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466aa13a7b138c3346568616d577d2ab6f39c0a6
claude-skills-reference/c-level-advisor/.claude-plugin/plugin.json
Alireza Rezvani 466aa13a7b feat: C-Suite expansion — 8 new executive advisory roles (2→10) (#264) 
* feat: C-Suite expansion — 8 new executive advisory roles

Add COO, CPO, CMO, CFO, CRO, CISO, CHRO advisors and Executive Mentor.
Expands C-level advisory from 2 to 10 roles with 74 total files.

Each role includes:
- SKILL.md (lean, <5KB, ~1200 tokens for context efficiency)
- Reference docs (loaded on demand, not at startup)
- Python analysis scripts (stdlib only, runnable CLI)

Executive Mentor features /em: slash commands (challenge, board-prep,
hard-call, stress-test, postmortem) with devil's advocate agent.

21 Python tools, 24 reference frameworks, 28,379 total lines.
All SKILL.md files combined: ~17K tokens (8.5% of 200K context window).

Badge: 88 → 116 skills

* feat: C-Suite orchestration layer + 18 complementary skills

ORCHESTRATION (new):
- cs-onboard: Founder interview → company-context.md
- chief-of-staff: Routing, synthesis, inter-agent orchestration
- board-meeting: 6-phase multi-agent deliberation protocol
- decision-logger: Two-layer memory (raw transcripts + approved decisions)
- agent-protocol: Inter-agent invocation with loop prevention
- context-engine: Company context loading + anonymization

CROSS-CUTTING CAPABILITIES (new):
- board-deck-builder: Board/investor update assembly
- scenario-war-room: Cascading multi-variable what-if modeling
- competitive-intel: Systematic competitor tracking + battlecards
- org-health-diagnostic: Cross-functional health scoring (8 dimensions)
- ma-playbook: M&A strategy (acquiring + being acquired)
- intl-expansion: International market entry frameworks

CULTURE & COLLABORATION (new):
- culture-architect: Values → behaviors, culture code, health assessment
- company-os: EOS/Scaling Up operating system selection + implementation
- founder-coach: Founder development, delegation, blind spots
- strategic-alignment: Strategy cascade, silo detection, alignment scoring
- change-management: ADKAR-based change rollout framework
- internal-narrative: One story across employees/investors/customers

UPGRADES TO EXISTING ROLES:
- All 10 roles get reasoning technique directives
- All 10 roles get company-context.md integration
- All 10 roles get board meeting isolation rules
- CEO gets stage-adaptive temporal horizons (seed→C)

Key design decisions:
- Two-layer memory prevents hallucinated consensus from rejected ideas
- Phase 2 isolation: agents think independently before cross-examination
- Executive Mentor (The Critic) sees all perspectives, others don't
- 25 Python tools total (stdlib only, no dependencies)

52 new files, 10 modified, 10,862 new lines.
Total C-suite ecosystem: 134 files, 39,131 lines.

* fix: connect all dots — Chief of Staff routes to all 28 skills

- Added complementary skills registry to routing-matrix.md
- Chief of Staff SKILL.md now lists all 28 skills in ecosystem
- Added integration tables to scenario-war-room and competitive-intel
- Badge: 116 → 134 skills
- README: C-Level Advisory count 10 → 28

Quality audit passed:
✅ All 10 roles: company-context, reasoning, isolation, invocation
✅ All 6 phases in board meeting
✅ Two-layer memory with DO_NOT_RESURFACE
✅ Loop prevention (no self-invoke, max depth 2, no circular)
✅ All /em: commands present
✅ All complementary skills cross-reference roles
✅ Chief of Staff routes to every skill in ecosystem

* refactor: CEO + CTO advisors upgraded to C-suite parity

Both roles now match the structural standard of all new roles:
- CEO: 11.7KB → 6.8KB SKILL.md (heavy content stays in references)
- CTO: 10KB → 7.2KB SKILL.md (heavy content stays in references)

