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概要と使いどころ
Design optimal team structures, hiring plans, compensation strategies, and equity allocation for early-stage startups from pre-seed through Series A. Use this skill when planning headcount, determining which roles to hire next, setting compensation or equity ranges, designing org structure, or building a hiring budget aligned to funding milestones.
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。
WorkorAI talent marketplace skill: candidate job search and employer hiring with white-box match explanations via the WorkorAI MCP server (https://workorai.com/mcp). Use when the user asks to find a job, apply to jobs, respond to employer invitations, or when an employer wants to post jobs, search and evaluate candidates, invite them, and review applicants.
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。
Takes a pile of applications and turns it into a ranked shortlist, scored only against the job's stated rubric, with drafted replies to every candidate, scheduled interviews, and an onboarding checklist for whoever gets hired. Picks up where job-post-builder leaves off and carries the funnel through to first day, including the payroll setup handoff. Runs on Gmail and Google Calendar, deepens with Gusto, DocuSign, and Drive or M365, and works entirely from uploaded resumes with drafted replies the owner sends by hand. Use this whenever the owner has applicants to deal with — including phrasings like "I've got 40 resumes and no time," "who should I interview," "screen these applications," "help me narrow this down," "set up interviews for the top three," or "I need to tell the rest no." Reach for it when the owner mentions applicants, resumes, candidates, or being buried in a hiring inbox.
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。
/cs:vpe-review <plan> — Throughput-first VP of Engineering interrogation of any plan that touches delivery, eng hiring, team structure, or production discipline. Use when cycle time balloons, DORA metrics slide, or before committing to an eng hiring wave or a reorg.
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。
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.
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。
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.
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。
Scores an inbound application against the role's written rubric with supporting quotes as evidence, writes a structured screen back to {{applications_source}}, and proposes interview slots on {{hiring_manager_calendar}} for strong matches. Never advances or rejects a candidate — every decision stays with the hiring manager.
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。
Review an offer letter and any restrictive covenants — jurisdiction check included. Substantive rules (covenant enforceability, pay-transparency, salary-history limits, exemption criteria) are researched per hire, not stored. Use when the user says "review this offer", "can we use a non-compete here", "check this offer letter", "hiring in [state]", or attaches an offer.
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。
Interprets Culture Index (CI) surveys, behavioral profiles, and personality assessment data. Supports individual profile interpretation, team composition analysis (gas/brake/glue), burnout detection, profile comparison, hiring profiles, manager coaching, interview transcript analysis for trait prediction, candidate debrief, onboarding planning, and conflict mediation. Accepts extracted JSON or PDF input via OpenCV extraction script. Use when the user shares a Culture Index PDF or JSON profile, asks what someone's CI traits mean, compares Culture Index profiles across a team or against a hiring profile, or asks about burnout risk from Survey-versus-Job gaps.
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。
When the user is a solo founder building their GTM motion, wants to scale without hiring, or needs to design an AI agent team for go-to-market. Also use when the user mentions 'solo founder,' 'one-person startup,' 'solopreneur,' 'bootstrapped,' 'no team,' 'AI agents as team,' 'scaling without hiring,' 'founder-led sales,' 'lean GTM,' 'one-person company,' or 'no employees.' This skill covers the complete solo founder GTM playbook from stack selection through agent team design, revenue-stage transitions, time allocation, and when to finally hire. Do NOT use for technical implementation, code review, or software architecture.
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。
Scrape job listings from Indeed.com by keyword, location, and country. Returns job title, company, salary, rating, description, benefits, and apply links. Use when user mentions Indeed, Indeed scraper, Indeed jobs, scrape Indeed, job search Indeed, Indeed job listings, extract Indeed data, Indeed job data, get jobs from Indeed, Indeed employment data, job market research Indeed, Indeed salary data, bulk job extraction Indeed, Indeed job scraper, monitor Indeed listings, Indeed hiring data, job postings Indeed, Indeed career search. Also applies to: job market analysis, salary benchmarking from Indeed, competitor hiring monitoring, recruitment data collection, building job databases from Indeed search results.
