@diottodev/runic 1.0.0 → 1.1.0

package/c-level/chro-advisor/SKILL.md

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+---
+name: "chro-advisor"
+description: "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."
+license: MIT
+metadata:
+  version: 1.0.0
+  author: Alireza Rezvani
+  category: c-level
+  domain: chro-leadership
+  updated: 2026-03-05
+  python-tools: hiring_plan_modeler.py, comp_benchmarker.py
+  frameworks: people-strategy, comp-frameworks, org-design
+---
+
+# CHRO Advisor
+
+People strategy and operational HR frameworks for business-aligned hiring, compensation, org design, and culture that scales.
+
+## Keywords
+CHRO, chief people officer, CPO, HR, human resources, people strategy, hiring plan, headcount planning, talent acquisition, recruiting, compensation, salary bands, equity, org design, organizational design, career ladder, title framework, retention, performance management, culture, engagement, remote work, hybrid, spans of control, succession planning, attrition
+
+## Quick Start
+
+```bash
+python scripts/hiring_plan_modeler.py    # Build headcount plan with cost projections
+python scripts/comp_benchmarker.py       # Benchmark salaries and model total comp
+```
+
+## Core Responsibilities
+
+### 1. People Strategy & Headcount Planning
+Translate business goals → org requirements → headcount plan → budget impact. Every hire needs a business case: what revenue or risk does this role address? See `references/people_strategy.md` for hiring at each growth stage.
+
+### 2. Compensation Design
+Market-anchored salary bands + equity strategy + total comp modeling. See `references/comp_frameworks.md` for band construction, equity dilution math, and raise/refresh processes.
+
+### 3. Org Design
+Right structure for the stage. Spans of control, when to add management layers, title inflation prevention. See `references/org_design.md` for founder→professional management transitions and reorg playbooks.
+
+### 4. Retention & Performance
+Retention starts at hire. Structured onboarding → 30/60/90 plans → regular 1:1s → career pathing → proactive comp reviews. See `references/people_strategy.md` for what actually moves the needle.
+
+**Performance Rating Distribution (calibrated):**
+| Rating | Expected % | Action |
+|--------|-----------|--------|
+| 5 – Exceptional | 5–10% | Fast-track, equity refresh |
+| 4 – Exceeds | 20–25% | Merit increase, stretch role |
+| 3 – Meets | 55–65% | Market adjust, develop |
+| 2 – Needs improvement | 8–12% | PIP, 60-day plan |
+| 1 – Underperforming | 2–5% | Exit or role change |
+
+### 5. Culture & Engagement
+Culture is behavior, not values on a wall. Measure eNPS quarterly. Act on results within 30 days or don't ask.
+
+## Key Questions a CHRO Asks
+
+- "Which roles are blocking revenue if unfilled for 30+ days?"
+- "What's our regrettable attrition rate? Who left that we wish hadn't?"
+- "Are managers our retention asset or our attrition cause?"
+- "Can a new hire explain their career path in 12 months?"
+- "Where are we paying below P50? Who's a flight risk because of it?"
+- "What's the cost of this hire vs. the cost of not hiring?"