Added to both:
- Integration table (who they work with and when)
- Key diagnostic questions
- Structured metrics dashboard table
- Consistent section ordering (Keywords → Quick Start → Responsibilities → Questions → Metrics → Red Flags → Integration → Reasoning → Context)

CEO additions:
- Stage-adaptive temporal horizons (seed=3m/6m/12m → B+=1y/3y/5y)
- Cross-references to culture-architect and board-deck-builder

CTO additions:
- Key Questions section (7 diagnostic questions)
- Structured metrics table (DORA + debt + team + architecture + cost)
- Cross-references to all peer roles

All 10 roles now pass structural parity: ✅ Keywords ✅ QuickStart ✅ Questions ✅ Metrics ✅ RedFlags ✅ Integration

* feat: add proactive triggers + output artifacts to all 10 roles

Every C-suite role now specifies:
- Proactive Triggers: 'surface these without being asked' — context-driven
  early warnings that make advisors proactive, not reactive
- Output Artifacts: concrete deliverables per request type (what you ask →
  what you get)

CEO: runway alerts, board prep triggers, strategy review nudges
CTO: deploy frequency monitoring, tech debt thresholds, bus factor flags
COO: blocker detection, scaling threshold warnings, cadence gaps
CPO: retention curve monitoring, portfolio dog detection, research gaps
CMO: CAC trend monitoring, positioning gaps, budget staleness
CFO: runway forecasting, burn multiple alerts, scenario planning gaps
CRO: NRR monitoring, pipeline coverage, pricing review triggers
CISO: audit overdue alerts, compliance gaps, vendor risk
CHRO: retention risk, comp band gaps, org scaling thresholds
Executive Mentor: board prep triggers, groupthink detection, hard call surfacing

This transforms the C-suite from reactive advisors into proactive partners.

* feat: User Communication Standard — structured output for all roles

Defines 3 output formats in agent-protocol/SKILL.md:

1. Standard Output: Bottom Line → What → Why → How to Act → Risks → Your Decision
2. Proactive Alert: What I Noticed → Why It Matters → Action → Urgency (🔴🟡⚪)
3. Board Meeting: Decision Required → Perspectives → Agree/Disagree → Critic → Action Items

10 non-negotiable rules:
- Bottom line first, always
- Results and decisions only (no process narration)
- What + Why + How for every finding
- Actions have owners and deadlines ('we should consider' is banned)
- Decisions framed as options with trade-offs
- Founder is the highest authority — roles recommend, founder decides
- Risks are concrete (if X → Y, costs $Z)
- Max 5 bullets per section
- No jargon without explanation
- Silence over fabricated updates

All 10 roles reference this standard.
Chief of Staff enforces it as a quality gate.
Board meeting Phase 4 uses the Board Meeting Output format.

* feat: Internal Quality Loop — verification before delivery

No role presents to the founder without passing verification:

Step 1: Self-Verification (every role, every time)
  - Source attribution: where did each data point come from?
  - Assumption audit: [VERIFIED] vs [ASSUMED] tags on every finding
  - Confidence scoring: 🟢 high / 🟡 medium / 🔴 low per finding
  - Contradiction check against company-context + decision log
  - 'So what?' test: every finding needs a business consequence

Step 2: Peer Verification (cross-functional)
  - Financial claims → CFO validates math
  - Revenue projections → CRO validates pipeline backing
  - Technical feasibility → CTO validates
  - People/hiring impact → CHRO validates
  - Skip for single-domain, low-stakes questions

Step 3: Critic Pre-Screen (high-stakes only)
  - Irreversible decisions, >20% runway impact, strategy changes
  - Executive Mentor finds weakest point before founder sees it
  - Suspicious consensus triggers mandatory pre-screen

Step 4: Course Correction (after founder feedback)
  - Approve → log + assign actions
  - Modify → re-verify changed parts
  - Reject → DO_NOT_RESURFACE + learn why
  - 30/60/90 day post-decision review

Board meeting contributions now require self-verified format with
confidence tags and source attribution on every finding.

