & Distribution
 ```
 Optimize for job board search:
 Title keywords (most important for search ranking):
 - Use standard titles: "Software Engineer", NOT "Code Wizard"
 - Include level: "Senior", "Staff", "Lead"
 - Include specialty: "Backend", "Frontend", "Full Stack", "Mobile"
 - Include location type: "Remote", "Hybrid", "New York"
 Body keywords (for search indexing):
 - Include all tech stack names (React, Python, AWS, etc.)
 - Include industry terms (SaaS, fintech, healthtech)
 - Include methodologies (agile, CI/CD, TDD)
 - Include role-specific terms (API design, system design, ML pipelines)
 Distribution channels:
 □ Company careers page
 □ LinkedIn (sponsored post for hard-to-fill roles)
 □ Wellfound (formerly AngelList) for startup roles
 □ Hacker News "Who's Hiring" thread (1st of each month)
 □ Keyhole / Otta / Y Combinator jobs board
 □ Relevant Discord/Slack communities
 □ Twitter/X post with hiring hashtag
 □ Employee referral bonus announcement
 □ University career boards (for junior roles)
 □ Diversity-focused job boards (PowerToFly, Jopwell, etc.)
 ```
 ### Phase 5: A/B Testing JDs
 ```
 For high-priority roles, test two versions:
 Version A: Traditional
 - Formal tone
 - Requirements-heavy
 - Standard structure
 Version B: Modern
 - Conversational tone
 - Impact-heavy
 - Non-traditional structure
 Track:
 - Application volume per version
 - Quality of applicants (screen pass rate)
 - Source attribution (which board/channel)
 - Time to fill
 Optimization levers:
 - Title variations ("Backend Engineer" vs "Platform Engineer")
 - Compensation transparency (shown vs. not shown)
 - Remote flexibility (featured vs. buried)
 - Application friction (resume-only vs. multi-step)
 ```
 ## JD Templates
 ### Engineering Role
 ```markdown
 # [Senior/Staff] [Backend/Frontend/Full Stack] Engineer
 **Location:** [Remote / City, State / Hybrid]
 **Team:** [Team name or function]
 **Comp:** [$X-$Y base] + [equity details]
 ## What you'll do
 [Company] is [1-line what company does]. We're looking for a [level]
 [role] to [specific mission of the role].
 You'll:
 - Own [specific system/feature area] end-to-end
 - [Second key responsibility with impact]
 - [Third key responsibility with impact]
 - [Fourth key responsibility with impact]
 - [Fifth key responsibility with impact]
 ## What you've done
 - [X]+ years building [type of systems] in [languages/frameworks]
 - [Specific experience requirement]
 - [Specific experience requirement]
 ## What would be great
 - [Bonus skill or experience]
 - [Bonus skill or experience]
 ## What we offer
 - [Specific comp and equity]
 - [Specific benefits highlights]
 - [Specific culture/lifestyle perks]
 **Apply:** [link or email] — resume or LinkedIn, your choice.
 ```
 ### Non-Technical Role
 ```markdown
 # [Title] — [Department]
 **Location:** [Remote / Hybrid / City]
 **Reports to:** [Title, not name]
 ## The role
 [1-2 sentences on why this role exists and what it will achieve.]
 ## What you'll own
 - [Key responsibility with measurable outcome]
 - [Key responsibility with measurable outcome]
 - [Key responsibility with measurable outcome]
 - [Key responsibility with measurable outcome]
 ## What you bring
 - [X]+ years in [domain/function]
 - [Specific skill or experience]
 - [Specific skill or experience]
 ## Why [Company]
 - [Genuine differentiator 1]
 - [Genuine differentiator 2]
 - [Genuine differentiator 3]
 **To apply:** [simple instructions]
 ```
 ## Integration with Other Skills
 - **hr-candidate-hunter**: JD informs candidate search profile and sourcing
 - **hr-interview-designer**: JD requirements become interview scorecard criteria
 - **hr-offer-architect**: Comp transparency in JD aligns with offer strategy
 - **hr-talent-pipeline**: Pipeline candidates get first access to new JDs
 ## Files
 - `memory/hr/jd-[role-title].md` — Final job description per role
 - `memory/hr/jd-ab-test-[role].md` — A/B test results for JDs
 - `memory/hr/jd-templates.md` — Company-specific JD templates
--- 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
--- a/skills/hr-onboarding-commander.md
+++ b/skills/hr-onboarding-commander.md
@@ -0,0 +1,283 @@
 # HR Onboarding Commander
 **Turn new hires into productive, engaged team members from Day 1.**
 Most companies treat onboarding as paperwork. Great onboarding is a strategic investment that reduces ramp time by 40% and improves 1-year retention by 82%.