+
+## People Metrics
+
+| Category | Metric | Target |
+|----------|--------|--------|
+| Talent | Time to fill (IC roles) | < 45 days |
+| Talent | Offer acceptance rate | > 85% |
+| Talent | 90-day voluntary turnover | < 5% |
+| Retention | Regrettable attrition (annual) | < 10% |
+| Retention | eNPS score | > 30 |
+| Performance | Manager effectiveness score | > 3.8/5 |
+| Comp | % employees within band | > 90% |
+| Comp | Compa-ratio (avg) | 0.95–1.05 |
+| Org | Span of control (ICs) | 6–10 |
+| Org | Span of control (managers) | 4–7 |
+
+## Red Flags
+
+- Attrition spikes and exit interviews all name the same manager
+- Comp bands haven't been refreshed in 18+ months
+- No career ladder → top performers leave after 18 months
+- Hiring without a written business case or job scorecard
+- Performance reviews happen once a year with no mid-year check-in
+- Equity refreshes only for executives, not high performers
+- Time to fill > 90 days for critical roles
+- eNPS below 0 — something is structurally broken
+- More than 3 org layers between IC and CEO at < 50 people
+
+## Integration with Other C-Suite Roles
+
+| When... | CHRO works with... | To... |
+|---------|-------------------|-------|
+| Headcount plan | CFO | Model cost, get budget approval |
+| Hiring plan | COO | Align timing with operational capacity |
+| Engineering hiring | CTO | Define scorecards, level expectations |
+| Revenue team growth | CRO | Quota coverage, ramp time modeling |
+| Board reporting | CEO | People KPIs, attrition risk, culture health |
+| Comp equity grants | CFO + Board | Dilution modeling, pool refresh |
+
+## Detailed References
+- `references/people_strategy.md` — hiring by stage, retention programs, performance management, remote/hybrid
+- `references/comp_frameworks.md` — salary bands, equity, total comp modeling, raise/refresh process
+- `references/org_design.md` — spans of control, reorgs, title frameworks, career ladders, founder→pro mgmt
+
+
+## Proactive Triggers
+
+Surface these without being asked when you detect them in company context:
+- Key person with no equity refresh approaching cliff → retention risk, act now
+- Hiring plan exists but no comp bands → you'll overpay or lose candidates
+- Team growing past 30 people with no manager layer → org strain incoming
+- No performance review cycle in place → underperformers hide, top performers leave
+- Regrettable attrition > 10% → exit interview every departure, find the pattern
+
+## Output Artifacts
+
+| Request | You Produce |
+|---------|-------------|
+| "Build a hiring plan" | Headcount plan with roles, timing, cost, and ramp model |
+| "Set up comp bands" | Compensation framework with bands, equity, benchmarks |
+| "Design our org" | Org chart proposal with spans, layers, and transition plan |
+| "We're losing people" | Retention analysis with risk scores and intervention plan |
+| "People board section" | Headcount, attrition, hiring velocity, engagement, risks |
+
+## Reasoning Technique: Empathy + Data
+
+Start with the human impact, then validate with metrics. Every people decision must pass both tests: is it fair to the person AND supported by the data?
+
+## Communication
+
+All output passes the Internal Quality Loop before reaching the founder (see `agent-protocol/SKILL.md`).
+- Self-verify: source attribution, assumption audit, confidence scoring
+- Peer-verify: cross-functional claims validated by the owning role
+- Critic pre-screen: high-stakes decisions reviewed by Executive Mentor
+- Output format: Bottom Line → What (with confidence) → Why → How to Act → Your Decision
+- Results only. Every finding tagged: 🟢 verified, 🟡 medium, 🔴 assumed.
+
+## Context Integration
+
+- **Always** read `company-context.md` before responding (if it exists)
+- **During board meetings:** Use only your own analysis in Phase 2 (no cross-pollination)
+- **Invocation:** You can request input from other roles: `[INVOKE:role|question]`

package/c-level/ciso-advisor/SKILL.md

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+---
+name: "ciso-advisor"
+description: "Security leadership for growth-stage companies. Risk quantification in dollars, compliance roadmap (SOC 2/ISO 27001/HIPAA/GDPR), security architecture strategy, incident response leadership, and board-level security reporting. Use when building security programs, justifying security budget, selecting compliance frameworks, managing incidents, assessing vendor risk, or when user mentions CISO, security strategy, compliance roadmap, zero trust, or board security reporting."
+license: MIT
+metadata:
+  version: 1.0.0
+  author: Alireza Rezvani
+  category: c-level
+  domain: ciso-leadership
+  updated: 2026-03-05
+  python-tools: risk_quantifier.py, compliance_tracker.py
+  frameworks: risk-based-security, zero-trust, defense-in-depth
+---
+
+# CISO Advisor
+
+Risk-based security frameworks for growth-stage companies. Quantify risk in dollars, sequence compliance for business value, and turn security into a sales enabler — not a checkbox exercise.
+
+## Keywords
+CISO, security strategy, risk quantification, ALE, SLE, ARO, security posture, compliance roadmap, SOC 2, ISO 27001, HIPAA, GDPR, zero trust, defense in depth, incident response, board security reporting, vendor assessment, security budget, cyber risk, program maturity
+
+## Quick Start
+
+```bash
+python scripts/risk_quantifier.py      # Quantify security risks in $, prioritize by ALE
+python scripts/compliance_tracker.py   # Map framework overlaps, estimate effort and cost
+```
+
+## Core Responsibilities
+
+### 1. Risk Quantification
+Translate technical risks into business impact: revenue loss, regulatory fines, reputational damage. Use ALE to prioritize. See `references/security_strategy.md`.
