Files
claude-skills-reference/CLAUDE.md
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

8.5 KiB

CLAUDE.md

This file provides guidance to Claude Code (claude.ai/code) when working with code in this repository.

Project Purpose

This is a comprehensive skills library for Claude AI and Claude Code - reusable, production-ready skill packages that bundle domain expertise, best practices, analysis tools, and strategic frameworks. The repository provides modular skills that teams can download and use directly in their workflows.

Current Scope: 134 production-ready skills across 9 domains with 185+ Python automation tools and 250+ reference guides.

Key Distinction: This is NOT a traditional application. It's a library of skill packages meant to be extracted and deployed by users into their own Claude workflows.

Navigation Map

This repository uses modular documentation. For domain-specific guidance, see:

Domain CLAUDE.md Location Focus
Agent Development agents/CLAUDE.md cs-* agent creation, YAML frontmatter, relative paths
Marketing Skills marketing-skill/CLAUDE.md Content creation, SEO, ASO, demand gen, campaign analytics
Product Team product-team/CLAUDE.md RICE, OKRs, user stories, UX research, SaaS scaffolding
Engineering (Core) engineering-team/CLAUDE.md Fullstack, AI/ML, DevOps, security, data, QA tools
Engineering (POWERFUL) engineering/ Agent design, RAG, MCP, CI/CD, database, observability
C-Level Advisory c-level-advisor/CLAUDE.md CEO/CTO strategic decision-making
Project Management project-management/CLAUDE.md Atlassian MCP, Jira/Confluence integration
RA/QM Compliance ra-qm-team/CLAUDE.md ISO 13485, MDR, FDA, GDPR, ISO 27001 compliance
Business & Growth business-growth/CLAUDE.md Customer success, sales engineering, revenue operations
Finance finance/CLAUDE.md Financial analysis, DCF valuation, budgeting, forecasting
Standards Library standards/CLAUDE.md Communication, quality, git, security standards
Templates templates/CLAUDE.md Template system usage

Architecture Overview

Repository Structure

claude-code-skills/
├── .claude-plugin/            # Plugin registry (marketplace.json)
├── agents/                    # cs-* prefixed agents (in development)
├── marketing-skill/           # 7 marketing skills + Python tools
├── product-team/              # 8 product skills + Python tools
├── engineering-team/          # 22 core engineering skills + Python tools
├── engineering/               # 25 POWERFUL-tier advanced skills (v2.0.0)
├── c-level-advisor/           # 2 C-level skills
├── project-management/        # 6 PM skills + Atlassian MCP + packaged-skills
├── ra-qm-team/                # 12 RA/QM compliance skills
├── business-growth/           # 4 business & growth skills + Python tools
├── finance/                   # 1 finance skill + Python tools
├── standards/                 # 5 standards library files
├── templates/                 # Reusable templates
└── documentation/             # Implementation plans, sprints, delivery

Skill Package Pattern

Each skill follows this structure:

skill-name/
├── SKILL.md              # Master documentation
├── scripts/              # Python CLI tools (no ML/LLM calls)
├── references/           # Expert knowledge bases
└── assets/               # User templates

Design Philosophy: Skills are self-contained packages. Each includes executable tools (Python scripts), knowledge bases (markdown references), and user-facing templates. Teams can extract a skill folder and use it immediately.

Key Pattern: Knowledge flows from references/ → into SKILL.md workflows → executed via scripts/ → applied using assets/ templates.

Git Workflow

Branch Strategy: feature → dev → main (PR only)

Branch Protection Active: Main branch requires PR approval. Direct pushes blocked.

Quick Start

# 1. Always start from dev
git checkout dev
git pull origin dev

# 2. Create feature branch
git checkout -b feature/agents-{name}

# 3. Work and commit (conventional commits)
feat(agents): implement cs-{agent-name}
fix(tool): correct calculation logic
docs(workflow): update branch strategy

# 4. Push and create PR to dev
git push origin feature/agents-{name}
gh pr create --base dev --head feature/agents-{name}

# 5. After approval, PR merges to dev
# 6. Periodically, dev merges to main via PR

Branch Protection Rules:

  • Main: Requires PR approval, no direct push
  • Dev: Unprotected, but PRs recommended
  • All: Conventional commits enforced

See documentation/WORKFLOW.md for complete workflow guide. See standards/git/git-workflow-standards.md for commit standards.

Development Environment

No build system or test frameworks - intentional design choice for portability.

Python Scripts:

  • Use standard library only (minimal dependencies)
  • CLI-first design for easy automation
  • Support both JSON and human-readable output
  • No ML/LLM calls (keeps skills portable and fast)

If adding dependencies:

  • Keep scripts runnable with minimal setup (pip install package at most)
  • Document all dependencies in SKILL.md
  • Prefer standard library implementations

Current Version

Version: v2.0.0 (released 2026-02-16)

v2.0.0 Highlights:

  • 25 POWERFUL-tier engineering skills added (engineering/ folder)
  • Plugin marketplace infrastructure (.claude-plugin/marketplace.json)
  • VirusTotal security scanning for skills (CI)
  • Multi-platform support: Claude Code, OpenAI Codex, OpenClaw
  • Skills enhanced with production Python scripts and Anthropic best practices

Past Sprints: See documentation/delivery/ for sprint history.

Roadmap

Phase 1-2 Complete: 134 production-ready skills deployed across 9 domains

  • Marketing (7), C-Level (33), Product (8), PM (6), Engineering Core (23), Engineering Advanced (14), RA/QM (12), Business & Growth (4), Finance (1)
  • 160+ Python automation tools, 200+ reference guides
  • Complete enterprise coverage from marketing through regulatory compliance, sales, customer success, and finance

Next Priorities:

  • Phase 3 (Q2 2026): Marketing expansion - SEO optimizer, social media manager, growth marketer
  • Phase 4 (Q3 2026): Specialized domains - Mobile, blockchain, web3, advanced analytics

Target: 100+ skills by Q3 2026

See domain-specific roadmaps in each skill folder's README.md or roadmap files.

Key Principles

  1. Skills are products - Each skill deployable as standalone package
  2. Documentation-driven - Success depends on clear, actionable docs
  3. Algorithm over AI - Use deterministic analysis (code) vs LLM calls
  4. Template-heavy - Provide ready-to-use templates users customize
  5. Platform-specific - Specific best practices > generic advice

Anti-Patterns to Avoid

  • Creating dependencies between skills (keep each self-contained)
  • Adding complex build systems or test frameworks (maintain simplicity)
  • Generic advice (focus on specific, actionable frameworks)
  • LLM calls in scripts (defeats portability and speed)
  • Over-documenting file structure (skills are simple by design)

Working with This Repository

Creating New Skills: Follow the appropriate domain's roadmap and CLAUDE.md guide (see Navigation Map above).

Editing Existing Skills: Maintain consistency across markdown files. Use the same voice, formatting, and structure patterns.

Quality Standard: Each skill should save users 40%+ time while improving consistency/quality by 30%+.

Additional Resources


Last Updated: March 2026 Version: v2.0.0 Status: 134 skills deployed across 9 domains, plugin marketplace active