466aa13a7b
* 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>
4.8 KiB
4.8 KiB
M&A Due Diligence Checklist
Comprehensive due diligence organized by domain. Not every item applies to every deal — focus on what matters for YOUR acquisition rationale.
Financial Due Diligence
Revenue Quality
- Revenue by customer (top 10 customer concentration)
- Revenue by product line
- Revenue by geography
- MRR/ARR trend (24 months minimum)
- Churn rate (gross and net, by cohort)
- Revenue recognition policies
- Deferred revenue / backlog
- One-time vs recurring revenue split
- Professional services vs product revenue
Profitability
- Gross margin by product line
- Operating expenses breakdown
- Burn rate trend (improving or worsening?)
- Path to profitability (realistic or aspirational?)
- Unit economics (LTV, CAC, payback by channel)
Cash & Liabilities
- Cash position and burn rate
- Outstanding debt (terms, covenants)
- Accounts receivable aging
- Accounts payable
- Pending or contingent liabilities
- Tax obligations (any back taxes?)
- Cap table (fully diluted, option pool)
Financial Controls
- Audit history (audited vs reviewed vs compiled)
- Financial reporting cadence and quality
- Budget vs actual variance history
- Key financial policies
Technical Due Diligence
Architecture
- Architecture diagrams (current state)
- Technology stack inventory
- Infrastructure (cloud provider, regions, costs)
- Scalability assessment (current capacity vs load)
- Security architecture (encryption, access controls)
Code Quality
- Test coverage (unit, integration, e2e)
- CI/CD pipeline maturity
- Technical debt inventory (estimated remediation cost)
- Code review practices
- Documentation quality
Data
- Data architecture and storage
- Data privacy compliance (GDPR, CCPA)
- Data portability (can you migrate it?)
- Proprietary data assets (training data, user data)
- Data retention policies
Operational
- Uptime history (SLA compliance)
- Incident history (frequency, severity, resolution time)
- Monitoring and alerting coverage
- Disaster recovery plan and testing history
- On-call rotation and processes
Legal Due Diligence
Intellectual Property
- Patents (granted and pending)
- Trademarks
- Copyright registrations
- IP assignment agreements (all employees/contractors)
- Open source usage and compliance
- Trade secrets protection measures
Contracts
- Customer contracts (terms, renewals, termination rights)
- Vendor contracts (key dependencies, terms)
- Partnership agreements
- Lease agreements
- Employment agreements (non-competes, IP clauses)
Compliance & Litigation
- Pending or threatened litigation
- Regulatory compliance status
- Government investigations
- Insurance coverage
- Prior legal disputes and resolutions
People Due Diligence
Team Composition
- Org chart with roles and tenure
- Key person dependencies (bus factor)
- Compensation details (salary, equity, bonuses)
- Employment agreements and non-competes
- Contractor vs employee classification
Culture & Retention
- Recent engagement survey results
- Turnover rate (last 12-24 months)
- Glassdoor/reputation assessment
- Management quality assessment
- Culture compatibility analysis
HR Compliance
- Employee handbook and policies
- HR complaints or investigations
- Benefits programs
- Equity plan details and administration
Market Due Diligence
Market Position
- Market size (TAM, SAM, SOM) with sources
- Market share estimate
- Growth rate (market and company)
- Competitive landscape (direct and indirect)
- Barriers to entry / competitive moat
Customer Analysis
- Customer segmentation
- Win/loss analysis (why customers chose them)
- NPS or satisfaction scores
- Customer acquisition channels
- Customer lifetime and expansion patterns
Red Flag Severity Guide
| Severity | Examples | Action |
|---|---|---|
| Deal killer | IP not properly assigned, undisclosed litigation, fraud | Walk away |
| Major renegotiation | Customer concentration >40%, key person risk, technical debt >6 months | Reduce price or add protections |
| Integration risk | Culture mismatch, legacy systems, manual processes | Budget for remediation |
| Monitor | High churn, declining NPS, aging tech stack | Track post-close |
Due Diligence Timeline
| Phase | Duration | Focus |
|---|---|---|
| Preliminary | 1-2 weeks | Public info, financials, high-level tech |
| Deep dive | 4-6 weeks | All domains, interviews, code review |
| Confirmation | 1-2 weeks | Verify claims, resolve open questions |
| Final | 1 week | Legal review, final terms negotiation |