37 件 ・ 関連度順
概要と使いどころ
Find company & contact data. Turn your agent into a prospecting platform. Get contact information, roles, tech stack, business events, website changes, intent data. Build lead lists, research prospects, identify talent. 150M+ companies, 800M+ professionals, 50+ data sources.
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。
"Corporate-governance practice playbook: board composition, three lines of defense, audit/compensation/nomination committee operations, independent-director governance, stakeholder communication, IPO governance upgrade, and family-business professionalization. Use for board-structure design, independent-director selection, three-lines implementation, IPO governance preparation, major governance incidents (fraud, scandal, insider trading), or family-business corporatization. Triggers: 『董事會組成』『獨董沒發揮功能』『三道防線』『上櫃治理補強』『家族法人化』『委員會分工』『ESG 治理』『審計委員會』『薪酬委員會』『提名委員會』. For Taiwan EMBA corporate-governance/finance/law/ESG cases. Focuses on listed-company and IPO practice; governance theory: use Asgard `grad-governance`; 9-box/繼任規劃/接班人才盤點: use `ops-talent-strategy`; COSO ERM/風險地圖/風險委員會運作: use `biz-erm`.".
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。
"Corporate innovation-governance toolkit integrating Stage-Gate process, 3 Horizons model, innovation portfolio management, open innovation, corporate venture capital (CVC), innovation KPIs, and intrapreneurship. Use for innovation-portfolio design, second-curve planning, innovation-project review gating, open-innovation evaluation, CVC setup, innovation-KPI design, or managing tension between core and new businesses. Triggers: 『第二曲線』『創新專案怎麼管』『新事業孵化』『收購投資新創』『Stage-Gate』『研發投資組合』『內部創業』『開放式創新』『CVC』『3 Horizons』『創新 KPI』. For Taiwan EMBA innovation-management/strategy/technology-management cases (台大／中山). Startup basics: use Asgard `ux-lean-startup`; innovation theory: use Asgard `grad-disruptive-innovation`, `grad-ambidexterity`; 家族二代接班治理: use `biz-corporate-governance` 或 `ops-talent-strategy`; ESG/淨零策略結合: use `biz-net-zero-transition`.".
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 candidate sourcing strategy and outreach pipeline. Use when the user says "where do I find candidates for this role", "build a sourcing plan", "write a cold outreach message", "we're not getting enough applicants", "our pipeline is dry", "help me find passive candidates", "write a LinkedIn message", or wants to increase the volume or quality of candidates in the funnel - even if they don't explicitly say "sourcing strategy". Also use when a recruiter needs to go beyond job postings to find talent.
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 data-driven compensation structures that attract talent without overpaying. Covers base salary bands, equity/bonus frameworks, geographic differentials, and total rewards packaging.
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。
Generate professional advertising images from product URLs using the Ad-Ready pipeline on ComfyDeploy. Use when the user wants to create ads for any product by providing a URL, optionally with a brand profile (70+ brands) and funnel stage targeting. Supports model/talent integration, brand-aware creative direction, and multi-format output. Differs from Morpheus (manual fashion photography) — Ad-Ready is URL-driven, brand-intelligent, and funnel-stage aware.
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。
Generate a grounded Human Design BodyGraph and whole-chart reading from exact birth data. Use for Human Design charts, BodyGraph, decisions, profile, channels, talents, work, wealth, relationships, mission, or chart-based follow-up questions. Supports Chinese and English.
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。
Repository loader for the grounded Human Design BodyGraph and whole-chart reading skill. Use for chart calculation, channels, talents, work, relationships, mission, and follow-up consultation.
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。
当管理者犹豫是否留用"还行但不够出色"的员工、想知道何时该让人离开、或团队中有人离开反而让人松了口气时触发。提供基于"留任测试"的决策框架和体面离职流程。
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。
当用户设计创意团队薪酬方案、考虑是否使用绩效奖金、正在流失核心人才、或想吸引顶尖人才时触发。基于Netflix精英薪酬哲学：支付市场最高价、取消奖金、主动调薪。
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。
当用户想要在团队中实施结构化反馈、建立360度评估机制、或现有匿名反馈产出低效结果时触发此技能。帮助设计具名、无评分、与薪酬脱钩的反馈体系。
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。
运用《大厂人才》(娄珺) 的祛魅框架与人才盘点方法评估组织的人才管理实践。适用于用户要做团队人才盘点或梯队规划、评估是否引入 OKR/价值观考核/去 KPI 等大厂工具、设计干部选拔与晋升标准、以及诊断考核制度为何流于形式时使用。
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。
Full-cycle recruiting agent — source, screen, score, and hire top talent with structured frameworks, scorecards, and pipeline automation. Zero dependencies.
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。