firefrost-gaming/claude-skills-reference

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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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Board Deck Template

Fill in bracketed fields. Remove placeholders before sharing. Never invent numbers — use [TBD] if unknown.

Slide 1: Executive Summary (CEO)

[Company Name] — Q[X] [Year] Board Update

[One sentence: State of the business — where you are.] [One sentence: The most important thing that happened this quarter.] [One sentence: Where you're going next quarter and what determines success.]

Slide 2: Key Metrics Dashboard (COO)

Quarter at a Glance

Metric	Q[X] Actual	Q[X] Target	Q[X-1] Actual	Status
ARR	$[X]M	$[X]M	$[X]M	[✅/🟡/🔴]
QoQ Growth	[X]%	[X]%	[X]%	[✅/🟡/🔴]
NRR	[X]%	>[X]%	[X]%	[✅/🟡/🔴]
Gross Margin	[X]%	>[X]%	[X]%	[✅/🟡/🔴]
Burn Multiple	[X]x	<[X]x	[X]x	[✅/🟡/🔴]
Runway	[X] months	>[X] months	[X] months	[✅/🟡/🔴]
Headcount	[X]	[X]	[X]	[✅/🟡/🔴]
CAC Payback	[X] months	<[X] months	[X] months	[✅/🟡/🔴]

Slide 3: Financial Update (CFO)

P&L Summary

	Q[X]	Q[X-1]	QoQ
Revenue	$[X]K	$[X]K	[+/-X]%
COGS	$[X]K	$[X]K
Gross Profit	$[X]K	$[X]K
Gross Margin	[X]%	[X]%
OpEx	$[X]K	$[X]K
Net Burn	$[X]K	$[X]K

Cash & Runway

Cash on hand: $[X]M
Monthly burn: $[X]K
Runway: [X] months
Burn multiple: [X]x (target: <2x)

Variance to Plan

Revenue: [+/-$X]K vs plan — [one sentence cause]
Burn: [+/-$X]K vs plan — [one sentence cause]

Q[X+1] Forecast: $[X]M revenue, $[X]K burn — [confidence: high/medium/low]

Slide 4: Revenue & Pipeline (CRO)

ARR Waterfall

Starting ARR:         $[X]M
+ New ARR:            +$[X]K
+ Expansion ARR:      +$[X]K
- Churned ARR:        -$[X]K
- Contraction ARR:    -$[X]K
= Ending ARR:         $[X]M

Health Metrics

NRR: [X]% | Logo churn: [X]% | Avg ACV: $[X]K

Pipeline (next 90 days)

Stage	# Deals	$ Value
Proposal	[X]	$[X]K
Negotiation	[X]	$[X]K
Verbal commit	[X]	$[X]K

Q[X+1] Forecast: $[X]M ARR — [one sentence confidence statement]

Top 3 Deals

[Company] — $[X]K ARR — close date [X] — risk: [one word]
[Company] — $[X]K ARR — close date [X] — risk: [one word]
[Company] — $[X]K ARR — close date [X] — risk: [one word]

Slide 5: Product Update (CPO)

Shipped This Quarter

[Feature/initiative] — impact: [metric or user outcome]
[Feature/initiative] — impact: [metric or user outcome]
[Feature/initiative] — impact: [metric or user outcome]

Shipping Next Quarter

[Feature] — target: [date] — why it matters: [one line]
[Feature] — target: [date] — why it matters: [one line]
[Feature] — target: [date] — why it matters: [one line]

PMF Signals

NPS: [X] (trend: [up/flat/down])
DAU/MAU: [X]%
Feature adoption ([key feature]): [X]%

Key Learning: [One thing customer research taught you this quarter]

Slide 6: Growth & Marketing (CMO)

CAC by Channel

Channel	CAC	Pipeline $	% of Total
Outbound	$[X]K	$[X]K	[X]%
Inbound	$[X]K	$[X]K	[X]%
Partner	$[X]K	$[X]K	[X]%

What's Working: [One channel or initiative with data] What We Cut: [One thing, and why] What We're Testing: [One experiment running now]

Slide 7: Engineering & Technical (CTO)

Delivery

Velocity trend: [up/flat/down vs last quarter]
Q[X] commitments delivered: [X]% on time

Quality & Reliability

P0/P1 incidents: [X] (vs [X] last quarter)
Uptime: [X]%
Infrastructure cost: $[X]K/month (trend: [up/flat/down])

Tech Debt

Ratio: [X]% of roadmap allocated to debt reduction
Key item in progress: [description, target date]

Security: [one line status; flag anything pending]

Slide 8: Team & People (CHRO)

Headcount

Total: [X] (vs [X] plan, [X] last quarter)
By function: Eng [X], Product [X], Sales [X], CS [X], G&A [X]

Hiring

Hired this quarter: [X]
Open reqs: [X] — time-to-fill avg: [X] days
Offers outstanding: [X]

Retention

Regrettable attrition: [X]% (annualized)
Engagement score: [X]/10 (trend: [up/flat/down])

Notable Hires: [Name, role — one sentence on why they matter] Key Open Roles: [Role, priority: critical/high/medium]

Slide 9: Risk & Security (CISO)

Compliance Status

Certification	Status	Target Date
[SOC 2 / ISO 27001 / etc.]	[In progress / Complete / Not started]	[Date]

Security Posture: [One line — overall status]

Incidents This Quarter: [X] total — [description if >0]

Top Risks

[Risk] — likelihood: [H/M/L] — impact: [H/M/L] — mitigation: [one line]
[Risk] — likelihood: [H/M/L] — impact: [H/M/L] — mitigation: [one line]
[Risk] — likelihood: [H/M/L] — impact: [H/M/L] — mitigation: [one line]

Slide 10: Strategic Outlook (CEO)

Q[X+1] Priorities

[Priority] — owner: [name] — success metric: [specific]
[Priority] — owner: [name] — success metric: [specific]
[Priority] — owner: [name] — success metric: [specific]

Asks from the Board

[Specific ask: warm intro / advice / vote / resource]
[Specific ask]
[Specific ask]

Decisions Needed Today

[Decision with options]: [Option A] vs [Option B] — recommendation: [A/B] — rationale: [one line]

Appendix

A1: Full P&L (monthly, last 4 quarters)
A2: 3-year financial model
A3: Customer list / ARR breakdown
A4: Full pipeline by deal
A5: Cohort retention analysis
A6: Org chart + headcount detail
A7: [Other as relevant]

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