* fix: resolve PR review issues 1, 4, and minor observation

Issue 1: c-level-advisor/CLAUDE.md — completely rewritten
  - Was: 2 skills (CEO, CTO only), dated Nov 2025
  - Now: full 28-skill ecosystem map with architecture diagram,
    all roles/orchestration/cross-cutting/culture skills listed,
    design decisions, integration with other domains

Issue 4: Root CLAUDE.md — updated all stale counts
  - 87 → 134 skills across all 3 references
  - C-Level: 2 → 33 (10 roles + 5 mentor commands + 18 complementary)
  - Tool count: 160+ → 185+
  - Reference count: 200+ → 250+

Minor observation: Documented plugin.json convention
  - Explained in c-level-advisor/CLAUDE.md that only executive-mentor
    has plugin.json because only it has slash commands (/em: namespace)
  - Other skills are invoked by name through Chief of Staff or directly

Also fixed: README.md 88+ → 134 in two places (first line + skills section)

* fix: update all plugin/index registrations for 28-skill C-suite

1. c-level-advisor/.claude-plugin/plugin.json — v2.0.0
   - Was: 2 skills, generic description
   - Now: all 28 skills listed with descriptions, all 25 scripts,
     namespace 'cs', full ecosystem description

2. .codex/skills-index.json — added 18 complementary skills
   - Was: 10 roles only
   - Now: 28 total c-level entries (10 roles + 6 orchestration +
     6 cross-cutting + 6 culture)
   - Each with full description for skill discovery

3. .claude-plugin/marketplace.json — updated c-level-skills entry
   - Was: generic 2-skill description
   - Now: v2.0.0, full 28-skill ecosystem description,
     skills_count: 28, scripts_count: 25

