* 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>
308 lines
12 KiB
Markdown
308 lines
12 KiB
Markdown
# PMF Playbook
|
|
|
|
How to find product-market fit, measure it, and not lose it. Steps, not theory.
|
|
|
|
---
|
|
|
|
## What PMF Actually Is
|
|
|
|
PMF is when a product pulls users in rather than pushing them. Signals:
|
|
- Users find the product without you telling them about it
|
|
- They're upset when it doesn't work
|
|
- They bring their colleagues, their friends, their boss
|
|
- They build workarounds when a feature is missing
|
|
|
|
PMF is not:
|
|
- Users saying they like it
|
|
- A good NPS score with flat growth
|
|
- Enterprise customers who are locked in but churning at contract end
|
|
|
|
---
|
|
|
|
## Step 1: Find Your Best Customers First
|
|
|
|
Before measuring PMF across everyone, find the segment where PMF is strongest.
|
|
|
|
**How:**
|
|
1. Export a list of all churned users and all retained users (D90+)
|
|
2. Identify 5-10 attributes to compare: company size, industry, job title, signup source, first action taken, time to first value
|
|
3. Find the attributes that are over-represented in retained vs. churned
|
|
4. That's your highest-PMF segment
|
|
|
|
**This is not an analytics project.** Call 10 retained power users. Ask:
|
|
- "What were you doing before you found us?"
|
|
- "What would you use if we shut down tomorrow?"
|
|
- "Who else in your life has this problem?"
|
|
|
|
The segment where this conversation is easy and the answers are specific — that's where your PMF is.
|
|
|
|
---
|
|
|
|
## Step 2: Measure the Three PMF Signals
|
|
|
|
Run all three. They measure different things. One signal without the others is misleading.
|
|
|
|
### Signal 1: Retention Curves
|
|
|
|
**Method:**
|
|
1. Cohort users by week or month of first use
|
|
2. Calculate % still active at D1, D7, D14, D30, D60, D90
|
|
3. Plot the curve for each cohort
|
|
|
|
**Interpretation:**
|
|
|
|
| Curve Shape | What It Means |
|
|
|-------------|--------------|
|
|
| Drops to zero | No PMF. Product doesn't solve a recurring problem. |
|
|
| Drops and keeps dropping | Weak PMF. Some people find value, but not enough to keep coming back. |
|
|
| Drops then flattens above 0 | PMF signal. A core group finds ongoing value. |
|
|
| Flattens higher with each newer cohort | PMF improving. You're learning. |
|
|
|
|
**Benchmarks:**
|
|
|
|
| Segment | D30 Retention (PMF threshold) | D90 Retention (strong PMF) |
|
|
|---------|-------------------------------|---------------------------|
|
|
| Consumer | > 20% | > 10% |
|
|
| SMB SaaS | > 40% | > 25% |
|
|
| Enterprise SaaS | > 60% | > 45% |
|
|
| Marketplace (buyers) | > 30% | > 20% |
|
|
| PLG (free-to-paid) | > 25% free D30, > 50% paid D30 | > 15% free D90 |
|
|
|
|
**If retention is below threshold:**
|
|
- Don't run more acquisition. You'll just churn faster.
|
|
- Find the users who ARE retained. Understand why. Build for them.
|
|
|
|
---
|
|
|
|
### Signal 2: Sean Ellis Test
|
|
|
|
Survey users with one question: "How would you feel if you could no longer use [Product]?"
|
|
|
|
**Answers:**
|
|
- Very disappointed
|
|
- Somewhat disappointed
|
|
- Not disappointed (it really isn't that useful)
|
|
- N/A — I no longer use [Product]
|
|
|
|
**Scoring:**
|
|
- Count only "very disappointed" responses
|
|
- Divide by total non-churned respondents
|
|
- PMF threshold: **> 40% "very disappointed"**
|
|
|
|
**Sample size requirement:** Minimum 40 responses. Under 40, the signal is noisy.
|
|
|
|
**When to run it:**
|
|
- When you have 100-500 active users
|
|
- Quarterly for ongoing tracking
|
|
- After major product changes
|
|
|
|
**What to do with "somewhat disappointed":**
|
|
Don't lump them with "very disappointed." The delta between "somewhat" and "very" is where your retention problem lives. Interview people in the "somewhat" group. What's missing? Why only somewhat?
|
|
|
|
**When score is 20-35%:** You have a segment with PMF. Find them. Ask what they love. Run a separate survey for just that segment.
|
|
|
|
**When score is < 20%:** Your core value proposition isn't working. This is not a retention tactics problem. Revisit the fundamental problem you're solving.
|
|
|
|
---
|
|
|
|
### Signal 3: Organic Growth and Referral
|
|
|
|
**Metric:** % of new signups that came from existing user referral, word of mouth, or organic search — without a paid incentive.
