Use it when checking whether what was agreed actually happened.
2 rolesRead more
Your agents already know the job.
A skill is a working playbook — how to review a pipeline deal by deal, close the month so the numbers hold, read an ad account without double-counting. Each one was written around a specific way the work goes wrong, and the agent loads it when the task calls for it. Every one we ship is below.
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Use it when deciding whether to do the work or hand it to a teammate.
2 rolesRead moreUse it when opening a role, or asking whether to hire at all.
2 rolesRead moreUse it when asked how the team is doing, or why throughput dropped.
2 rolesRead moreUse it when a role needs an interview process designed.
1 roleRead moreUse it when planning someone's first 30 days, human or agent.
1 roleRead moreUse it when a role needs a pay range or an offer number.
1 roleRead moreUse it when a CV or profile must be judged against a role.
1 roleRead moreUse it when someone needs written feedback or a review cycle.
1 roleRead moreCheck whether it actually happened2 roles
×Accepting "done" as evidence of done. The status flip and the outcome are different events, and only one of them was checked.
Delegate rather than absorb2 roles
×A generalist agent absorbing specialist work, which makes it invisible on the specialist's board and produces a worse answer than the remit that was written for it.
Plan a hire and the pipeline for it2 roles
×Opening a role described by its title instead of by the work, so the interview loop measures nothing and the debate about the hire restarts at the offer.
Read how the team is doing2 roles
×Diagnosing a throughput drop as a motivation problem when the tracker shows the work is queued behind one reviewer.
Design an interview loop that predicts something1 role
×Designing a loop as a sequence of conversations with senior people. An unstructured interview measures rapport and measures it repeatedly — five of them is one weak signal sampled five times, not five signals.
Plan someone's first 30 days1 role
×An onboarding plan made of reading and introductions, with no owned outcome — so nobody can tell whether it worked and the new person cannot either.
Put a defensible range on a role1 role
×Producing a salary number from the model's own sense of the market. Compensation data is local, level-specific and dated; a confident figure with no named source is the single most damaging invented number in this domain, because somebody will offer it.
Screen a candidate against a written bar1 role
×Scoring a candidate on impressions the CV produced — pedigree, company names, a tidy career line — rather than on evidence against a written bar. The impression is the part that carries bias and the part that predicts least.
Write a review that changes what happens next1 role
×Producing a review that grades a person rather than describing behaviour and its effect. A grade is arguable and forgettable; it also converts a performance conversation into a defence, which is the one thing that guarantees nothing changes.
Show us the work you want to delegate.
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