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* 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>
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Market Entry Playbook
Step-by-step framework for entering a new international market.
Phase 0: Validation (4-8 weeks)
Before committing resources, validate demand:
Signal Assessment
| Signal | Strength | Action |
|---|---|---|
| Inbound inquiries from the market | Strong | Fast-track evaluation |
| Existing customers using from that market | Strong | Interview them, understand needs |
| Competitor succeeding there | Medium | Market exists, but competition too |
| Partner referral | Medium | Validate independently |
| Market research says it's big | Weak | Research ≠ demand |
| Board says "we should be in X" | Weakest | Push back with data |
Lightweight Validation
- Landing page test — localized landing page with waitlist
- Ad spend test — $2-5K in targeted ads, measure conversion
- Sales outreach — 20 calls to potential customers in market
- Partner conversations — 3-5 potential local partners
- Competitor analysis — who's there, what they charge, customer reviews
Pass criteria: At least 2 of: qualified pipeline > $50K, waitlist > 100, partner willing to co-sell.
Phase 1: Planning (4-6 weeks)
Market-Specific GTM
| Element | Home Market | New Market | Notes |
|---|---|---|---|
| ICP | [your ICP] | [adapted ICP] | May be different segment |
| Pricing | [home price] | [local price] | Value-based, not conversion |
| Channels | [home channels] | [local channels] | Research what works locally |
| Sales model | [home model] | [adapted model] | Self-serve may not work everywhere |
| Support | [home support] | [local support] | Language, hours, expectations |
Pricing Strategy by Market
- Developed markets (US, UK, DACH, Nordics): Price for value, premium positioning
- Growth markets (Southern Europe, Eastern Europe): 20-40% discount from core market
- Emerging markets (LATAM, SEA): 40-60% discount or different packaging
- Enterprise everywhere: Don't discount — add local value instead
Regulatory Pre-Work
- Data residency requirements (where must data live?)
- Industry-specific regulations (healthcare, finance, education)
- Tax obligations (VAT, withholding, nexus)
- Employment law basics (if hiring)
- Import/export restrictions (if applicable)
- Timeline to compliance (weeks, months, years?)
Phase 2: Entry (8-12 weeks)
Minimum Viable Presence
| Element | MVP | Full | When to Upgrade |
|---|---|---|---|
| Legal entity | None (sell cross-border) | Local subsidiary | Revenue > $500K/year |
| Team | Remote sales + support | Local office | > 5 local employees |
| Product | English + key translations | Full localization | Customer feedback demands it |
| Payments | International card processing | Local payment methods | Conversion drops |
| Support | Home team covers (extended hours) | Local support team | Volume requires it |
Launch Sequence
- Week 1-2: Product localization (minimum viable)
- Week 3-4: Local pricing and payment setup
- Week 5-6: Marketing launch (content, ads, PR)
- Week 7-8: Sales activation (outreach, partner launch)
- Week 9-12: Iterate based on first customers
First 10 Customers
These are your foundation. Over-invest in their success:
- Weekly check-ins for first 90 days
- Dedicated support contact
- Feedback loop to product team
- Case study development
- Referral program
Phase 3: Scale (6-12 months)
When to Invest More
| Signal | Action |
|---|---|
| Pipeline > 3x capacity | Hire more sales |
| Support tickets in local language > 30% | Hire local support |
| Regulatory requirement for local entity | Establish subsidiary |
| Revenue > $500K ARR from market | Appoint country manager |
| 3+ enterprise deals require local presence | Open local office |
Country Manager Profile
First local hire matters enormously:
- Must have: Domain expertise, local network, startup mentality
- Nice to have: Experience with your type of product
- Red flag: Wants to build a big team immediately
- Ideal: Someone who can sell, support, and partner — a generalist
Common Scaling Mistakes
- Hiring a country manager too early — Before product-market fit in that market
- Building a full local team before proving the model — Expensive and hard to unwind
- Letting the local team operate independently — They need to integrate, not isolate
- Ignoring local competition — They know the market better than you
- Applying home-market playbook — What works in the US may fail in Germany
Market Type Playbooks
Expanding Within Europe (DACH → EU)
- Regulatory: GDPR already covers you, but check industry-specific
- Languages: English works for Nordics/Netherlands, but not for France/Spain/Italy
- Pricing: PPP varies less within EU, but willingness to pay differs
- Sales: Direct works for DACH/Nordics, partner-heavy for Southern Europe
- Fastest path: UK → Nordics → Benelux → France → Spain → Italy
Entering the US from Europe
- Legal: Delaware C-Corp for investment compatibility
- Sales: Everything is bigger — territories, deal sizes, expectations
- Pricing: Usually 20-30% higher than Europe
- Support: US customers expect fast response, US business hours
- Competition: More competitors, but also more budget
- Entry: Start with coast (NYC or SF), not middle America
Entering APAC
- Diversity: APAC is not one market — it's 20+
- Start: Singapore (English, business-friendly) or Australia
- Japan/Korea: Need local partner, high localization bar
- India: Large market, price-sensitive, relationship-driven
- China: Separate strategy entirely, regulatory complexity extreme
Measuring Success
| Metric | Month 3 Target | Month 6 Target | Month 12 Target |
|---|---|---|---|
| Pipeline | 10x of revenue target | 5x of revenue target | 3x of revenue target |
| Customers | 5-10 | 20-50 | 50-100+ |
| ARR | $50-100K | $200-500K | $500K-1M |
| NPS | > 30 | > 40 | > 50 |
| Churn | < 5% monthly | < 3% monthly | < 2% monthly |
Metrics should improve each quarter. If they flatten, something's wrong with product-market fit in that specific market.