curl -fsSL https://api.cheatcodehq.com/install.sh | sh -s -- alirezarezvani-c-level-advisor --to allCopies 35 skills into each app's skills folder (Claude Code: ~/.claude/skills), after checking every file against alirezarezvani/claude-skills at commit 19392f7. Nothing else on your computer changes. To undo it, run the terminal command with --uninstall at the end; that also removes what the app added.
Then start a new session in your AI app and ask for the work in plain words; it picks the skill from its description. In Claude Code you can also type /alirezarezvani-c-level-advisor:agent-protocol.
See it in use
After installing, start a new session and say: My board meeting is next week. My draft update is in update.md and the numbers are in metrics.csv. Get me ready for the hard version: what's wrong in the draft, the questions they'll ask and the numbers I need cold. Save it as board-prep.md.
What else it can do, and its limits
- 33 advisory skills, with advisors for operations, product, revenue, people, engineering, legal, AI, data and customers, plus a founder coach
- Board prep, pre-mortems, assumption stress tests, hard calls, postmortems and what-if scenarios
- Change management, culture, hiring and pay, company operating rhythm, international expansion and M&A
- Several skills save company context and past decisions in files on your computer, and some run Python scripts that need a terminal
- Advice to test your thinking, not legal or financial advice; it marks numbers it could not find in your files
Sample input Recorded Oct 24, 2026 in Claude Code 2.1.308 with Sonnet 5.5. The video replays that session; nothing in it was acted or edited.
What's inside 35 skills
agent-protocolInter-agent communication protocol for C-suite agent teams. Defines invocation syntax, loop prevention, isolation rules, and response formats. Use when C-suite agents need to query each other, coordinate cross-functional analysis, or run board meetings with multiple agent roles.
Inter-agent communication protocol for C-suite agent teams. Defines invocation syntax, loop prevention, isolation rules, and response formats. Use when C-suite agents need to query each other, coordinate cross-functional analysis, or run board meetings with multiple agent roles.
arquiteto-de-empresaCompany Architect: builds a business from scratch as an OKF (Open Knowledge Format) bundle — a tree of version-controllable .md files with frontmatter type, links forming a graph, and reserved index.md/log.md, readable by humans and agents. Guides the founder through a 12-phase interview (foundation, strategy, market, financial, sales, marketing, product, operations, tech, people, legal, governance), one phase at a time, few questions per block, and generates the concepts as conformant markdown. Trigger when the user wants to create, structure, or document an entire company in folders and .md files; when they mention build my company from scratch, company as code, company knowledge base for AI to read, company wiki for agents, OKF, or knowledge bundle. In English.
Company Architect: builds a business from scratch as an OKF (Open Knowledge Format) bundle — a tree of version-controllable .md files with frontmatter type, links forming a graph, and reserved index.md/log.md, readable by humans and agents. Guides the founder through a 12-phase interview (foundation, strategy, market, financial, sales, marketing, product, operations, tech, people, legal, governance), one phase at a time, few questions per block, and generates the concepts as conformant markdown. Trigger when the user wants to create, structure, or document an entire company in folders and .md files; when they mention build my company from scratch, company as code, company knowledge base for AI to read, company wiki for agents, OKF, or knowledge bundle. In English.
board-deck-builderAssembles comprehensive board and investor update decks by pulling perspectives from all C-suite roles. Use when preparing board meetings, investor updates, quarterly business reviews, or fundraising narratives. Covers structure, narrative framework, bad news delivery, and common mistakes.
Assembles comprehensive board and investor update decks by pulling perspectives from all C-suite roles. Use when preparing board meetings, investor updates, quarterly business reviews, or fundraising narratives. Covers structure, narrative framework, bad news delivery, and common mistakes.
board-meetingMulti-agent board meeting protocol for strategic decisions. Runs a structured 6-phase deliberation: context loading, independent C-suite contributions (isolated, no cross-pollination), critic analysis, synthesis, founder review, and decision extraction. Use when the user invokes /cs:boardroom, calls a board meeting, or wants structured multi-perspective executive deliberation on a strategic question.