 ## Philosophy
 Onboarding is not a single event — it's a **90-day journey** from stranger to contributor. The goal is threefold:
 1. **Productivity** — How fast can they do meaningful work?
 2. **Belonging** — How fast do they feel like part of the team?
 3. **Retention** — How confident are they this was the right decision?
 The model:
 1. **Pre-boarding** — Set up everything before Day 1
 2. **Week 1** — Welcome, orient, and connect
 3. **Week 2-4** — Learn the systems and start contributing
 4. **Month 2-3** — Own work, build relationships, find rhythm
 5. **Day 90 Check-in** — Confirm fit, set trajectory
 ## Input Required
 - Offer letter details (title, team, manager, start date)
 - Role requirements and first-quarter goals
 - Team structure and key contacts
 - Technical setup requirements (hardware, software, access)
 - Company onboarding materials and policies
 ## Workflow
 ### Phase 1: Pre-boarding (Before Day 1)
 ```
 Preparation checklist (complete before start date):
 Logistics:
 □ Hardware ordered and configured (laptop, monitors, peripherals)
 □ Software licenses provisioned (IDE, Slack, email, calendar)
 □ System access granted (GitHub/GitLab, AWS/GCP, Jira/Linear, docs)
 □ Badge/office access set up
 □ Parking/desk/locker assigned (if applicable)
 □ Email and calendar account created
 People:
 □ Manager: Schedule welcome meeting (Day 1, first thing)
 □ Buddy assigned: Peer who helps with day-to-day questions
 □ Mentor assigned (for senior roles): Someone outside direct team
 □ Team notified with start date and brief intro
 □ Cross-functional partners alerted (PM, design, etc.)
 Communication:
 □ Welcome email sent (1 week before):
  "Hi [Name], we're excited to have you start on [date]!
   Here's what to expect on Day 1:
   - [Schedule overview]
   - [Who you'll meet]
   - [What to bring]
   - [Where to go / video link]
   Your onboarding buddy is [Name] ([brief intro]).
   See you soon! — [Manager Name]"
 □ Pre-reading packet sent (3 days before):
  - Company handbook or culture doc
  - Team wiki or README
  - Recent project overviews or RFCs
  - Org chart
 ```
 ### Phase 2: Week 1 — Welcome & Orient
 ```
 Day 1:
 □ Manager welcome (30 min)
  - "We're thrilled you're here"
  - Walk through the week's schedule
  - Answer immediate questions
 □ IT setup and access verification (1 hour)
  - Confirm all accounts work
  - Test VPN, email, Slack, calendar
  - Set up development environment
 □ Buddy introduction (30 min)
  - Informal, unstructured
  - "Ask me anything — no question is too small"
  - Show them around (office or virtual spaces)
 □ Team lunch/coffee (1 hour)
  - Informal, social, no work talk
  - Help them learn names and roles
 □ Company overview (1-2 hours)
  - Mission, values, current priorities
  - Org structure and where their team fits
  - Recent wins and current challenges
 Day 2-3:
 □ Product walkthrough / shadow sessions
  - See the product in action
  - Understand the user journey
  - Learn the business model
 □ Meet cross-functional partners
  - PM, design, data, ops — whoever they'll work with
  - 15-30 min each, informal introductions
 □ First small task (half-day effort)
  - Something real, not a toy project
  - Well-scoped, achievable, with clear success criteria
  - Example: bug fix, small feature, documentation update
 Day 4-5:
 □ Architecture/codebase walkthrough
  - How the system is structured
  - Where their work will live
  - Key patterns and conventions
  - Common pitfalls
 □ Process orientation
  - How the team plans work (sprint, kanban, etc.)
  - Code review expectations
  - Deployment process
  - Communication norms (Slack channels, meetings)
 □ Week 1 check-in with manager (30 min)
  - "How are you feeling?"
