「hire」の検索結果

AI Berkshire skill: 供应链瓶颈猎手：AI驱动的全球产业链瓶颈套利. Source: skills/bottleneck-hunter.md.

日本語の概要は準備中です。原文の説明を表示しています。

AI Berkshire skill: 行业漏斗筛选：从全市场到 3 家的价值投资精选流程. Source: skills/industry-funnel.md.

日本語の概要は準備中です。原文の説明を表示しています。

AI Berkshire skill: 投资论文漂移检测：分清事实变化与措辞变化. Source: skills/thesis-drift.md.

日本語の概要は準備中です。原文の説明を表示しています。

AI Berkshire skill: 投资研究：巴菲特-芒格-段永平-李录 四大师综合分析框架. Source: skills/investment-research.md.

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AI Berkshire skill: 管理层纵深研究：买股票就是买人. Source: skills/management-deep-dive.md.

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Codex-only writing and layout overlay for AI Berkshire investment research reports. Use whenever Codex creates, rewrites, revises, or critiques company/industry/fund research reports, especially long-form Markdown reports that need financial rigor, readable business mechanics, contrarian analysis, valuation-to-action guidance, investor-specific recommendations, restrained typography, and clear buy/hold/sell signals. Do not use this to modify Claude Code slash-command sources.

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AI Berkshire skill: 财务数据获取与交叉验证规范. Source: skills/financial-data.md.

日本語の概要は準備中です。原文の説明を表示しています。

AI Berkshire skill: 投资论文追踪：买入后的纪律系统. Source: skills/thesis-tracker.md.

日本語の概要は準備中です。原文の説明を表示しています。

AI Berkshire skill: Income Investment: Durable and Opportunistic Distribution Analysis. Source: skills/income-investment.md.

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AI Berkshire skill: 微信公众号文章：作者-编辑-读者三Agent协作. Source: skills/wechat-article.md.

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AI Berkshire skill: 未上市公司研究：多Agent并行深度研究框架. Source: skills/private-company-research.md.

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Hire an AI agent the way you'd hire an employee — a role spec with success criteria, a structured work-sample interview run on your real tasks, reference checks (what do actual users report), probation KPIs, and termination criteria written before day one. Use when choosing between AI agents/tools/copilots for a job, formalizing an AI pilot, or 'which agent should we use for X'. Produces the role spec, interview pack with scoring rubric, a decision record, and a probation plan.

日本語の概要は準備中です。原文の説明を表示しています。

The Jobs-to-be-Done framework as applied product methodology. Job statements, struggling moments, hire and fire criteria, the difference between feature-thinking and job-thinking. Honest about where JTBD adds clarity (discovery, prioritization, positioning) and where it becomes performative ritual (job-statement workshops that do not drive decisions, persona-theater disguised as JTBD). Triggers on jobs-to-be-done, JTBD, job statements, struggling moments, hire criteria, fire criteria, switch triggers, functional emotional social jobs, outcome-driven innovation. Also triggers when a team is over-relying on feature-request lists or persona archetypes that do not drive product decisions, when a positioning conversation needs the framing JTBD provides, or when discovery is producing outputs that do not connect to product strategy.

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Builds a founder-led B2B sales motion - ICP and kill criteria, outbound message, first-call and demo plan, pilot and procurement plan, pipeline math, and a readiness check for your first sales hire. Use when you ask about founder-led sales, enterprise sales, cold outreach, ICP, 'why are deals stalling', pilots/POCs, procurement, 'when do I hire a sales rep', or adding sales to a PLG product. Draws on 49 Lenny's Podcast guests incl. Jen Abel, Geoffrey Moore and Pete Kazanjy.