* feat: add root SKILL.md for c-level-advisor ClawHub package

---------

Co-authored-by: Leo <leo@openclaw.ai>
2026-03-06 01:35:08 +01:00

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{
"name": "c-level-skills",
"namespace": "cs",
"description": "Complete virtual board of directors: 10 C-level advisory roles, 6 orchestration skills, 6 cross-cutting capabilities, and 6 culture & collaboration frameworks. Features internal quality loop (self-verify → peer-verify → critic pre-screen), two-layer memory, board meeting protocol with Phase 2 isolation, proactive triggers, and structured user communication standard.",
"version": "2.0.0",
"author": {
"name": "Alireza Rezvani",
"url": "https://alirezarezvani.com"
},
"homepage": "https://github.com/alirezarezvani/claude-skills/tree/main/c-level-advisor",
"repository": "https://github.com/alirezarezvani/claude-skills",
"license": "MIT",
"skills": [
{
"name": "CEO Advisor",
"description": "Strategic planning, business model, stakeholder management. Reasoning: Tree of Thought.",
"path": "ceo-advisor/SKILL.md"
},
{
"name": "CTO Advisor",
"description": "Technical leadership, architecture decisions, engineering strategy. Reasoning: ReAct.",
"path": "cto-advisor/SKILL.md"
},
{
"name": "COO Advisor",
"description": "Operations leadership, process design, OKR execution. Reasoning: Step by Step.",
"path": "coo-advisor/SKILL.md"
},
{
"name": "CPO Advisor",
"description": "Product vision, portfolio strategy, product-market fit. Reasoning: First Principles.",
"path": "cpo-advisor/SKILL.md"
},
{
"name": "CMO Advisor",
"description": "Brand strategy, growth models, marketing budget allocation. Reasoning: Recursion of Thought.",
"path": "cmo-advisor/SKILL.md"
},
{
"name": "CFO Advisor",
"description": "Financial leadership, fundraising, unit economics, cash management. Reasoning: Chain of Thought.",
"path": "cfo-advisor/SKILL.md"
},
{
"name": "CRO Advisor",
"description": "Revenue leadership, sales strategy, pricing, net revenue retention. Reasoning: Chain of Thought.",
"path": "cro-advisor/SKILL.md"
},
{
"name": "CISO Advisor",
"description": "Security leadership, risk quantification, compliance roadmaps. Reasoning: Risk-Based.",
"path": "ciso-advisor/SKILL.md"
},
{
"name": "CHRO Advisor",
"description": "People leadership, hiring plans, compensation, org design. Reasoning: Empathy + Data.",
"path": "chro-advisor/SKILL.md"
},
{
"name": "Executive Mentor",
"description": "Adversarial executive coach with /em: slash commands. Reasoning: Adversarial.",
"path": "executive-mentor/SKILL.md"
},
{
"name": "C-Suite Onboard",
"description": "Founder interview → company-context.md that all agents read.",
"path": "cs-onboard/SKILL.md"
},
{
"name": "Chief of Staff",
"description": "Central router — routes questions to the right role, triggers board meetings.",
"path": "chief-of-staff/SKILL.md"
},
{
"name": "Board Meeting",
"description": "6-phase multi-agent deliberation with Phase 2 isolation.",
"path": "board-meeting/SKILL.md"
},
{
"name": "Decision Logger",
"description": "Two-layer memory: raw transcripts + approved decisions only.",
"path": "decision-logger/SKILL.md"
},
{
"name": "Agent Protocol",
"description": "Inter-agent invocation, loop prevention, quality loop, communication standard.",
"path": "agent-protocol/SKILL.md"
},
{
"name": "Context Engine",
"description": "Company context loading and stage-adaptive configuration.",
"path": "context-engine/SKILL.md"
},
{
"name": "Board Deck Builder",
"description": "Assembles board and investor update presentations.",
"path": "board-deck-builder/SKILL.md"
},
{
"name": "Scenario War Room",
"description": "Multi-variable what-if modeling for strategic scenarios.",
"path": "scenario-war-room/SKILL.md"
},
{
"name": "Competitive Intel",
"description": "Systematic competitor tracking and market intelligence.",
"path": "competitive-intel/SKILL.md"
},
{
"name": "Org Health Diagnostic",
"description": "Cross-functional organizational health scoring.",
"path": "org-health-diagnostic/SKILL.md"
},
{
"name": "M&A Playbook",
"description": "Due diligence, integration planning for acquisitions.",
"path": "ma-playbook/SKILL.md"
},
{
"name": "International Expansion",
"description": "Market entry strategy, regional playbooks, localization.",
"path": "intl-expansion/SKILL.md"
},
{
"name": "Culture Architect",
"description": "Build and operationalize company culture systematically.",
"path": "culture-architect/SKILL.md"
},
{
"name": "Company OS",