Multi-agent board meeting protocol for strategic decisions. Runs a structured 6-phase deliberation: context loading, independent C-suite contributions (isolated, no cross-pollination), critic analysis, synthesis, founder review, and decision extraction. Use when the user invokes /cs:boardroom, calls a board meeting, or wants structured multi-perspective executive deliberation on a strategic question.
board-prepBoard meeting preparation for the adversarial scenario, not the friendly one. Forces numbers-cold mastery, anticipates hard questions, builds a narrative that acknowledges weakness without losing the room. Use when preparing for a board meeting, an investor update, fundraising presentation, or any high-stakes adversarial review where every number must live in your head not just on a slide.
Board meeting preparation for the adversarial scenario, not the friendly one. Forces numbers-cold mastery, anticipates hard questions, builds a narrative that acknowledges weakness without losing the room. Use when preparing for a board meeting, an investor update, fundraising presentation, or any high-stakes adversarial review where every number must live in your head not just on a slide.
c-level-skillsIndex and router for the C-level advisory bundle: 33 skills covering 14 C-suite roles, orchestration, cross-cutting capabilities, and culture. Use when exploring what the c-level-advisor bundle contains, deciding which advisor skill fits a question, or finding the entry points (cs-onboard interview, chief-of-staff routing, board-meeting protocol).
Index and router for the C-level advisory bundle: 33 skills covering 14 C-suite roles, orchestration, cross-cutting capabilities, and culture. Use when exploring what the c-level-advisor bundle contains, deciding which advisor skill fits a question, or finding the entry points (cs-onboard interview, chief-of-staff routing, board-meeting protocol).
challengePre-mortem plan analysis. Imagine the plan failed 12 months from now and work backwards to find the weaknesses. Surfaces assumptions, dependencies, and execution risks before committing resources. Use when before significant resource commitment, before presenting to a board or investors, when feedback has been one-sidedly positive, or when there is pressure to move fast and figure it out later.
Pre-mortem plan analysis. Imagine the plan failed 12 months from now and work backwards to find the weaknesses. Surfaces assumptions, dependencies, and execution risks before committing resources. Use when before significant resource commitment, before presenting to a board or investors, when feedback has been one-sidedly positive, or when there is pressure to move fast and figure it out later.
change-managementFramework for rolling out organizational changes without chaos. Covers the ADKAR model adapted for startups, communication templates, resistance patterns, and change fatigue management. Handles process changes, org restructures, strategy pivots, and culture changes. Use when announcing a reorg, switching tools, pivoting strategy, killing a product, changing leadership, or when user mentions change management, change rollout, managing resistance, org change, reorg, or pivot communication.
Framework for rolling out organizational changes without chaos. Covers the ADKAR model adapted for startups, communication templates, resistance patterns, and change fatigue management. Handles process changes, org restructures, strategy pivots, and culture changes. Use when announcing a reorg, switching tools, pivoting strategy, killing a product, changing leadership, or when user mentions change management, change rollout, managing resistance, org change, reorg, or pivot communication.
Show all 35 skills
chief-ai-officer-advisorChief AI Officer advisory for startups: model build-vs-buy decisions (API vs fine-tune vs in-house), AI risk classification under EU AI Act + US state patchwork, AI cost economics (API-to-self-hosted breakeven), and AI team org evolution. Use when deciding whether to call an API or fine-tune, classifying AI use cases for regulatory risk, calculating when self-hosting pays off, sequencing AI hires, or when user mentions CAIO, AI strategy, model selection, foundation model, fine-tuning, EU AI Act, NIST AI RMF, AI governance, model risk, or AI economics. Strategic only — does not duplicate engineering AI/ML skills.
Chief AI Officer advisory for startups: model build-vs-buy decisions (API vs fine-tune vs in-house), AI risk classification under EU AI Act + US state patchwork, AI cost economics (API-to-self-hosted breakeven), and AI team org evolution. Use when deciding whether to call an API or fine-tune, classifying AI use cases for regulatory risk, calculating when self-hosting pays off, sequencing AI hires, or when user mentions CAIO, AI strategy, model selection, foundation model, fine-tuning, EU AI Act, NIST AI RMF, AI governance, model risk, or AI economics. Strategic only — does not duplicate engineering AI/ML skills.
chief-customer-officer-advisorChief Customer Officer advisory for startups: retention decomposition (gross retention vs NRR honesty, churn root-cause taxonomy), customer segmentation strategy (differential investment across tiers + ICP fit scoring), CS team coverage model (pooled vs named CSM thresholds + ratio math), and CS team org evolution (CS vs Support vs AM distinctions). Use when designing retention strategy, segmenting customers for differential investment, sizing CS team, or sequencing CS hires. Strategic only — does not duplicate engineering/business-growth tactical skills.