|
|
|
|
**Threshold:** > 20% of new users are coming organically without incentive programs.
|
|
|
|
**How to measure:**
|
|
1. Tag signup source: paid, organic search, referral (with referral code), direct/dark social
|
|
2. Track monthly. Is the organic % trending up or stable?
|
|
3. Interview organic signups: "How did you hear about us?" (don't trust the dropdown)
|
|
|
|
**Why this matters:** Paid growth can mask the absence of PMF. You can buy users who churn. You can't buy users who tell their friends.
|
|
|
|
---
|
|
|
|
## Step 3: Run PMF Experiments (Pre-PMF)
|
|
|
|
If you're below thresholds, don't optimize — experiment. The goal is to find the version of the product where at least a small segment has PMF.
|
|
|
|
### The PMF Experiment Loop
|
|
|
|
```
|
|
1. Pick one customer segment + one hypothesis about their job to be done
|
|
2. Remove everything from the product that doesn't serve that job
|
|
3. Run a 4-week cohort with only that segment
|
|
4. Measure retention + Sean Ellis for that cohort
|
|
5. If PMF signal: this is your beachhead. Double down.
|
|
If no signal: new hypothesis. Repeat.
|
|
```
|
|
|
|
**Time box:** Each experiment 4-8 weeks. If you're running experiments for 18+ months with no signal, revisit the problem space, not just the solution.
|
|
|
|
### What to Change
|
|
|
|
| Lever | Change | Expected Impact |
|
|
|-------|--------|-----------------|
|
|
| Target segment | Narrow ICP from "all companies" to "Series A SaaS" | Faster learning, higher retention |
|
|
| Core job | Reframe from feature-benefit to outcome-benefit | Better product decisions |
|
|
| Onboarding | Remove steps to time-to-value | D1 retention up |
|
|
| Pricing | Move from per-seat to per-outcome | Align incentives with value |
|
|
| Channel | Switch from outbound to PLG | Different segment discovers product |
|
|
|
|
---
|
|
|
|
## Step 4: Validate PMF (Post-Signal, Pre-Scale)
|
|
|
|
Congratulations, you have a retention curve that flattens. Before you scale:
|
|
|
|
**Validate that it's real:**
|
|
- Can you acquire more of the same customers? (Test CAC at 2x current volume)
|
|
- Do the retained users expand? (Are they buying more seats, upgrading?)
|
|
- Is the NPS from retained users > 40?
|
|
- Are they forgiving of bugs and slowness? (Love, not tolerance)
|
|
|
|
**Validate the unit economics:**
|
|
- LTV / CAC > 3x (for SaaS)
|
|
- Payback period < 18 months
|
|
- Gross margin > 60% (SaaS), > 40% (marketplace)
|
|
|
|
**The danger zone:** Convincing yourself you have PMF before economics are viable. High retention with terrible unit economics is not a business — it's a hobby that grows.
|
|
|
|
---
|
|
|
|
## PMF by Business Model
|
|
|
|
### B2B SaaS
|
|
|
|
**Primary signal:** D90 retention > 45% in target segment.
|
|
|
|
**Secondary signals:**
|
|
- NPS from retained users > 50
|
|
- Expansion revenue from retained accounts (NRR > 110%)
|
|
- Sales cycle shortening as word-of-mouth increases
|
|
|
|
**PMF finding strategy:**
|
|
- Start with one vertical, not the whole market
|
|
- Get 3-5 reference customers who use it daily and refer others
|
|
- Don't expand segment until you can replicate the reference case
|
|
|
|
**Common false signals:**
|
|
- Retained users who are locked in by contract, not value
|
|
- Expansion revenue from upselling, not from organic growth
|
|
- High satisfaction survey scores with flat usage data
|
|
|
|
---
|
|
|
|
### B2C / Consumer
|
|
|
|
**Primary signal:** D30 retention > 20%, with a flat or rising tail at D90.
|
|
|
|
**Secondary signals:**
|
|
- DAU/MAU ratio > 20% (daily habit product: > 40%)
|
|
- Session depth (users exploring multiple features, not one-and-done)
|
|
- Organic referral rate > 20% of new installs
|
|
|
|
**PMF finding strategy:**
|
|
- Consumer PMF is about habit formation — which behavior do you own in a user's day?
|
|
- Find the "aha moment" (the action that predicts retention). Build everything to get users there faster.
|
|
- Segment ruthlessly — consumer PMF is often strong in one demographic, weak in others.