日本語の概要は準備中です。原文の説明を表示しています。

CEO (Chief Executive Officer) — 一家公司「最高操作员」的工艺, 与泛泛「领导力 / 管理学」不同: (a) 设定战略与凝结愿景 (Drucker 的「企业的经营理论」+ Porter 论定位 + Hamilton Helmer 的「七力」+ Andy Grove 的「战略转折点」+ Roger Martin 《Playing to Win》); (b) 资本配置是 CEO 单一最高杠杆的工作 (Buffett/Munger Berkshire 致股东信 + William Thorndike 《The Outsiders 商界局外人》论 8 位非常规 CEO + Michael Mauboussin 论 hurdle rate + Bezos 年度致股东信「invariants vs bets」+ Mark Leonard Constellation Software); (c) 组建与领导高管班子 (Patrick Lencioni 《团队的五大障碍》+ Ben Horowitz 《艰难的事》+ Reed Hastings 《No Rules Rules》人才密度 + Andy Grove HOP《高产出管理》+ Lou Gerstner IBM 转型 + Marshall Goldsmith); (d) 董事会与投资人关系 (Larcker & Tayan 《公司治理重要》+ Bill George 《True North》+ 正式 CEO-董事长 / CEO-独立董事 protocol + 维权投资人 playbook + 资本市场沟通); (e) 企业文化与价值观作为操作系统 (Netflix 文化手册 + Amazon Leadership Principles + Bridgewater 《Principles》Ray Dalio + Schein 论组织文化 + 任正非 灰度 + 张瑞敏 人单合一 + 稻盛和夫 阿米巴); (f) 高不确定下的高风险决策 (Bezos Type 1/Type 2 决策 + premortem Klein + Kahneman 论 executive bias + RAPID/DACI + base rates + 情景规划 + 反思 premortem); (g) 对内对外沟通 (创始人 / CEO 致股东信作为机构构建工具: Bezos / Buffett / Reed Hastings 备忘录 / 任正非 内部讲话 + Town Hall + 危机沟通 Tylenol/Boeing/Wells Fargo + 应对维权投资人); (h) 跨阶段规模化 (创业 0→1 / 扩张 1→100 / 成熟期掌舵 / 危机转型): Steve Blank + Brian Chesky founder-mode + Marc Andreessen + Pierre Lassonde + Lou Gerstner 转型; (i) 创始人 CEO vs 职业经理人 CEO 的差异 (Paul Graham 「Founder Mode」2024 + Brian Chesky + Reed Hastings (创始人→职业过渡) + BCG/McKinsey 的「manager mode」+ 两者各自代价 + 什么时候切换)。诚实处理: 幸存者偏差 (单个 CEO 的打法 ≠ 普适规律, 学术研究显示 CEO 个人方差约 ⅓, 约 70% 来自行业 / 时代 / 运气 / 资本结构), 创始人崇拜, 区分可复制工艺与不可移植个人魅力, 治理与利益相关者责任 (员工 / 股东 / 社会), 反对 CEO 神话与 Welch 退休金扭曲 / Theranos / WeWork / FTX / Uber-Kalanick 时代 / Musk 80h+ / 996 工时崇拜。覆盖 founder-CEO (Bezos/Hastings/黄仁勋/Chesky/Brin/任正非) 与职业 CEO (Nadella/Gerstner/Pichai/Mulally/Lafley)。不含: 泛泛管理理论 (商业书已覆盖, 本 skill 专谈 C-suite 这个具体岗位), 不含: 「领导力」作为个人成长自助 (Robbins/Tracy/Maxwell 励志体裁), 不含: 「如何创业」早期战术 — 一旦有员工 / 董事会 / 资本, CEO 的工艺才开始。 (CEO (Chief Executive Officer) — the craft of being the top operator of a company, distinct from generic 'leadership/management': (a) setting the strategy and crystallizing the vision (Drucker's 'theory of the business' + Porter on positioning + Hamilton Helmer's 7 powers + Andy Grove's strategic inflection points + Roger Martin Playing to Win); (b) capital allocation as the CEO's single highest-leverage job (Buffett/Munger Berkshire letters + William Thorndike 'The Outsiders' on 8 unconventional CEOs + Michael Mauboussin on hurdle rates + Bezos's annual shareholder letter approach to invariants vs bets + Mark Leonard Constellation Software); (c) building and leading the executive team (Patrick Lencioni 'Five Dysfunctions' + Ben Horowitz 'Hard Things About Hard Things' + Reed Hastings 'No Rules Rules' on talent density + Andy Grove HOP + Lou Gerstner IBM turnaround + Marshall Goldsmith); (d) board and investor relations (Larcker & Tayan 'Corporate Governance Matters' + Bill George 'True North' + the formal CEO-Chair / CEO-Lead Director protocols + activist investor playbooks + capital markets communication); (e) culture and values as operating system (Netflix culture deck + Amazon Leadership Principles + Bridgewater 'Principles' Ray Dalio + Schein on org culture + 任正非 Ren Zhengfei 灰度 + 张瑞敏 Zhang Ruimin 人单合一 + 稻盛和夫 阿米巴); (f) high-stakes decision-making under uncertainty (Bezos Type 1 vs Type 2 + premortem Klein + Kahneman 'Thinking Fast and Slow' for executive bias + RAPID/DACI + base rates + scenario planning + premortem); (g) internal and external communication (founder/CEO letters as institution-builders: Bezos shareholder letters / Buffett letters / Reed Hastings memos / 任正非 内部讲话 + Town Halls + crisis communication Tylenol/Boeing/Wells Fargo + activist responses); (h) cross-stage scaling (founder-CEO of 0→1 / scaling 1→100 / mature-stage stewardship / turnaround): Steve Blank + Brian Chesky founder-mode + Marc Andreessen + Pierre Lassonde mining vs steady-state + Lou Gerstner turnaround; (i) the founder-CEO vs professional-manager-CEO distinction (Paul Graham 'Founder Mod

日本語の概要は準備中です。原文の説明を表示しています。

Build a hiring pipeline - job description, sourcing strategy, interview scorecard, and offer process. Use when asked to "write a job description", "build an interview process", "design our hiring funnel", or "what should we look for in a [role]".