"description": "EOS/Scaling Up operating system implementation.",
"path": "company-os/SKILL.md"
},
{
"name": "Founder Coach",
"description": "Founder personal development and leadership growth.",
"path": "founder-coach/SKILL.md"
},
{
"name": "Strategic Alignment",
"description": "Strategy cascade, silo detection, cross-functional alignment.",
"path": "strategic-alignment/SKILL.md"
},
{
"name": "Change Management",
"description": "ADKAR-based change rollout and transformation planning.",
"path": "change-management/SKILL.md"
},
{
"name": "Internal Narrative",
"description": "One consistent story across all audiences and channels.",
"path": "internal-narrative/SKILL.md"
}
],
"scripts": [
{
"name": "strategy_analyzer",
"path": "ceo-advisor/scripts/strategy_analyzer.py",
"run": "python ceo-advisor/scripts/strategy_analyzer.py"
},
{
"name": "financial_scenario_analyzer",
"path": "ceo-advisor/scripts/financial_scenario_analyzer.py",
"run": "python ceo-advisor/scripts/financial_scenario_analyzer.py"
},
{
"name": "tech_debt_analyzer",
"path": "cto-advisor/scripts/tech_debt_analyzer.py",
"run": "python cto-advisor/scripts/tech_debt_analyzer.py"
},
{
"name": "team_scaling_calculator",
"path": "cto-advisor/scripts/team_scaling_calculator.py",
"run": "python cto-advisor/scripts/team_scaling_calculator.py"
},
{
"name": "ops_efficiency_analyzer",
"path": "coo-advisor/scripts/ops_efficiency_analyzer.py",
"run": "python coo-advisor/scripts/ops_efficiency_analyzer.py"
},
{
"name": "okr_tracker",
"path": "coo-advisor/scripts/okr_tracker.py",
"run": "python coo-advisor/scripts/okr_tracker.py"
},
{
"name": "pmf_scorer",
"path": "cpo-advisor/scripts/pmf_scorer.py",
"run": "python cpo-advisor/scripts/pmf_scorer.py"
},
{
"name": "portfolio_analyzer",
"path": "cpo-advisor/scripts/portfolio_analyzer.py",
"run": "python cpo-advisor/scripts/portfolio_analyzer.py"
},
{
"name": "marketing_budget_modeler",
"path": "cmo-advisor/scripts/marketing_budget_modeler.py",
"run": "python cmo-advisor/scripts/marketing_budget_modeler.py"
},
{
"name": "growth_model_simulator",
"path": "cmo-advisor/scripts/growth_model_simulator.py",
"run": "python cmo-advisor/scripts/growth_model_simulator.py"
},
{
"name": "burn_rate_calculator",
"path": "cfo-advisor/scripts/burn_rate_calculator.py",
"run": "python cfo-advisor/scripts/burn_rate_calculator.py"
},
{
"name": "unit_economics_analyzer",
"path": "cfo-advisor/scripts/unit_economics_analyzer.py",
"run": "python cfo-advisor/scripts/unit_economics_analyzer.py"
},
{
"name": "fundraising_model",
"path": "cfo-advisor/scripts/fundraising_model.py",
"run": "python cfo-advisor/scripts/fundraising_model.py"
},
{
"name": "revenue_forecast_model",
"path": "cro-advisor/scripts/revenue_forecast_model.py",
"run": "python cro-advisor/scripts/revenue_forecast_model.py"
},
{
"name": "churn_analyzer",
"path": "cro-advisor/scripts/churn_analyzer.py",
"run": "python cro-advisor/scripts/churn_analyzer.py"
},
{
"name": "risk_quantifier",
"path": "ciso-advisor/scripts/risk_quantifier.py",
"run": "python ciso-advisor/scripts/risk_quantifier.py"
},
{
"name": "compliance_tracker",
"path": "ciso-advisor/scripts/compliance_tracker.py",
"run": "python ciso-advisor/scripts/compliance_tracker.py"
},
{
"name": "hiring_plan_modeler",
"path": "chro-advisor/scripts/hiring_plan_modeler.py",
"run": "python chro-advisor/scripts/hiring_plan_modeler.py"
},
{
"name": "comp_benchmarker",
"path": "chro-advisor/scripts/comp_benchmarker.py",
"run": "python chro-advisor/scripts/comp_benchmarker.py"
},
{
"name": "decision_matrix_scorer",
"path": "executive-mentor/scripts/decision_matrix_scorer.py",
"run": "python executive-mentor/scripts/decision_matrix_scorer.py"
},
{
"name": "stakeholder_mapper",
"path": "executive-mentor/scripts/stakeholder_mapper.py",
"run": "python executive-mentor/scripts/stakeholder_mapper.py"
},
{
"name": "health_scorer",
"path": "org-health-diagnostic/scripts/health_scorer.py",
"run": "python org-health-diagnostic/scripts/health_scorer.py"
},
{
"name": "alignment_checker",
"path": "strategic-alignment/scripts/alignment_checker.py",
"run": "python strategic-alignment/scripts/alignment_checker.py"
},
{
"name": "decision_tracker",
"path": "decision-logger/scripts/decision_tracker.py",
"run": "python decision-logger/scripts/decision_tracker.py"
},
{
"name": "culture_scorer",
"path": "culture-architect/scripts/culture_scorer.py",
"run": "python culture-architect/scripts/culture_scorer.py"
}
]
}
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