|
|
|
|
**Common false signals:**
|
|
- High D1 retention from email campaigns that re-engage dormant users
|
|
- Good NPS from vocal users who are power users, not typical users
|
|
- Media buzz driving installs from wrong audience
|
|
|
|
---
|
|
|
|
### Marketplace
|
|
|
|
**Primary signal:** Successful transaction rate and repeat buyer rate.
|
|
|
|
**Secondary signals:**
|
|
- Supply-side retention (sellers/providers coming back)
|
|
- Liquidity score: % of demand requests matched within acceptable time
|
|
- Referral: both sides sending others
|
|
|
|
**PMF challenge:** You have two customers (supply and demand). PMF can exist on one side and not the other.
|
|
|
|
**PMF finding strategy:**
|
|
- Start with constrained geography or category — don't try to be national before local works
|
|
- Measure GMV per cohort, not just transaction count
|
|
- Find the "magic moment" for both buyer and seller. Optimize for both.
|
|
|
|
---
|
|
|
|
### PLG (Product-Led Growth)
|
|
|
|
**Primary signal:** Free-to-paid conversion rate + paid retention.
|
|
|
|
**Secondary signals:**
|
|
- Time to activation (reaching the "aha moment" in free tier)
|
|
- PQL (product-qualified lead) conversion to paid
|
|
- Team invites from individual users (virality coefficient)
|
|
|
|
**PMF finding strategy:**
|
|
- The free tier must have genuine value — not a crippled trial
|
|
- Track activation milestone (the action that predicts conversion)
|
|
- Optimize activation before conversion — conversion optimizations don't work if nobody activates
|
|
|
|
---
|
|
|
|
## After PMF: The Scaling Trap
|
|
|
|
Most companies that fail after PMF weren't ready to scale. They scaled the wrong thing.
|
|
|
|
### The Scaling Trap
|
|
|
|
You have PMF with segment A. You hire sales and start selling to segment B. Segment B doesn't retain. NPS drops. Engineers chase segment B feature requests. Segment A users feel abandoned.
|
|
|
|
**This is the most common way early-stage companies die after PMF.**
|
|
|
|
### What to Do After PMF
|
|
|
|
**First 90 days after confirming PMF:**
|
|
1. Document your best customer profile in extreme detail
|
|
2. Build the playbook to replicate the reference customer, not to expand the ICP
|
|
3. Hire sales to replicate, not to expand
|
|
4. Instrument everything — you need to know what's driving retention for every new cohort
|
|
5. Don't launch new features. Remove friction from the path that's already working.
|
|
|
|
**The expansion question:** Only expand ICP when:
|
|
- You can replicate the reference customer at 3x volume with same retention
|
|
- CAC is declining (word of mouth in the reference segment)
|
|
- You've exhausted density in the reference segment
|
|
|
|
**Don't expand ICP to save the business.** Expanding ICP when retention is declining is panic, not strategy.
|
|
|
|
---
|
|
|
|
## How to Know When PMF Is Slipping
|
|
|
|
PMF is not a binary state. It can degrade. Watch for:
|
|
|
|
| Signal | What's Happening | Response |
|
|
|--------|-----------------|----------|
|
|
| D30 retention declining across cohorts | Product changes or market change are eroding value | Run Sean Ellis test immediately. Interview churned users. |
|
|
| Sean Ellis score dropping | Users less passionate about the product | Feature gap opening. Competitive pressure. |
|
|
| NPS dropping for retained users | Power users seeing degraded experience | Product quality or performance issues. |
|
|
| Organic referral rate declining | Satisfied users less enthusiastic | Product becoming commoditized. Moat eroding. |
|
|
| Support tickets shifting from feature requests to bug reports | Technical debt catching up | Engineering quality investment needed. |
|
|
| Sales cycles lengthening | ICP no longer self-evident. Positioning drift. | Re-run positioning exercise. Sharpen ICP. |
|
|
|
|
**The PMF quarterly check:**
|
|
Run Sean Ellis test every quarter. Track D30 retention by cohort every month. Put both on the CPO dashboard. These are your vital signs.
|
|
|
|
---
|
|
|
|
## Quick Reference
|
|
|
|
| Test | Threshold | Frequency |
|
|
|------|-----------|-----------|
|
|
| Sean Ellis | > 40% very disappointed | Quarterly |
|
|
| D30 retention (B2B SaaS) | > 40% | Monthly (by cohort) |
|
|
| D30 retention (consumer) | > 20% | Monthly (by cohort) |
|
|
| D90 retention (B2B SaaS) | > 45% | Monthly (by cohort) |
|
|
| Organic signup % | > 20% | Monthly |
|
|
| NPS (retained users) | > 40 | Quarterly |
|
|
| DAU/MAU (if daily product) | > 20% | Weekly |
|
|
|
|
Use `scripts/pmf_scorer.py` to run all dimensions together with weighted scoring.
|