Chief Customer Officer advisory for startups: retention decomposition (gross retention vs NRR honesty, churn root-cause taxonomy), customer segmentation strategy (differential investment across tiers + ICP fit scoring), CS team coverage model (pooled vs named CSM thresholds + ratio math), and CS team org evolution (CS vs Support vs AM distinctions). Use when designing retention strategy, segmenting customers for differential investment, sizing CS team, or sequencing CS hires. Strategic only — does not duplicate engineering/business-growth tactical skills.
chief-data-officer-advisorChief Data Officer advisory for startups: AI training data rights and consent provenance, data product strategy (warehouse vs lakehouse vs mesh, build-vs-buy), B2B customer-data-as-asset valuation and M&A readiness, data team org evolution. Use when deciding whether to train models on customer data, choosing data architecture, valuing data for fundraising or M&A, sequencing data hires, or when user mentions CDO, chief data officer, data strategy, data mesh, lakehouse, training data, data product, data monetization, or customer data asset. NOT a tactical data engineering skill — strategic decisions only.
Chief Data Officer advisory for startups: AI training data rights and consent provenance, data product strategy (warehouse vs lakehouse vs mesh, build-vs-buy), B2B customer-data-as-asset valuation and M&A readiness, data team org evolution. Use when deciding whether to train models on customer data, choosing data architecture, valuing data for fundraising or M&A, sequencing data hires, or when user mentions CDO, chief data officer, data strategy, data mesh, lakehouse, training data, data product, data monetization, or customer data asset. NOT a tactical data engineering skill — strategic decisions only.
chief-of-staffC-suite orchestration layer. Routes founder questions to the right advisor role(s), triggers multi-role board meetings for complex decisions, synthesizes outputs, and tracks decisions. Every C-suite interaction starts here. Loads company context automatically. Use when a founder question needs routing to the right advisor — e.g. 'should we raise now or cut burn?' — or when a multi-domain decision needs a board meeting convened.
C-suite orchestration layer. Routes founder questions to the right advisor role(s), triggers multi-role board meetings for complex decisions, synthesizes outputs, and tracks decisions. Every C-suite interaction starts here. Loads company context automatically. Use when a founder question needs routing to the right advisor — e.g. 'should we raise now or cut burn?' — or when a multi-domain decision needs a board meeting convened.
chro-advisorPeople leadership for scaling companies. Hiring strategy, compensation design, org structure, culture, and retention. Use when building hiring plans, designing comp frameworks, restructuring teams, managing performance, building culture, or when user mentions CHRO, HR, people strategy, talent, headcount, compensation, org design, retention, or performance management.
People leadership for scaling companies. Hiring strategy, compensation design, org structure, culture, and retention. Use when building hiring plans, designing comp frameworks, restructuring teams, managing performance, building culture, or when user mentions CHRO, HR, people strategy, talent, headcount, compensation, org design, retention, or performance management.
company-osThe meta-framework for how a company runs — the connective tissue between all C-suite roles. Covers operating system selection (EOS, Scaling Up, OKR-native, hybrid), accountability charts, scorecards, meeting pulse, issue resolution, and 90-day rocks. Use when setting up company operations, selecting a management framework, designing meeting rhythms, building accountability systems, implementing OKRs, or when user mentions EOS, Scaling Up, operating system, L10 meetings, rocks, scorecard, accountability chart, or quarterly planning.
The meta-framework for how a company runs — the connective tissue between all C-suite roles. Covers operating system selection (EOS, Scaling Up, OKR-native, hybrid), accountability charts, scorecards, meeting pulse, issue resolution, and 90-day rocks. Use when setting up company operations, selecting a management framework, designing meeting rhythms, building accountability systems, implementing OKRs, or when user mentions EOS, Scaling Up, operating system, L10 meetings, rocks, scorecard, accountability chart, or quarterly planning.
competitive-intelSystematic competitor tracking that feeds CMO positioning, CRO battlecards, and CPO roadmap decisions. Use when analyzing competitors, building sales battlecards, tracking market moves, positioning against alternatives, or when user mentions competitive intelligence, competitive analysis, competitor research, battlecards, win/loss, or market positioning.