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。
Look up Y Combinator companies and batches from the public yc-oss API, a static JSON dataset refreshed daily: company profiles, batch rosters (e.g. W25, S24), companies by industry or tag, top companies, who is hiring, founder-diversity lists, and overall YC stats. Use this skill whenever the user asks about YC-backed startups, a YC batch, YC companies in a sector or tag or that are hiring, the Y Combinator portfolio, or startup and venture research that draws on YC data. Read-only.
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 when the user asks to "set up my founder social-selling routine", "build a daily engagement block for target accounts", or "turn funding / hiring signals into selling plays"; produces the founder/seller daily operating block — a time-boxed engagement-block spec (substantive value-add comments on target-account posts, never a pitch), warm-touch-before-ask cadence rules, trigger-response plays consuming the social-pulse-monitor B2B trigger watchlist (funding / hiring / launch signals), and a quarterly diagnostic that reads LinkedIn SSI as an input diagnostic only (Estimated, vendor-defined — never a target metric). All volume norms are Estimated/community-derived; all execution is human — zero mass-DM, zero connection-request automation, zero engagement automation (LinkedIn UA §8.2 red line); 1:1 pitch and DM mechanics route to outreach-manager. Not for cold email sequences — use cold-outbound-sequencer. 社交销售/创始人日常互动块/热身触达节奏/触发信号剧本
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。
Plans the shape and size of the workforce — demand for roles, build-versus-buy, attrition, and sequencing hiring against budget. Use this to build a hiring plan, decide which roles to open and in what order, model attrition and backfill, plan for a growth or contraction scenario, or connect headcount plans to the budget.
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。
Owns the organization itself: org design, hiring, performance, compensation, development, culture, and employee relations. Use this to design or restructure a team, plan hiring, write a role or leveling definition, handle a performance or compensation question, diagnose why a team is underperforming for non-technical reasons, or assess the people risk in a plan. Also use for onboarding design and retention of key staff.
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。
Scrapes LinkedIn job postings using the JobSpy library (python-jobspy). Use this skill whenever the user wants to find jobs on LinkedIn, search for open roles, pull job listings, build a job pipeline, source job targets for GTM research, or monitor hiring signals. Even if the user just says "find me some jobs" or "what roles is [company] hiring for", use this skill. It runs a local Python script that outputs a CSV of job postings with title, company, location, salary, job type, description, and direct URLs.
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。
Design calibrated interview loops, competency-based question banks, and hiring calibration. Use when designing interview processes, creating hiring pipelines, generating scoring rubrics, analyzing interviewer bias, or building question banks.
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。
People leadership for scaling companies: hiring, compensation, org structure, performance, and retention. Use when building hiring plans, designing comp frameworks, restructuring teams, or managing performance.
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。
Headcount and delivery-capacity planning — effective capacity from raw headcount, hire/contract/defer scenarios, and capacity-vs-commitment gap reports. Use when planning a quarter, sizing a hiring ask, or testing whether a roadmap fits.
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。
Business fundamentals for indie app developers — LLC/entity setup, taxes, Apple Small Business Program, revenue tracking, hiring contractors, and financial planning for sustainability. Use when user asks about business setup, tax implications, hiring, or financial planning for their app business.
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。
Write job posts that make the right person apply -- real role clarity, honest selling points, salary range handling, and requirements pruned to what actually predicts success. Small businesses lose great candidates to bad posts long before the interview. Feeds cowork-hiring-screener and hiring-scorecard downstream.
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。
Creates structured hiring scorecards for any role. Takes job title, requirements, and team context. Generates comprehensive scorecard with weighted scoring rubric, interview questions per competency, evaluation matrix, red/green flags, and reference check questions.
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。
Point Cowork at a folder of resumes plus a job description -- screens every candidate against the actual requirements, produces a ranked shortlist with evidence, drafts advance/decline emails, and builds interview kits for the top picks. Pairs with hiring-scorecard for the interview stage.
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。
TRIGGER THIS when crafting job descriptions, posting new roles, defining position requirements, creating hiring briefs, updating JDs, or structuring role expectations. Creates compelling, inclusive, DEI-focused job descriptions with clear requirements, responsibilities, qualifications, salary transparency, and modern hiring language.
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。