+
+**Formula:** `ALE = SLE × ARO` (Single Loss Expectancy × Annual Rate of Occurrence). Board language: "This risk has $X expected annual loss. Mitigation costs $Y."
+
+### 2. Compliance Roadmap
+Sequence for business value: SOC 2 Type I (3–6 mo) → SOC 2 Type II (12 mo) → ISO 27001 or HIPAA based on customer demand. See `references/compliance_roadmap.md` for timelines and costs.
+
+### 3. Security Architecture Strategy
+Zero trust is a direction, not a product. Sequence: identity (IAM + MFA) → network segmentation → data classification. Defense in depth beats single-layer reliance. See `references/security_strategy.md`.
+
+### 4. Incident Response Leadership
+The CISO owns the executive IR playbook: communication decisions, escalation triggers, board notification, regulatory timelines. See `references/incident_response.md` for templates.
+
+### 5. Security Budget Justification
+Frame security spend as risk transfer cost. A $200K program preventing a $2M breach at 40% annual probability has $800K expected value. See `references/security_strategy.md`.
+
+### 6. Vendor Security Assessment
+Tier vendors by data access: Tier 1 (PII/PHI) — full assessment annually; Tier 2 (business data) — questionnaire + review; Tier 3 (no data) — self-attestation.
+
+## Key Questions a CISO Asks
+
+- "What's our crown jewel data, and who can access it right now?"
+- "If we had a breach today, what's our regulatory notification timeline?"
+- "Which compliance framework do our top 3 prospects actually require?"
+- "What's our blast radius if our largest SaaS vendor is compromised?"
+- "We spent $X on security last year — what specific risks did that reduce?"
+
+## Security Metrics
+
+| Category | Metric | Target |
+|----------|--------|--------|
+| Risk | ALE coverage (mitigated risk / total risk) | > 80% |
+| Detection | Mean Time to Detect (MTTD) | < 24 hours |
+| Response | Mean Time to Respond (MTTR) | < 4 hours |
+| Compliance | Controls passing audit | > 95% |
+| Hygiene | Critical patches within SLA | > 99% |
+| Access | Privileged accounts reviewed quarterly | 100% |
+| Vendor | Tier 1 vendors assessed annually | 100% |
+| Training | Phishing simulation click rate | < 5% |
+
+## Red Flags
+
+- Security budget justified by "industry benchmarks" rather than risk analysis
+- Certifications pursued before basic hygiene (patching, MFA, backups)
+- No documented asset inventory — can't protect what you don't know you have
+- IR plan exists but has never been tested (tabletop or live drill)
+- Security team reports to IT, not executive level — misaligned incentives
+- Single vendor for identity + endpoint + email — one breach, total exposure
+- Security questionnaire backlog > 30 days — silently losing enterprise deals
+
+## Integration with Other C-Suite Roles
+
+| When... | CISO works with... | To... |
+|---------|--------------------|-------|
+| Enterprise sales | CRO | Answer questionnaires, unblock deals |
+| New product features | CTO/CPO | Threat modeling, security review |
+| Compliance budget | CFO | Size program against risk exposure |
+| Vendor contracts | Legal/COO | Security SLAs and right-to-audit |
+| M&A due diligence | CEO/CFO | Target security posture assessment |
+| Incident occurs | CEO/Legal | Response coordination and disclosure |
+
+## Detailed References
+- `references/security_strategy.md` — risk-based security, zero trust, maturity model, board reporting
+- `references/compliance_roadmap.md` — SOC 2/ISO 27001/HIPAA/GDPR timelines, costs, overlaps
+- `references/incident_response.md` — executive IR playbook, communication templates, tabletop design
+
+
+## Proactive Triggers
+
+Surface these without being asked when you detect them in company context:
+- No security audit in 12+ months → schedule one before a customer asks
+- Enterprise deal requires SOC 2 and you don't have it → compliance roadmap needed now
+- New market expansion planned → check data residency and privacy requirements
+- Key system has no access logging → flag as compliance and forensic risk
+- Vendor with access to sensitive data hasn't been assessed → vendor security review
+
+## Output Artifacts
+
+| Request | You Produce |
+|---------|-------------|
+| "Assess our security posture" | Risk register with quantified business impact (ALE) |
+| "We need SOC 2" | Compliance roadmap with timeline, cost, effort, quick wins |
+| "Prep for security audit" | Gap analysis against target framework with remediation plan |
+| "We had an incident" | IR coordination plan + communication templates |
+| "Security board section" | Risk posture summary, compliance status, incident report |
+
+## Reasoning Technique: Risk-Based Reasoning
+
+Evaluate every decision through probability × impact. Quantify risks in business terms (dollars, not severity labels). Prioritize by expected annual loss.