Systematic competitor tracking that feeds CMO positioning, CRO battlecards, and CPO roadmap decisions. Use when analyzing competitors, building sales battlecards, tracking market moves, positioning against alternatives, or when user mentions competitive intelligence, competitive analysis, competitor research, battlecards, win/loss, or market positioning.
context-engineLoads and manages company context for all C-suite advisor skills. Reads ~/.claude/company-context.md, detects stale context (>90 days), enriches context during conversations, and enforces privacy/anonymization rules before external API calls. Use when starting any C-suite advisor session, when context looks stale or missing, or before sending company data to an external service.
Loads and manages company context for all C-suite advisor skills. Reads ~/.claude/company-context.md, detects stale context (>90 days), enriches context during conversations, and enforces privacy/anonymization rules before external API calls. Use when starting any C-suite advisor session, when context looks stale or missing, or before sending company data to an external service.
coo-advisorOperations leadership for scaling companies. Process design, OKR execution, operational cadence, and scaling playbooks. Use when designing operations, setting up OKRs, building processes, scaling teams, analyzing bottlenecks, planning operational cadence, or when user mentions COO, operations, process improvement, OKRs, scaling, operational efficiency, or execution.
Operations leadership for scaling companies. Process design, OKR execution, operational cadence, and scaling playbooks. Use when designing operations, setting up OKRs, building processes, scaling teams, analyzing bottlenecks, planning operational cadence, or when user mentions COO, operations, process improvement, OKRs, scaling, operational efficiency, or execution.
cpo-advisorProduct leadership for scaling companies. Product vision, portfolio strategy, product-market fit, and product org design. Use when setting product vision, managing a product portfolio, measuring PMF, designing product teams, prioritizing at the portfolio level, reporting to the board on product, or when user mentions CPO, product strategy, product-market fit, product organization, portfolio prioritization, or roadmap strategy.
Product leadership for scaling companies. Product vision, portfolio strategy, product-market fit, and product org design. Use when setting product vision, managing a product portfolio, measuring PMF, designing product teams, prioritizing at the portfolio level, reporting to the board on product, or when user mentions CPO, product strategy, product-market fit, product organization, portfolio prioritization, or roadmap strategy.
cro-advisorRevenue leadership for B2B SaaS companies. Revenue forecasting, sales model design, pricing strategy, net revenue retention, and sales team scaling. Use when designing the revenue engine, setting quotas, modeling NRR, evaluating pricing, building board forecasts, or when user mentions CRO, chief revenue officer, revenue strategy, sales model, ARR growth, NRR, expansion revenue, churn, pricing strategy, or sales capacity.
Revenue leadership for B2B SaaS companies. Revenue forecasting, sales model design, pricing strategy, net revenue retention, and sales team scaling. Use when designing the revenue engine, setting quotas, modeling NRR, evaluating pricing, building board forecasts, or when user mentions CRO, chief revenue officer, revenue strategy, sales model, ARR growth, NRR, expansion revenue, churn, pricing strategy, or sales capacity.
cs-onboardFounder onboarding interview that captures company context across 7 dimensions. Invoke with /cs:setup for initial interview or /cs:update for quarterly refresh. Generates ~/.claude/company-context.md used by all C-suite advisor skills. Use when setting up the C-suite advisors for the first time, or when company context is missing or more than 90 days old — e.g. after a fundraise or pivot.
Founder onboarding interview that captures company context across 7 dimensions. Invoke with /cs:setup for initial interview or /cs:update for quarterly refresh. Generates ~/.claude/company-context.md used by all C-suite advisor skills. Use when setting up the C-suite advisors for the first time, or when company context is missing or more than 90 days old — e.g. after a fundraise or pivot.
culture-architectBuild, measure, and evolve company culture as operational behavior — not wall posters. Covers mission/vision/values workshops, values-to-behaviors translation, culture code creation, culture health assessment, and cultural rituals by stage. Use when building company values, assessing culture health, designing cultural rituals, creating culture codes, handling culture clashes, or when user mentions culture, values, culture debt, founder culture, or culture code.
Build, measure, and evolve company culture as operational behavior — not wall posters. Covers mission/vision/values workshops, values-to-behaviors translation, culture code creation, culture health assessment, and cultural rituals by stage. Use when building company values, assessing culture health, designing cultural rituals, creating culture codes, handling culture clashes, or when user mentions culture, values, culture debt, founder culture, or culture code.
decision-loggerTwo-layer memory architecture for board meeting decisions. Manages raw transcripts (Layer 1) and approved decisions (Layer 2). Use when logging decisions after a board meeting, reviewing past decisions with /cs:decisions, or checking overdue action items with /cs:review. Invoked automatically by the board-meeting skill after Phase 5 founder approval.