日本語の概要は準備中です。原文の説明を表示しています。

Use whenever the user wants to find, shortlist, vet, or enrich US recruiting and staffing firms — executive search/retained search, RPO, tech/sales/healthcare recruiting, contingent/contract staffing, and temp staffing. Triggers on "find me an executive search firm for a CFO search", "shortlist three retained-search boutiques in NY focused on tech", "we need RPO support for a 50-engineer hiring push", or "pull contact info for these 8 staffing firm domains", even when described indirectly (need help hiring at scale, executive recruiter for senior roles). Drives the ServiceGraph API (api.servicegraph.co) — a 100k+ US firm catalog filterable by industry, services, location, size, ratings. Skip when the user wants to hire someone as their own employee (job-board questions, in-house recruiter hires, "where should I post the role"), individual job-seekers looking for recruiters to represent them, candidate-side career coaching, non-US firms, individual freelance recruiters.

日本語の概要は準備中です。原文の説明を表示しています。

Head-to-Head Candidate Comparison — two candidates side-by-side across skills, experience, culture fit, salary expectations, references, hire-or-no-hire recommendation

日本語の概要は準備中です。原文の説明を表示しています。

Deep Single-Candidate Scoring — evaluate one candidate across 5 dimensions (skills match, experience relevance, culture fit signals, growth potential, red flags) with final 0-100 score and hire/no-hire signal

日本語の概要は準備中です。原文の説明を表示しています。

Structure and run a post-interview candidate debrief. Use when the user says "run the debrief", "how do we decide on this candidate", "let's calibrate", "we need to make a hire/no-hire call", "prep the debrief meeting", or wants to structure the decision-making process after interviews are complete - even if they don't explicitly say "debrief". Also use when a recruiter wants to prevent groupthink or HiPPO effect (highest paid person's opinion) from dominating the decision.

日本語の概要は準備中です。原文の説明を表示しています。

Produces a DRAFT 30-60-90 day onboarding plan for a new hire from the role, the team context and the systems list: phase outcomes traced to the role, activities with a named owner and due window, an access and equipment request table, learning items, manager checkpoints and the items the manager must confirm. Use when the user asks to "build an onboarding plan for our new hire", "draft the induction plan for this role", "write a first 90 days plan", "put together a new starter plan with owners", "create a ramp plan from this job description" or "plan the integration of an internal mover". Do not use for writing the job description itself, use job-description-drafter instead; for interview questions or a scorecard, use interview-scorecard-builder. Drafts for human review; never approves, authorises or signs off.

日本語の概要は準備中です。原文の説明を表示しています。

Prepare the internal case for hosting an Otameshi Tenshoku trial: total what it costs the company with candidate pay, staff hours and platform or incidental fees kept apart, compare it with the budget, state what remains if no hire follows, and lay out the risks, stop conditions, decision owners and deadlines. Use when a hiring manager needs approval or budget from a decision maker, a recruiter has to explain the plan to the team that will host, or a small-business owner wants to see the full cost including their own time before posting; do not use to design the work (trial-work-design), to write the listing (trial-listing-draft), to predict whether a hire will follow, to state platform fees, agency fees or market rates from memory, or to submit the request or post the listing on the user's behalf.

日本語の概要は準備中です。原文の説明を表示しています。

Debrief a finished Otameshi Tenshoku trial from the employer's side: set the observed facts against the completion criteria agreed before the start, keep expectations added afterwards, second-hand or off-the-job observations and the company's own late or missing support apart, settle the hours actually worked separately from any evaluation, and draft feedback to the candidate that states facts, support gaps and what happens next without promising a hire or continuation the company has not decided. Use when a hiring manager, recruiter or small-business owner wants to review a trial, decide what to tell the candidate, or work out the settlement after a shortfall; do not use to judge the candidate's aptitude or predict a hire, to cut pay or demand unpaid rework because of dissatisfaction, to compare candidates, or to send the feedback, pay, or update records on the user's behalf.

日本語の概要は準備中です。原文の説明を表示しています。

Create agent company packages that conform to agentcompanies/v1. Use when asked to create a company, scaffold an agent team, hire agents, or turn a repo/skills collection into a company package.

日本語の概要は準備中です。原文の説明を表示しています。