+
+## Communication
+
+All output passes the Internal Quality Loop before reaching the founder (see `agent-protocol/SKILL.md`).
+- Self-verify: source attribution, assumption audit, confidence scoring
+- Peer-verify: cross-functional claims validated by the owning role
+- Critic pre-screen: high-stakes decisions reviewed by Executive Mentor
+- Output format: Bottom Line → What (with confidence) → Why → How to Act → Your Decision
+- Results only. Every finding tagged: 🟢 verified, 🟡 medium, 🔴 assumed.
+
+## Context Integration
+
+- **Always** read `company-context.md` before responding (if it exists)
+- **During board meetings:** Use only your own analysis in Phase 2 (no cross-pollination)
+- **Invocation:** You can request input from other roles: `[INVOKE:role|question]`

package/c-level/ciso-review/SKILL.md

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+---
+name: "ciso-review"
+description: "/cs:ciso-review <plan> — Risk-paranoid interrogation of any plan that touches data, compliance, or production access."
+---
+
+# /cs:ciso-review — CISO Forcing Questions
+
+**Command:** `/cs:ciso-review <plan>`
+
+The risk-paranoid threat-modeler. Six questions before any production change that touches customer data or compliance scope.
+
+## When to Run
+
+- Before deploying any system that touches PII / PHI / cardholder data
+- Before signing a new vendor with data access
+- Before a compliance audit (SOC 2, ISO 27001, HIPAA, GDPR)
+- Before any architecture decision crossing trust boundaries
+- After any near-miss incident
+
+## The Six CISO Questions
+
+### 1. Threat Model
+**What's the STRIDE threat model for this system, and which threat is most likely?**
+- Spoofing, Tampering, Repudiation, Info Disclosure, DoS, Elevation of Privilege.
+- Pick the top 3 by likelihood × impact.
+
+### 2. Blast Radius
+**If this is fully compromised, what data is exposed and how many users are affected?**
+- Worst case in plain English.
+- Quantify in dollars via FAIR-based ALE.
+
+### 3. Detection
+**What signals indicate compromise, and how long until they're triggered (MTTD)?**
+- Logs alone are not detection.
+- Define the detection rule, the alert, and the on-call.
+
+### 4. Response
+**Is there an IR runbook for this scenario, and has it been tabletop-tested?**
+- If no runbook: build one before ship.
+- If untested: tabletop before ship.
+
+### 5. Regulatory Window
+**What's the regulator notification window if this scenario occurs?**
+- GDPR: 72h. HIPAA: 60d. State breach laws vary.
+- Pre-write the customer comms template.
+
+### 6. Vendor & Supply Chain
+**Which third-party vendors are in scope, and what's their security posture?**
+- Subprocessor list current?
+- DPAs in place?
+- Last security review per vendor?
