223 skills · sorted by relevance
Salary Benchmarking — market range by role/location/experience, total comp breakdown (base, bonus, equity, benefits), recruiter negotiation talking points
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Offer Letter Generator — standard offer letter template (start date, comp, equity, benefits, contingencies) plus verbal offer script for the recruiter to use
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"Apply the Modigliani-Miller theorem to analyze capital structure decisions and identify when financing choices affect firm value. Use this skill when the user needs to evaluate debt-equity tradeoffs, assess the impact of leverage on firm value, understand tax shield benefits, or when they ask 'does capital structure matter', 'should we take on more debt', or 'what is the optimal leverage ratio'.".
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"M&A integration playbook covering eight modules: strategic rationale, target screening, due diligence (financial/legal/commercial), valuation with valuation bridge, synergy analysis, deal structuring (stock vs. asset, cash vs. equity, earn-out), SPA key clauses, and post-merger integration (PMI). Use for deal evaluation, valuation disputes, structure design, earn-out design, synergy breakdown, integration risk, or hostile takeover defense. Triggers: 『併購』『收購』『M&A』『盡職調查』『DD』『估值橋』『綜效』『earn-out』『換股比例』『PMI』『買殼』『借殼上市』『敵意併購』『交易結構』. For Taiwan EMBA 財管組 case studies and term reports (台大／政大／陽交). Complements Asgard `biz-dcf` and `fin-modeling` (valuation tools) plus `biz-corporate-governance` (governance layer) by providing the transaction-layer framework.".
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"Apply DuPont Analysis to decompose Return on Equity (ROE) into profitability, efficiency, and leverage components. Use this skill when the user needs to diagnose why ROE is high or low, compare financial performance drivers across companies, or identify which operational lever to pull — even if they say 'why is our ROE declining' or 'how do we improve returns'.".
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"Conduct compensation benchmarking analysis to position salaries against market data. Use this skill when the user needs to assess pay competitiveness, build salary bands, or analyze pay equity — even if they say 'are we paying market rate', 'salary benchmarking', or 'compensation analysis'.".
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Use when a task needs the judgment of an Equal Opportunity Representative or Officer — running an adverse-impact analysis on hiring or promotion selection rates, conducting an availability analysis to set affirmative action placement goals, evaluating a compensation-equity regression for unexplained pay gaps, or preparing an affirmative action plan (AAP) for an OFCCP audit.
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Use when a task needs the judgment of a Compensation and Benefits Manager — designing or evaluating a pay structure/leveling system, benchmarking compensation against market, deciding on a benefits package tradeoff, or auditing for pay equity issues. Narrower and more specialized than the broader hr-people-manager role's compensation-adjacent heuristics.
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Use when a task needs the judgment of a Compensation, Benefits, and Job Analysis Specialist — market-pricing a job against salary survey data, scoring a job through a point-factor or IPE job evaluation, running a pay-equity regression or cohort analysis, building or refreshing a salary structure and compa-ratio bands, classifying a job family's FLSA exemption status through the duties test, or modeling benefits plan cost (loss ratio, PEPM, self-funded vs. fully insured). Distinct from hr-people-manager (owns the comp/leveling judgment calls — whether to approve an exception, promote someone into a level), hr-specialist (owns individual-case leave/I-9/ADA/FLSA reclassification for one employee's drifted duties), and compensation-benefits-manager (owns pay philosophy, negotiation-range policy, and the department that runs this work). This role owns the mechanics: the survey match, the point score, the regression, the band math — the analysis those upstream policy and downstream judgment calls are made against.
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Construct a compelling job offer. Use when the user says "write an offer letter", "help me make an offer", "how should I structure this offer", "what should we include in the offer", "how do I explain the equity", "the candidate is negotiating", or wants to convert a candidate from interested to accepted - even if they don't explicitly say "offer letter". Also use when a recruiter needs to explain comp philosophy or total compensation to a candidate.