Two-layer memory architecture for board meeting decisions. Manages raw transcripts (Layer 1) and approved decisions (Layer 2). Use when logging decisions after a board meeting, reviewing past decisions with /cs:decisions, or checking overdue action items with /cs:review. Invoked automatically by the board-meeting skill after Phase 5 founder approval.
executive-mentorAdversarial thinking partner for founders and executives. Stress-tests plans, prepares for brutal board meetings, dissects decisions with no good options, and forces honest post-mortems. Use when you need someone to find the holes before the board does, make a decision you've been avoiding, or understand what actually went wrong.
Adversarial thinking partner for founders and executives. Stress-tests plans, prepares for brutal board meetings, dissects decisions with no good options, and forces honest post-mortems. Use when you need someone to find the holes before the board does, make a decision you've been avoiding, or understand what actually went wrong.
founder-coachPersonal leadership development for founders and first-time CEOs. Covers founder archetype identification, delegation frameworks, energy management, CEO calendar audits, leadership style evolution, blind spot identification, imposter syndrome, founder mental health, and succession planning. Use when a founder feels like the bottleneck, struggles to delegate, is burning out, transitioning from IC to executive, managing a board, or when user mentions founder mode, CEO growth, leadership development, delegation, burnout, or imposter syndrome.
Personal leadership development for founders and first-time CEOs. Covers founder archetype identification, delegation frameworks, energy management, CEO calendar audits, leadership style evolution, blind spot identification, imposter syndrome, founder mental health, and succession planning. Use when a founder feels like the bottleneck, struggles to delegate, is burning out, transitioning from IC to executive, managing a board, or when user mentions founder mode, CEO growth, leadership development, delegation, burnout, or imposter syndrome.
general-counsel-advisorGeneral Counsel advisory for startups: contract review (MSA, SaaS, NDA, DPA, employment), IP strategy, term sheet decoding, and regulatory landscape mapping. Use when reviewing any contract or term sheet, deciding when to engage outside counsel, defining IP strategy, evaluating regulatory exposure (HIPAA, GDPR, FDA, fintech), or when user mentions general counsel, GC, legal review, contract risk, term sheet, IP assignment, or regulatory exposure. NOT a substitute for licensed counsel — surfaces questions to bring to qualified attorneys.
General Counsel advisory for startups: contract review (MSA, SaaS, NDA, DPA, employment), IP strategy, term sheet decoding, and regulatory landscape mapping. Use when reviewing any contract or term sheet, deciding when to engage outside counsel, defining IP strategy, evaluating regulatory exposure (HIPAA, GDPR, FDA, fintech), or when user mentions general counsel, GC, legal review, contract risk, term sheet, IP assignment, or regulatory exposure. NOT a substitute for licensed counsel — surfaces questions to bring to qualified attorneys.
hard-call/em:hard-call — Framework for decisions with no good options. Use when every option is painful and a structured 10/10/10 + regret-minimization pass is needed — e.g. choosing between a layoff and a down round, or killing a beloved product line.
/em:hard-call — Framework for decisions with no good options. Use when every option is painful and a structured 10/10/10 + regret-minimization pass is needed — e.g. choosing between a layoff and a down round, or killing a beloved product line.
internal-narrativeBuild and maintain one coherent company story across all audiences — employees, investors, customers, candidates, and partners. Detects narrative contradictions and ensures the same truth is framed for each audience's needs. Use when preparing investor updates, all-hands presentations, board communications, recruiting narratives, crisis communications, or when user mentions company narrative, messaging consistency, storytelling, all-hands, investor update, or crisis communication.
Build and maintain one coherent company story across all audiences — employees, investors, customers, candidates, and partners. Detects narrative contradictions and ensures the same truth is framed for each audience's needs. Use when preparing investor updates, all-hands presentations, board communications, recruiting narratives, crisis communications, or when user mentions company narrative, messaging consistency, storytelling, all-hands, investor update, or crisis communication.
intl-expansionInternational market expansion strategy. Market selection, entry modes, localization, regulatory compliance, and go-to-market by region. Use when expanding to new countries, evaluating international markets, planning localization, or building regional teams.