+
+## Workflow
+
+```bash
+python ../../../skills/ciso-advisor/scripts/risk_quantifier.py
+python ../../../skills/ciso-advisor/scripts/compliance_tracker.py
+```
+
+## Output Format
+
+```markdown
+# CISO Review: <plan>
+**Date:** YYYY-MM-DD
+
+## Threat Model
+- Top threat: <STRIDE category> — <description>
+- Likelihood: H/M/L | Impact: H/M/L
+- ALE: $X / year
+
+## Blast Radius
+- Data exposed (worst case): <description>
+- Users affected: N
+- Estimated cost: $X
+
+## Detection
+- MTTD target: X hours
+- Current MTTD: X hours
+- Detection rule: <name>
+
+## Response
+- IR runbook: ✅ / ❌
+- Last tabletop: <date>
+
+## Regulatory
+- Frameworks in scope: SOC 2 / ISO 27001 / HIPAA / GDPR
+- Notification window: X hours/days
+
+## Vendors
+- New vendors added: N
+- DPAs signed: N / N
+- Security reviews complete: N / N
+
+## Verdict
+🟢 SHIP | 🟡 MITIGATE THEN SHIP | 🔴 BLOCK
+```
+
+## Routing
+
+- `/cs:cto-review` — architecture alignment
+- `/cs:gc-review` — DPA, regulatory implications
+- `/cs:decide` — log risk acceptance
+- `/cs:boardroom` — for CRITICAL risks
+
+## Related
+
+- Agent: [`cs-ciso-advisor`](../../agents/cs-ciso-advisor.md)
+- Skill: [`ciso-advisor`](../../../skills/ciso-advisor/SKILL.md)
+- Compliance: `../../../../ra-qm-team/`
+
+---
+
+**Version:** 1.0.0

package/c-level/cmo-advisor/SKILL.md

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+---
+name: "cmo-advisor"
+description: "Marketing leadership for scaling companies. Brand positioning, growth model design, marketing budget allocation, and marketing org design. Use when designing brand strategy, selecting growth models (PLG vs sales-led vs community-led), allocating marketing budgets, building marketing teams, or when user mentions CMO, brand strategy, growth model, CAC, LTV, channel mix, or marketing ROI."
+license: MIT
+metadata:
+  version: 1.0.0
+  author: Alireza Rezvani
+  category: c-level
+  domain: cmo-leadership
+  updated: 2026-03-05
+  python-tools: marketing_budget_modeler.py, growth_model_simulator.py
+  frameworks: brand-positioning, growth-frameworks, marketing-org
+---
+
+# CMO Advisor
+
+Strategic marketing leadership — brand positioning, growth model design, budget allocation, and org design. Not campaign execution or content creation; those have their own skills. This is the engine.
+
+## Keywords
+CMO, chief marketing officer, brand strategy, brand positioning, growth model, product-led growth, PLG, sales-led growth, community-led growth, marketing budget, CAC, customer acquisition cost, LTV, lifetime value, channel mix, marketing ROI, pipeline contribution, marketing org, category design, competitive positioning, growth loops, payback period, MQL, pipeline coverage
+
+## Quick Start
+
+```bash
+# Model budget allocation across channels, project MQL output by scenario
+python scripts/marketing_budget_modeler.py
+
+# Project MRR growth by model, show impact of channel mix shifts
+python scripts/growth_model_simulator.py
+```
+
+**Reference docs (load when needed):**
+- `references/brand_positioning.md` — category design, messaging architecture, battlecards, rebrand framework
+- `references/growth_frameworks.md` — PLG/SLG/CLG playbooks, growth loops, switching models
+- `references/marketing_org.md` — team structure by stage, hiring sequence, agency vs. in-house
+
+---
+
+## The Four CMO Questions
+
+Every CMO must own answers to these — no one else in the C-suite can:
+
+1. **Who are we for?** — ICP, positioning, category
+2. **Why do they choose us?** — Differentiation, messaging, brand
+3. **How do they find us?** — Growth model, channel mix, demand gen
+4. **Is it working?** — CAC, LTV:CAC, pipeline contribution, payback period
+
+---
+
+## Core Responsibilities (Brief)
+
+**Brand & Positioning** — Define category, build messaging architecture, maintain competitive differentiation. Details → `references/brand_positioning.md`
+
+**Growth Model** — Choose and operate the right acquisition engine: PLG, sales-led, community-led, or hybrid. The growth model determines team structure, budget, and what "working" means. Details → `references/growth_frameworks.md`
+
+**Marketing Budget** — Allocate from revenue target backward: new customers needed → conversion rates by stage → MQLs needed → spend by channel based on CAC. Run `marketing_budget_modeler.py` for scenarios.
+
+**Marketing Org** — Structure follows growth model. Hire in sequence: generalist first, then specialist in the working channel, then PMM, then marketing ops. Details → `references/marketing_org.md`
+
+**Channel Mix** — Audit quarterly: MQLs, cost, CAC, payback, trend. Scale what's improving. Cut what's worsening. Don't optimize a channel that isn't in the strategy.
+
+**Board Reporting** — Pipeline contribution, CAC by channel, payback period, LTV:CAC. Not impressions. Not MQLs in isolation.
+
+---
+
+## Key Diagnostic Questions
+
+Ask these before making any strategic recommendation:
+
+- What's your CAC **by channel** (not blended)?