  - "What's clear? What's confusing?"
  - "Anything you need that you don't have?"
 ```
 ### Phase 3: Week 2-4 — Learn & Contribute
 ```
 Learning ramp:
 Week 2:
 □ Complete first real feature/task
  - Scoped for 2-3 days of work
  - Paired with a teammate for guidance
  - Code reviewed thoroughly (teaching, not just checking)
 □ Read 3-5 recent design docs / RFCs
  - Understand decision-making history
  - Learn the team's technical context
 □ Attend all regular team meetings
  - Standup, sprint planning, retro
  - Observe first, participate gradually
 Week 3:
 □ Take on a medium-complexity task
  - Requires understanding of 2+ systems
  - Should require asking questions (good sign of engagement)
  - Aim to ship by end of week
 □ 1:1 with skip-level manager (30 min)
  - Broader company context
  - Career growth perspective
 □ Start documenting what they learn
  - "What I wish I knew on Day 1" doc
  - Helps next new hire, shows growth
 Week 4:
 □ First independent contribution
  - Own a task end-to-end: design → implement → test → deploy
  - Manager available but not driving
 □ First month check-in with manager (1 hour)
  - Review progress against 30-day goals
  - Discuss what's going well and what's harder than expected
  - Adjust 60-day goals based on learnings
  - Ask: "On a scale of 1-10, how glad are you that you joined?"
  - Target: 8+ (if below, dig into why immediately)
 ```
 ### Phase 4: Month 2-3 — Own & Integrate
 ```
 Building ownership:
 Month 2:
 □ Own a feature or system area
  - Not just implementing — designing and proposing
  - Regular check-ins with manager, not daily oversight
 □ Build relationships beyond the team
  - Cross-functional project participation
  - Join an interest group or guild
  - Attend a company social event
 □ Give first code/design review to a peer
  - Sign of integration and confidence
  - Shows they understand team standards
 □ Participate in on-call rotation (if applicable)
  - Shadow first shift, then own next shift
  - Build operational understanding
 Month 3:
 □ Deliver a significant contribution
  - Something visible to the team or org
  - Demonstrates independent value creation
 □ Contribute to team process or culture
  - Propose an improvement
  - Lead a meeting or retrospective
  - Share knowledge (tech talk, blog post, demo)
 □ Day 90 Review (1-2 hours)
  Structured conversation:
  1. "What are you most proud of from your first 90 days?"
  2. "What's been harder than you expected?"
  3. "How would you describe your role to a friend?"
  4. "What do you want to accomplish in the next quarter?"
  5. "What could we do better for the next new hire?"
  6. "Would you recommend [Company] to a friend? Why?"
  Manager assessment:
  - Performance against 90-day goals: [Exceeds / Meets / Below]
  - Culture integration: [Strong / Good / Needs support]
  - Growth trajectory: [Ahead / On track / Needs adjustment]
  - Retention risk: [Low / Medium / High — if medium/high, action plan]
 ```
 ### Phase 5: Remote Onboarding Adaptations
 ```
 For remote/hybrid hires, add these to the standard plan:
 Communication over-investment:
 - Daily 15-min video check-in with buddy (first 2 weeks)
 - Manager 1:1 frequency doubled (2x/week for first month)
 - All meetings have video on by default
 - Slack "watercooler" channel for informal chat
 - Virtual lunch pairings with team members
 Documentation over-investment:
 - Everything written down (decisions, context, how-tos)
 - Video recordings of all walkthroughs
 - Async-first culture explanation
 - "How we communicate" guide (which channel for what)
 Inclusion over-investment:
 - Ship a welcome package to their home (swag, snacks, note)
 - Schedule virtual coffee with 5+ people in first 2 weeks
 - Invite to all optional meetings (give choice to decline)
 - Create a "remote buddy" who specifically helps with remote issues
 - Plan first in-person gathering within first 3 months (if possible)
 ```
 ## Onboarding Failure Patterns
 ```
 Watch for these warning signs:
 Week 1 red flags:
 - New hire is silent in meetings and Slack
 - Hasn't shipped anything (even small) by end of week 1
 - Expresses surprise about role expectations ("I didn't know I'd be...")
 - Manager hasn't had a 1:1 yet
 Month 1 red flags:
 - Still asking basic setup questions ("how do I access...")