International market expansion strategy. Market selection, entry modes, localization, regulatory compliance, and go-to-market by region. Use when expanding to new countries, evaluating international markets, planning localization, or building regional teams.
ma-playbookM&A strategy for acquiring companies or being acquired. Due diligence, valuation, integration, and deal structure. Use when evaluating acquisitions, preparing for acquisition, M&A due diligence, integration planning, or deal negotiation.
M&A strategy for acquiring companies or being acquired. Due diligence, valuation, integration, and deal structure. Use when evaluating acquisitions, preparing for acquisition, M&A due diligence, integration planning, or deal negotiation.
org-health-diagnosticCross-functional organizational health check combining signals from all C-suite roles. Scores 8 dimensions on a traffic-light scale with drill-down recommendations. Use when assessing overall company health, preparing for board reviews, identifying at-risk functions, or when user mentions org health, health check, or health dashboard.
Cross-functional organizational health check combining signals from all C-suite roles. Scores 8 dimensions on a traffic-light scale with drill-down recommendations. Use when assessing overall company health, preparing for board reviews, identifying at-risk functions, or when user mentions org health, health check, or health dashboard.
postmortem/em:postmortem — Honest analysis of what went wrong. Use after a failed launch, missed quarter, or bad hire to run a blameless 5-Whys retrospective with a change register — e.g. dissecting why the Q3 release slipped six weeks.
/em:postmortem — Honest analysis of what went wrong. Use after a failed launch, missed quarter, or bad hire to run a blameless 5-Whys retrospective with a change register — e.g. dissecting why the Q3 release slipped six weeks.
scenario-war-roomCross-functional what-if modeling for cascading multi-variable scenarios. Unlike single-assumption stress testing, this models compound adversity across all business functions simultaneously. Use when facing complex risk scenarios, strategic decisions with major downside, or when the user asks 'what if X AND Y both happen?
Cross-functional what-if modeling for cascading multi-variable scenarios. Unlike single-assumption stress testing, this models compound adversity across all business functions simultaneously. Use when facing complex risk scenarios, strategic decisions with major downside, or when the user asks 'what if X AND Y both happen?
strategic-alignmentCascades strategy from boardroom to individual contributor. Detects and fixes misalignment between company goals and team execution. Covers strategy articulation, cascade mapping, orphan goal detection, silo identification, communication gap analysis, and realignment protocols. Use when teams are pulling in different directions, OKRs don't connect, departments optimize locally at company expense, or when user mentions alignment, strategy cascade, silo, conflicting OKRs, or strategy communication.
Cascades strategy from boardroom to individual contributor. Detects and fixes misalignment between company goals and team execution. Covers strategy articulation, cascade mapping, orphan goal detection, silo identification, communication gap analysis, and realignment protocols. Use when teams are pulling in different directions, OKRs don't connect, departments optimize locally at company expense, or when user mentions alignment, strategy cascade, silo, conflicting OKRs, or strategy communication.
stress-test/em:stress-test — Business assumption stress testing. Use before betting on a plan whose core assumptions are unvalidated — e.g. stress-testing 'enterprise buyers will tolerate a 6-month pilot' or a hockey-stick revenue model.
/em:stress-test — Business assumption stress testing. Use before betting on a plan whose core assumptions are unvalidated — e.g. stress-testing 'enterprise buyers will tolerate a 6-month pilot' or a hockey-stick revenue model.
vpe-advisorVP 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 design + tech-lead manager-trigger thresholds), and production discipline (on-call, deployment cadence, postmortem culture). Use when sprint velocity is dropping, eng hiring is broken, team structure is unclear, or deciding when to add a tech-lead manager. NOT a CTO skill (which owns architecture) — VPE owns delivery operations and how the team ships.
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 design + tech-lead manager-trigger thresholds), and production discipline (on-call, deployment cadence, postmortem culture). Use when sprint velocity is dropping, eng hiring is broken, team structure is unclear, or deciding when to add a tech-lead manager. NOT a CTO skill (which owns architecture) — VPE owns delivery operations and how the team ships.
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380 Claude Code skills & agent skills & plugins (30+ Agents, 70+ custom commands, 380+ skills, customizable references, scripts)for Claude Code, Codex, Gemini CLI, Cursor, and 8 more coding agents, engineering, marketing, product, compliance, C-level advisory, research, business operations, commercial & finance, and your daily productivity skills
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