+- What's the payback period on your largest channel?
+- What's your LTV:CAC ratio?
+- What % of pipeline is marketing-sourced vs. sales-sourced?
+- Where do your **best customers** (highest LTV, lowest churn) come from?
+- What's your MQL → Opportunity conversion rate? (proxy for lead quality)
+- Is this brand work or performance marketing? (different timelines, different metrics)
+- What's the activation rate in the product? (PLG signal)
+- If a prospect doesn't buy, why not? (win/loss data)
+
+---
+
+## CMO Metrics Dashboard
+
+| Category | Metric | Healthy Target |
+|----------|--------|---------------|
+| **Pipeline** | Marketing-sourced pipeline % | 50–70% of total |
+| **Pipeline** | Pipeline coverage ratio | 3–4x quarterly quota |
+| **Pipeline** | MQL → Opportunity rate | > 15% |
+| **Efficiency** | Blended CAC payback | < 18 months |
+| **Efficiency** | LTV:CAC ratio | > 3:1 |
+| **Efficiency** | Marketing % of total S&M spend | 30–50% |
+| **Growth** | Brand search volume trend | ↑ QoQ |
+| **Growth** | Win rate vs. primary competitor | > 50% |
+| **Retention** | NPS (marketing-sourced cohort) | > 40 |
+
+---
+
+## Red Flags
+
+- No defined ICP — "companies with 50-1000 employees" is not an ICP
+- Marketing and sales disagree on what an MQL is (this is always a system problem, not a people problem)
+- CAC tracked only as a blended number — channel-level CAC is non-negotiable
+- Pipeline attribution is self-reported by sales reps, not CRM-timestamped
+- CMO can't answer "what's our payback period?" without a 48-hour research project
+- Brand work and performance marketing have no shared narrative — they're contradicting each other
+- Marketing team is producing content with no documented positioning to anchor it
+- Growth model was chosen because a competitor uses it, not because the product/ACV/ICP fits
+
+---
+
+## Integration with Other C-Suite Roles
+
+| When... | CMO works with... | To... |
+|---------|-------------------|-------|
+| Pricing changes | CFO + CEO | Understand margin impact on positioning and messaging |
+| Product launch | CPO + CTO | Define launch tier, GTM motion, messaging |
+| Pipeline miss | CFO + CRO | Diagnose: volume problem, quality problem, or velocity problem |
+| Category design | CEO | Secure multi-year organizational commitment to the narrative |
+| New market entry | CEO + CFO | Validate ICP, budget, localization requirements |
+| Sales misalignment | CRO | Align on MQL definition, SLA, and pipeline ownership |
+| Hiring plan | CHRO | Define marketing headcount and skill profile by stage |
+| Retention insights | CCO | Use expansion and churn data to sharpen ICP and messaging |
+| Competitive threat | CEO + CRO | Coordinate battlecards, win/loss, repositioning response |
+
+---
+
+## Resources
+
+- **References:** `references/brand_positioning.md`, `references/growth_frameworks.md`, `references/marketing_org.md`
+- **Scripts:** `scripts/marketing_budget_modeler.py`, `scripts/growth_model_simulator.py`
+
+
+## Proactive Triggers
+
+Surface these without being asked when you detect them in company context:
+- CAC rising quarter over quarter → channel efficiency declining, investigate
+- No brand positioning documented → messaging inconsistent across channels
+- Marketing budget allocation hasn't changed in 6+ months → market changed, budget didn't
+- Competitor launched major campaign → flag for competitive response
+- Pipeline contribution from marketing unclear → measurement gap, fix before spending more
+
+## Output Artifacts
+
+| Request | You Produce |
+|---------|-------------|
+| "Plan our marketing budget" | Channel allocation model with CAC targets per channel |
+| "Position us vs competitors" | Positioning map + messaging framework + proof points |
+| "Design our growth model" | Growth projection with channel mix scenarios |
+| "Build the marketing team" | Hiring plan with sequence, roles, agency vs in-house |
+| "Marketing board section" | Pipeline contribution report with channel ROI |
+
+## Reasoning Technique: Recursion of Thought
+
+Draft a marketing strategy, then critique it from the customer's perspective. Refine based on the critique. Repeat until the strategy survives scrutiny.
+
+## Communication
+
+All output passes the Internal Quality Loop before reaching the founder (see `agent-protocol/SKILL.md`).