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AI นักวิเคราะห์ทางการเงิน — DCF Valuation, Financial Model, Investment Memo, Equity Research, Ratio Analysis
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Audit ESG reporting software and sustainability metric accuracy. Analyzes Environmental (Scope 1/2/3 emissions, water, waste, biodiversity), Social (workforce diversity, pay equity, human rights due diligence), and Governance (board composition, ethics, risk) data collection against GRI.
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Audit rural health network software for telehealth readiness, provider coverage mapping, patient transportation coordination, referral network optimization, Critical Access Hospital compliance, mobile clinic scheduling, and health equity metrics..
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Audit real estate investment software for IRR/NPV/cap rate/cash-on-cash return calculations, pro forma income modeling (GPR, vacancy, rent growth, NNN pass-throughs), equity waterfall and promote structures, debt modeling (fixed/ARM/IO/construction loans).
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Audit public sector and government resource allocation systems for budget optimization algorithms (zero-based, incremental, performance-based), service demand forecasting (ARIMA, Prophet, regression), equity-based distribution scoring (CDC SVI, environmental justice indices.
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Audit a student information system for dropout risk prediction. Analyzes attendance patterns, grade trajectories, behavioral indicators, early warning model accuracy, intervention tracking, equity in risk scoring, and socioeconomic factor integration..
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Generate an institutional-grade commercial real estate underwriting model — input schema (T-12 income, T-3 trailing, rent roll, debt terms, exit assumptions), calc engine (Cap Rate, NOI, Cash-on-Cash, IRR, DSCR, Debt Yield, ROI, Equity Multiple, levered & unlevered returns).
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Drafts U.S. executive Change in Control Agreements with double-trigger severance, equity acceleration, and 280G/409A compliance. Use when drafting or negotiating CIC agreements, change in control protections, executive severance in M&A, or golden parachute provisions.
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Drafts jurisdiction-compliant U.S. Articles of Incorporation for corporate entity formation. Analyzes formation documents, term sheets, and cap tables to produce a filing-ready charter with name, purpose, capital structure, registered agent, and governance provisions. Use when forming a new corporation, drafting a charter document, or structuring equity for venture-backed or closely held companies.
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Build data-driven compensation structures that attract talent without overpaying. Covers base salary bands, equity/bonus frameworks, geographic differentials, and total rewards packaging.
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Use when designing levels, comp bands, equity-vs-cash, geo adjustments, or raise vs promotion vs market correction. Triggers on 'set our comp bands', 'is this raise market'.
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Massimo Vignelli's complete design discipline — distilled from The Vignelli Canon. Encodes the Intangibles (semantics, discipline, appropriateness, timelessness, equity) and the Tangibles (the grid, the six basic typefaces, two-size type scale, rulers, primary-color-as-identifier, white space) into an applyable methodology. Use to design or critique identity systems, editorial layouts, wayfinding/transit signage, posters, and web pages in rigorous, timeless, Swiss-modernist Vignelli discipline. Triggers: "Vignelli style", "timeless design", "Swiss modernist", "design system", "transit signage".
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Predict peptide-MHC class I binding and natural presentation with MHCflurry, NetMHCpan-4.1, and MixMHCpred to nominate candidate CD8 T-cell epitopes. Covers the binding-affinity (BA) vs eluted-ligand (EL/presentation) distinction, why %Rank beats raw nM for cross-allele work, the MS abundance bias that misranks low-expression neoantigens, allele-coverage inequity, and length bias. Use when scanning a protein or peptide set for class I epitopes, scoring neoantigen candidates, or choosing a binding predictor. For CD4/HLA class II see mhc-class-ii-prediction.
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Predict peptide-MHC class I binding and natural presentation with MHCflurry, NetMHCpan-4.1, and MixMHCpred to nominate candidate CD8 T-cell epitopes. Covers the binding-affinity (BA) vs eluted-ligand (EL/presentation) distinction, why %Rank beats raw nM for cross-allele work, the MS abundance bias that misranks low-expression neoantigens, allele-coverage inequity, and length bias. Use when scanning a protein or peptide set for class I epitopes, scoring neoantigen candidates, or choosing a binding predictor. For CD4/HLA class II see mhc-class-ii-prediction.
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