Skills for your AI
Analyzes employee performance, feedback, and training data to surface trends, skill gaps, forecasts, benchmarks, and training ROI. Use when a Training and Development Manager needs training needs identified, personalized learning paths, impact or ROI measured,
Turns training needs data from surveys, performance reviews, job descriptions and feedback into prioritized development plans. Use when assessing training needs, analyzing skill gaps, evaluating training programs, or researching benchmarks and compliance requi
Coordinates end-to-end usability testing for product managers, from participant recruitment and test scripts to data analysis, reporting, and prioritized follow-up actions. Use when planning usability tests, drafting recruitment or moderator materials, organiz
Plans and executes recruitment strategy across market analysis, sourcing, screening, interview design, onboarding, D&I, marketing, referrals, analytics and reputation. Use when an HR VP needs help with hiring lifecycle planning, employer branding, candidate en
VP of Engineering advisory for startups: delivery throughput (DORA 4 metrics + bottleneck identification), engineering hiring funnel (sourcing → screen → onsite → offer conversion + time-to-fill + pipeline gap), engineering team structure (squad/tribe/chapter
/cs:vpe-review <plan> — Throughput-first VP of Engineering interrogation of any plan that touches delivery, eng hiring, team structure, or production discipline. Use when cycle time balloons, DORA metrics slide, or before committing to an eng hiring wave or a
Turns employee data into clear workforce insights for HR strategy, covering engagement themes, diversity metrics, performance gaps, recruitment funnels, turnover forecasts, succession candidates, pay equity, well-being, and compliance risk. Use when the user s
Forecasts workforce demand and supply, analyzes gaps and attrition, models scenarios, plans succession, recruitment, training and budgets, and produces shareable reports. Use when an HR manager needs headcount projections, gap or attrition analysis, scenario m
Analyzes workforce data to forecast staffing needs, identify talent gaps, and support strategic HR decisions. Use when the user provides workforce, turnover, recruitment, or skills data and asks for trend analysis, forecasting, scenario modeling, succession pl
Plans and manages workforce scheduling, allocation, absences, skills, performance, forecasting, compliance, communication, reporting, and training from owner-provided data. Use when creating or adjusting shift schedules, balancing workloads, covering absences,
Turns employee performance, engagement, skills and scheduling data into productivity programs, plans and analyses for a COO. Use when asked to design KPI tracking or dashboards, plan training, improve engagement, build schedules, support wellness, improve comm