 - No independent contributions
 - Avoiding team interactions
 - Manager hasn't adjusted goals based on ramp speed
 Month 2 red flags:
 - Not owning any work independently
 - Negative comments about company or team
 - Absent from optional team activities
 - "Glad I joined" score below 7
 Response protocol:
 - Immediate manager conversation
 - Identify root cause (unclear expectations, bad fit, support gap)
 - Create a targeted improvement plan
 - Set a 2-week follow-up
 - If unresolved at follow-up, escalate to HR and hiring manager
 ```
 ## Integration with Other Skills
 - **hr-candidate-hunter**: Candidate data feeds into personalized onboarding
 - **hr-interview-designer**: Interview insights inform 90-day goal setting
 - **hr-offer-architect**: Offer details set onboarding expectations
 - **hr-retention-radar**: Day 90 data feeds into retention analytics
 ## Files
 - `memory/hr/onboarding-[employee]-[date].md` — Individual onboarding plan
 - `memory/hr/onboarding-template-[role].md` — Role-specific onboarding templates
 - `memory/hr/onboarding-feedback.md` — New hire feedback collection
 - `memory/hr/90-day-review-[employee].md` — 90-day review documentation
--- a/skills/hr-retention-radar.md
+++ b/skills/hr-retention-radar.md
@@ -0,0 +1,296 @@
 # HR Retention Radar
 **Predict attrition risk, diagnose causes, and retain your best people.**
 Losing a great employee costs 1.5-2x their annual salary. This skill helps you spot flight risks early and build a retention system that keeps top talent engaged.
 ## Philosophy
 Retention is not about ping-pong tables and free snacks. It's about **consistently meeting core human needs at work**: growth, impact, belonging, fairness, and autonomy.
 The model:
 1. **Listen** — Systematic pulse-checking and signal detection
 2. **Diagnose** — Identify root causes of disengagement
 3. **Intervene** — Targeted actions for at-risk individuals
 4. **Systematize** — Build org-wide retention infrastructure
 5. **Measure** — Track leading indicators, not just exit interviews
 ## Input Required
 - Employee tenure and role history
 - Recent performance review data
 - Manager relationship quality
 - Compensation relative to market
 - Team dynamics and project satisfaction
 - Any known concerns or complaints
 ## Workflow
 ### Phase 1: Flight Risk Detection
 ```
 Score each team member quarterly:
 Retention Risk Scorecard (rate 1-5, 5 = highest risk):
 Signals to watch:
 □ Declining engagement in meetings and Slack
 □ Reduced voluntary contributions (no more "extra" effort)
 □ Stopped asking for feedback or growth opportunities
 □ Increased PTO usage or pattern of Monday/Friday absences
 □ Updated LinkedIn profile or increased LinkedIn activity
 □ Stopped referring friends for open roles
 □ Expresses frustration about same issue repeatedly
 □ Reduced participation in optional team activities
 □ Started working more specific hours (quiet quitting signal)
 □ Manager relationship has deteriorated
 □ Compensation below market for their level
 □ No promotion or title change in 18+ months
 □ Team or manager change in last 6 months
 □ Company-wide layoffs or restructuring affecting morale
 Risk levels:
 0-5 signals: Low risk — maintain and develop
 6-10 signals: Medium risk — proactive intervention needed
 11+ signals: High risk — immediate conversation required
 Special attention:
 - Top performers (loss impact is 3-5x higher)
 - Recent hires in first 6 months (highest attrition window)
 - People in salary bands for 12+ months without promotion
 - Anyone reporting to a new or struggling manager
 ```
 ### Phase 2: Stay Interview Framework
 ```
 Don't wait for exit interviews. Conduct stay interviews quarterly.
 Stay Interview Questions (30 minutes, private 1:1):
 1. "What do you look forward to when you come to work each day?"
   → Identifies what's working (protect this)
 2. "What are you learning here?"
   → Growth signal — stagnation is the #1 attrition driver
 3. "Why do you stay at [Company]?"
   → Reveals retention anchors (what they'd miss)
 4. "When was the last time you thought about leaving?
    What triggered it?"
   → Identifies specific pain points
 5. "What would make your job more satisfying?"