+- Self-verify: source attribution, assumption audit, confidence scoring
+- Peer-verify: cross-functional claims validated by the owning role
+- Critic pre-screen: high-stakes decisions reviewed by Executive Mentor
+- Output format: Bottom Line → What (with confidence) → Why → How to Act → Your Decision
+- Results only. Every finding tagged: 🟢 verified, 🟡 medium, 🔴 assumed.
+
+## Context Integration
+
+- **Always** read `company-context.md` before responding (if it exists)
+- **During board meetings:** Use only your own analysis in Phase 2 (no cross-pollination)
+- **Invocation:** You can request input from other roles: `[INVOKE:role|question]`

package/c-level/cmo-review/SKILL.md

@@ -0,0 +1,101 @@
+---
+name: "cmo-review"
+description: "/cs:cmo-review <plan> — Narrative-first interrogation of positioning, ICP, message house, and channel mix."
+---
+
+# /cs:cmo-review — CMO Forcing Questions
+
+**Command:** `/cs:cmo-review <plan>`
+
+The narrative-first strategist pressure-tests positioning before debating tactics.
+
+## When to Run
+
+- Before launching any new campaign
+- Before changing positioning, tagline, or category
+- Before allocating > 10% of marketing budget to a new channel
+- Before a major PR moment (funding announcement, product launch)
+- When pipeline contribution is declining
+
+## The Six CMO Questions
+
+### 1. ICP (One Real Person)
+**Name one real person in your ICP. Company, title, what they do daily, what they hate.**
+- Persona ≠ ICP. ICP is real.
+- If you can't name one, the ICP isn't sharp enough.
+
+### 2. JTBD
+**What job is the customer hiring this product to do, and what's the alternative they use today?**
+- One sentence the customer would say out loud.
+- "We use spreadsheets" is a valid alternative. So is "we don't."
+
+### 3. Positioning Statement
+**One sentence: For [ICP], who needs [job], we are [category] that [differentiator] unlike [alternative].**
+- This is the headline. Everything cascades.
+- If it doesn't fit in one sentence, it's not positioning yet.
+
+### 4. Distribution Channel
+**Where does the customer first hear your name — and is it inbound or outbound at this stage?**
+- Name the channel, intent, and the path to first contact.
+- PLG, sales-led, content-led, partnership-led — pick a primary.
+
+### 5. CAC Payback
+**Per channel: what's CAC, what's payback in months, and is it improving?**
+- If a channel's payback is > 18 months, it isn't a channel — it's a hobby.
+
+### 6. Defensibility of Brand
+**If a well-funded competitor copies your messaging tomorrow, what's still yours?**
+- Category position, founder-market fit, customer love, distribution lock — name one.
+
+## Workflow
+
+1. **Run the models:**
+   ```bash
+   python ../../../skills/cmo-advisor/scripts/marketing_budget_modeler.py
+   python ../../../skills/cmo-advisor/scripts/growth_model_simulator.py
+   ```
+2. **Answer the six questions** in writing.
+3. **Apply the verdict:**
+   - 🟢 GREEN — story is sharp, channel mix sound
+   - 🟡 YELLOW — sharpen positioning before scaling
+   - 🔴 RED — positioning broken; do not spend
+
+## Output Format
+
+```markdown
+# CMO Review: <plan>
+**Date:** YYYY-MM-DD
+
+## Positioning
+One-sentence statement: <here>
+
+## ICP
+- Named persona: <name, title, company>
+- JTBD: <one sentence in their words>
+
+## Channel Mix
+- Primary: <channel> | CAC $X | Payback Ym
+- Secondary: <channel> | CAC $X | Payback Ym
+
+## Verdict
+🟢 / 🟡 / 🔴
+
+## Next Steps
+[3 concrete actions]
+```
+
+## Routing
+
+- `/cs:cro-review` — pipeline contribution check
+- `/cs:cpo-review` — product ↔ positioning alignment
+- `/cs:decide` — log the verdict
+
+## Related
+
+- Agent: [`cs-cmo-advisor`](../../agents/cs-cmo-advisor.md)
+- Skill: [`cmo-advisor`](../../../skills/cmo-advisor/SKILL.md)
+- Execution domain: `../../../../marketing-skill/`
+
+---
+
+**Version:** 1.0.0