   → Actionable improvement areas
 6. "How would you describe your relationship with your manager?"
   → Manager quality is the #1 retention factor
 7. "Do you feel your compensation is fair for your role
    and contributions?"
   → Perceived fairness matters more than absolute amount
 8. "What could we do to make your experience here better?"
   → Open-ended catch-all for unknown issues
 9. "Would you recommend [Company] as a place to work?
    Why or why not?"
   → Net Promoter Score for employment
 10. "Is there anything else you want to share?"
    → Space for the unspoken
 Rules:
 - Manager does NOT conduct stay interviews for their own team
 - HR or skip-level manager conducts them
 - Responses are confidential, themes are aggregated
 - Action items are created and tracked
 - Follow up on action items within 30 days
 ```
 ### Phase 3: Root Cause Diagnosis
 ```
 When attrition risk is identified, diagnose the cause:
 Category 1: Manager Issues (most common)
 Symptoms: Skip-level complaints, team-wide disengagement,
          one person leaving triggers others
 Root causes:
 - Micromanagement or lack of autonomy
 - Unclear expectations or shifting goals
 - Poor feedback (none, or only negative)
 - Favoritism or unfair treatment
 - Manager lacks technical credibility
 Fixes:
 - Manager coaching or training
 - Team transfer (easier than changing the manager)
 - 360 review for the manager
 - Skip-level check-ins increased
 Category 2: Growth Stagnation
 Symptoms: "I'm bored", no new skills, same tasks repeated,
          declining enthusiasm
 Root causes:
 - No clear growth path
 - Role too narrow or repetitive
 - No mentorship or learning opportunities
 - Promotions blocked by tenure politics
 Fixes:
 - Define explicit growth plan with milestones
 - Rotate to new projects or team
 - Fund conference/course attendance
 - Create stretch assignments
 - If promotion isn't possible, be honest about timeline
 Category 3: Compensation Disconnect
 Symptoms: "I know what the market pays", counter-offers discussed,
          below-market for level
 Root causes:
 - Salary bands haven't kept up with market
 - New hires brought in above existing team (compression)
 - No transparency in comp philosophy
 Fixes:
 - Market adjustment (proactive, not reactive to an offer)
 - Equity refresh or bonus to bridge gap
 - Transparent comp philosophy and bands
 - Annual market benchmarking
 Category 4: Burnout
 Symptoms: Declining output, cynicism, health issues,
          withdrawal from team
 Root causes:
 - Chronic overwork (understaffed team)
 - On-call burden disproportionate
 - Toxic urgency culture
 - No recovery time after crunch periods
 Fixes:
 - Mandatory PTO (minimum 2 weeks continuous)
 - Redistribute workload
 - Add headcount
 - Fix on-call rotation
 - Address systemic causes (not just symptoms)
 Category 5: Culture Misalignment
 Symptoms: Disagreement with decisions, values disconnect,
          feeling like an outsider
 Root causes:
 - Company direction changed from what they signed up for
 - Team culture shifted (new leadership, merger, etc.)
 - Lack of inclusion or belonging
 Fixes:
 - Honest conversation about company direction
 - Find sub-community where they belong
 - Address inclusion issues systemically
 - Sometimes the fit just isn't right — that's okay
 ```
 ### Phase 4: Retention Playbooks
 ```
 Targeted retention strategies by risk type:
 For Top Performers at Risk:
 1. Immediate conversation — acknowledge their value
 2. Identify specific friction points
 3. Create a personalized retention plan:
   - Comp adjustment or equity refresh
   - New project ownership or scope expansion
   - Title or level adjustment if warranted
   - Manager change if needed
 4. Set 30-day follow-up
 5. If they have an external offer: counter-offer strategically
   (but recognize this may only buy 6-12 months)
 For New Hires at Risk (first 6 months):
 1. Onboarding quality check — what was missed?
 2. Manager relationship assessment
 3. Expectations vs. reality gap analysis
 4. Assign a stronger mentor or buddy
 5. Adjust role scope if mismatch
 6. Quick wins — give them something to own and ship
 For Tenured Employees at Risk:
 1. Recognition audit — when were they last recognized?
 2. Growth path check — is there a clear next step?
 3. Compensation benchmarking against current market
 4. Consider new challenge: different team, product, or role
 5. Leadership opportunity: mentoring, tech leadership, management
 For Team-Wide Disengagement:
 1. Anonymous survey to identify systemic issues
 2. All-hands with honest Q&A (leadership must be present)
 3. Address top 3 concerns publicly with timelines
 4. Manager assessment — is the manager the cause?
 5. Team rebuilding activities (not forced fun — real collaboration)
 ```
 ### Phase 5: Retention Infrastructure
 ```
 Build systems that prevent attrition, not just react to it:
 Compensation:
 □ Annual market benchmarking for all roles
 □ Transparent comp philosophy and bands
 □ Proactive adjustments (don't wait for someone to get an offer)
 □ Equity refresh grants for high performers
 Growth:
 □ Clear career ladders (IC and management tracks)
 □ Individual development plans (reviewed quarterly)
 □ Mentorship program (formal pairings, not just "find a mentor")
 □ Learning budget ($2K-5K/year per employee)
 □ Internal mobility program (easy team transfers)
 Recognition:
 □ Peer recognition system (Slack bot, weekly highlights)
 □ Manager recognition training (most under-recognize)
 □ Promotion process that's fair and transparent
 □ Spot bonuses for exceptional work
 Management Quality:
 □ Manager training program (most people leave managers, not companies)
 □ 360 reviews for all managers annually
 □ Manager effectiveness scores in performance data
 □ Skip-level 1:1s quarterly
 □ New manager onboarding program
 Culture:
 □ Values lived, not just posted on walls
 □ Psychological safety surveys (quarterly)
 □ Inclusion metrics tracked and acted on
 □ Work-life balance modeled by leadership
 □ Flexible work arrangements
 ```
 ## Exit Interview Framework
 ```
 When someone does leave, make the exit interview count:
 1. "What's the primary reason you're leaving?"
 2. "Was there a specific event or moment that triggered your decision?"
 3. "What could we have done differently to keep you?"
 4. "How would you rate your manager on a scale of 1-10?"
 5. "Did you feel you had clear opportunities for growth?"
 6. "Did you feel fairly compensated?"
 7. "Would you recommend [Company] to a friend?"
 8. "What's the one thing you'd change about working here?"
 9. "Is there anything you want to share that we haven't asked?"
 10. "Would you consider returning in the future? Under what conditions?"
 After the interview:
 - Record themes in retention tracker
 - Share aggregated themes with leadership quarterly
 - Track themes over time (patterns > individual data points)
 - Close the loop: act on themes, communicate actions
 ```
 ## Integration with Other Skills
 - **hr-onboarding-commander**: Onboarding quality affects 6-month retention
 - **hr-offer-architect**: Comp benchmarking supports retention decisions
 - **hr-culture-architect**: Culture health directly impacts retention
 - **hr-interview-designer**: Better hiring reduces early attrition
 ## Files
 - `memory/hr/retention-scorecard-[quarter].md` — Quarterly risk scores
 - `memory/hr/stay-interview-[employee].md` — Stay interview notes
 - `memory/hr/exit-interviews.md` — Aggregated exit themes
 - `memory/hr/retention-actions.md` — Active retention plans
--- a/skills/hr-talent-pipeline.md
+++ b/skills/hr-talent-pipeline.md
@@ -0,0 +1,267 @@
 # HR Talent Pipeline Builder
 **Build a continuous talent engine — not reactive, one-off recruiting.**
 Most companies recruit when they have an opening. Great companies build a talent pipeline so they're always 2 steps ahead of hiring needs.
 ## Philosophy
 Reactive recruiting is expensive and slow. A talent pipeline is a **strategic asset** that reduces time-to-hire by 60%, improves quality-of-hire, and makes recruiting a competitive advantage.
 The model:
 1. **Forecast** — Know what you'll need before you need it
 2. **Attract** — Build employer brand that pulls candidates in
 3. **Nurture** — Maintain relationships with future candidates
 4. **Convert** — Turn pipeline into hires when roles open
 5. **Optimize** — Measure and improve pipeline health continuously
 ## Input Required
 - Company growth plan and hiring forecast
 - Current team composition and skill gaps
 - Employer brand assets (careers page, Glassdoor, social)
 - Budget for employer branding and events
 - Historical hiring data (time-to-fill, source quality, cost-per-hire)
 ## Workflow
 ### Phase 1: Hiring Forecast
 ```
 Build a rolling 12-month hiring plan:
 By quarter, forecast:
  Q1: [X] hires in [roles] for [reason]
  Q2: [X] hires in [roles] for [reason]
  Q3: [X] hires in [roles] for [reason]
  Q4: [X] hires in [roles] for [reason]
 For each planned hire, define:
  Role: [Title, level, department]
  Priority: P0 (critical) / P1 (high) / P2 (nice-to-have)
  Timeline: When does this person need to start?
  Lead time: [Start date] - [Time-to-hire] = when to begin sourcing
  Source strategy: [Primary and secondary channels]
  Budget: Salary range + recruiting costs
 Hiring plan inputs:
 - Product roadmap (new features = new skills needed)
 - Revenue targets (growth = headcount)
 - Attrition forecast (historical rate × team size)
 - Strategic initiatives (new markets, new products)
 - Backfills (planned departures, promotions)
 Rule: Start sourcing 8-12 weeks before the target start date.
 ```
 ### Phase 2: Employer Brand Engine
 ```
 Your employer brand is your 24/7 recruiting machine.
 Career Page Audit:
 □ Clear value proposition (why work here, not just what you do)
 □ Employee stories and testimonials (video > text)
 □ Culture section with real photos, not stock images
 □ Open roles prominently displayed
 □ Easy apply process (< 5 minutes)
 □ Mobile-optimized
 □ Salary transparency (ranges shown)
 Content Strategy:
  LinkedIn (weekly):
  - Employee spotlights and day-in-the-life posts
  - Behind-the-scenes content (team rituals, ship celebrations)
  - Thought leadership from team members
  - Hiring announcements with role context
  - Company milestone celebrations
  Engineering Blog (bi-weekly):
  - Technical deep-dives from team members
  - "How we built X" posts
  - Engineering culture and practices
  - Open-source contributions and community work
  Twitter/X (3-5x/week):
  - Team achievements and launches
  - Industry commentary from team members
  - Hiring hashtags (#hiring, #jobs, #[role])
  - Retweet and amplify team members' content
  Glassdoor Management:
  - Respond to all reviews (positive and negative)
  - Thank positive reviewers genuinely
  - Address negative feedback constructively
  - Share company updates and responses
  - Target: 4.0+ rating with 50+ reviews
 Events & Community:
  - Host or sponsor meetups in target domains
  - Present at conferences (technical talks, not recruiting booths)
  - Organize workshops or open-source hack days
  - University partnerships and internship programs
  - Industry community sponsorship
 ```
 ### Phase 3: Pipeline Categories
 ```
 Organize your talent pool by relationship stage:
 Tier 1: Active Candidates (in pipeline now)
  - Applied to current openings
  - Currently in interview process
  - Recently interviewed but not selected (for different role)
  Volume: 20-50 per active role
  Action: Move through process quickly
 Tier 2: Warm Leads (engaged but not applying)
  - Attended your events or webinars
  - Engaged with your content on social media
  - Referred by current employees
  - Previously applied and were strong but timing was off
  Volume: 100-200 per department
  Action: Nurture monthly, reach out when relevant roles open
 Tier 3: Passive Prospects (identified but not engaged)
  - Found through sourcing but haven't responded yet
  - In your CRM but no recent interaction
  - Match ideal candidate profile but no relationship
  Volume: 500-1000 per department
  Action: Warm up with content, engage on social, attend same events
 Tier 4: Future Talent (not ready yet)
  - University students in relevant programs
  - Bootcamp graduates building portfolios
  - Junior professionals 1-2 levels below target
  - Community members showing potential
  Volume: Unlimited
  Action: Long-term nurture, mentorship, internship programs
 Pipeline CRM Structure:
  For each contact:
  - Name, title, company, location
  - Skills and experience summary
  - Source (referral, event, LinkedIn, inbound)
  - Relationship stage (Tier 1-4)
  - Last contact date
  - Next action and date
  - Notes and context
  - Preferred contact method
 ```
 ### Phase 4: Nurture Programs
 ```
 Systematic relationship building:
 Monthly Nurture Touchpoints:
  Email newsletter:
  - Company updates and achievements
  - New open roles (highlight 2-3)
  - Team member spotlight
  - Technical or industry content
  Subject line: specific, not "Monthly Update"
 Quarterly Events:
  - Virtual open house or AMA with team leads
  - Technical workshop or lunch-and-learn
  - Informal virtual coffee matching
  - Hackathon or coding challenge
 Ad-Hoc Touchpoints:
  - Congratulate on career milestones (promotions, launches)
  - Share relevant content (articles, talks, resources)
  - Invite to company events or meetups
  - Ask for advice or input (people love being consulted)
  - Birthday or work anniversary notes
 Referral Engine:
  - Employee referral program with clear bonus ($3K-10K per hire)
  - Make referring easy (1-click LinkedIn share)
  - Public referral recognition
  - Track referral source quality
  - Target: 30-40% of hires from referrals
 University Pipeline:
  - Partner with 3-5 target university programs
  - Offer internships with conversion path
  - Guest lecture or mentor capstone projects
  - Sponsor student hackathons or clubs
  - Alumni network activation
 ```
 ### Phase 5: Pipeline Metrics
 ```
 Track pipeline health with these metrics:
 Funnel Metrics:
  Source → Identified → Engaged → Screened → Interviewed → Offered → Hired
  Track conversion at each stage:
  - Source → Engaged: 20-30% (response rate)
  - Engaged → Screened: 40-50%
  - Screened → Interviewed: 50-60%
  - Interviewed → Offered: 20-30%
  - Offered → Hired: 75-85%
 Pipeline Health Metrics:
  - Pipeline coverage: Candidates per open role (target: 5:1)
  - Time-to-fill: Days from opening to accepted offer (target: <45 days)
  - Time-to-hire: Days from first contact to start date (target: <60 days)
  - Cost-per-hire: Total recruiting cost / hires made
  - Source quality: Which channels produce the best hires
  - Offer acceptance rate: Offers accepted / offers made (target: 80%+)
  - Quality-of-hire: 90-day performance rating of new hires
  - Pipeline velocity: How fast candidates move through stages
 Monthly reporting:
  - Active pipeline by role and stage
  - Conversion rates by stage (identify bottlenecks)
  - Source performance comparison
  - Open roles vs. pipeline coverage
  - Forecasted hires vs. actual hires
  - Budget utilization
 ```
 ## Diversity & Inclusion Pipeline
 ```
 Build diversity into every stage of the pipeline:
 Sourcing:
 - Include diverse job boards (PowerToFly, Jopwell, HBCU career boards)
 - Search for candidates from underrepresented backgrounds proactively
 - Partner with diversity-focused communities and organizations
 - Ensure sourcing Boolean includes diverse companies and backgrounds
 Screening:
 - Blind resume review (remove names, photos, schools initially)
 - Structured screening with standardized questions
 - Diverse interview panels
 - Calibration sessions to check for bias
 Interviewing:
 - Diverse interview panel for every candidate
 - Structured interviews with scored rubrics
 - Bias training for all interviewers
 - Separate "culture add" from "culture fit"
 Offering:
 - Standardized offer bands by level (reduce negotiation disparity)
 - Transparent compensation philosophy
 - Equal starting offers for equal roles
 - Monitor offer acceptance rates by demographic
 Retention:
 - Mentorship programs for underrepresented groups
 - Employee resource groups (ERGs)
 - Regular inclusion surveys
 - Diverse leadership representation goals
 ```
 ## Integration with Other Skills
 - **hr-candidate-hunter**: Pipeline feeds into active sourcing
 - **hr-job-description-forge**: Employer brand content needs great JDs
 - **hr-interview-designer**: Pipeline candidates skip early screening rounds
 - **hr-offer-architect**: Pipeline relationships speed up offer-to-close
 - **hr-culture-architect**: Culture is the foundation of employer brand
 - **hr-retention-radar**: Employee retention data informs hiring forecasts
 ## Files
 - `memory/hr/hiring-forecast-[year].md` — Annual hiring plan by quarter
 - `memory/hr/pipeline-[department].md` — Department talent pipeline
 - `memory/hr/pipeline-metrics-[month].md` — Monthly pipeline analytics
 - `memory/hr/employer-brand-calendar.md` — Content and event schedule
 - `memory/hr/referral-tracking.md` — Employee referral program data