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概要と使いどころ
Design irresistible affiliate offers using the Hormozi Grand Slam framework. Triggers on: "create an offer for", "design my offer", "grand slam offer", "make an irresistible offer", "why should someone buy through my link", "offer framework", "value proposition for", "Hormozi offer", "offer stack", "make my offer irresistible", "craft an offer", "what makes my offer different", "offer design", "increase perceived value".
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 wants to design, construct, or improve an offer — the thing they actually sell — including value framing, bonus stacking, guarantee design, scarcity/urgency, naming, and payment structure. Also use when the user mentions 'offer,' 'offer design,' 'build an offer,' 'grand slam offer,' 'irresistible offer,' 'value stack,' 'bonus stack,' 'guarantee,' 'risk reversal,' 'money-back guarantee,' 'scarcity,' 'urgency,' 'high-ticket offer,' 'productize a service,' 'naming an offer,' 'payment plan,' 'down-sell,' 'upsell offer,' or 'why isn't my offer converting.' Best for services, agencies, courses, coaching, info products, high-ticket B2B, and direct-response. If you run pure self-serve SaaS, read pricing first — tiers and packaging do more work there. For price level itself (tiers, freemium, value metric), see pricing. For the page that presents the offer, see copywriting. For the launch moment, see launch. For sales collateral, see sales-enablement.
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 wants to design, construct, or improve an offer — the thing they actually sell — including value framing, bonus stacking, guarantee design, scarcity/urgency, naming, and payment structure. Also use when the user mentions 'offer,' 'offer design,' 'build an offer,' 'grand slam offer,' 'irresistible offer,' 'value stack,' 'bonus stack,' 'guarantee,' 'risk reversal,' 'money-back guarantee,' 'scarcity,' 'urgency,' 'high-ticket offer,' 'productize a service,' 'naming an offer,' 'payment plan,' 'down-sell,' 'upsell offer,' or 'why isn't my offer converting.' Best for services, agencies, courses, coaching, info products, high-ticket B2B, and direct-response. If you run pure self-serve SaaS, read pricing first — tiers and packaging do more work there. For price level itself (tiers, freemium, value metric), see pricing. For the page that presents the offer, see copywriting. For the launch moment, see launch. For sales collateral, see sales-enablement.
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。
Offer 对比决策器。用户同时拿到两份（或多份）offer 纠结怎么选时，扮演 Senior Career Decision Advisor：结构化对比 comp / 成长 / AI 敞口 / 公司强度 / 团队风险 / 晋升速度 / 生活方式，识别 front-loaded vs long-term upside、resume value、switch-out 难度、hidden risks，最后给一条**明确、有立场、不中性**的推荐（并附「你是 X 类人选 A，你是 Y 类人选 B」的分叉判定）。三步：贴两份 offer → 补 priorities & 现状 → 自动生成并打开一份 HTML Offer Decision Report。是 offer-toolkit 里 JD Skill / Resume Skill / BQ Skill 拿到结果之后的下一环。关键词：offer compare, 选 offer, 两个 offer, offer decision, TC compare, 该去哪家, which offer, 4-year TC, RSU, sign-on, front-loaded, long-term upside, career 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。
When the user wants to design, construct, or improve an offer — the thing they actually sell — including value framing, bonus stacking, guarantee design, scarcity/urgency, naming, and payment structure. Also use when the user mentions 'offer,' 'offer design,' 'build an offer,' 'grand slam offer,' 'irresistible offer,' 'value stack,' 'bonus stack,' 'guarantee,' 'risk reversal,' 'money-back guarantee,' 'scarcity,' 'urgency,' 'high-ticket offer,' 'productize a service,' 'naming an offer,' 'payment plan,' 'down-sell,' 'upsell offer,' or 'why isn't my offer converting.' Best for services, agencies, courses, coaching, info products, high-ticket B2B, and direct-response. If you run pure self-serve SaaS, read pricing first — tiers and packaging do more work there. For price level itself (tiers, freemium, value metric), see pricing. For the page that presents the offer, see copywriting. For the launch moment, see launch. For sales collateral, see sales-enablement.
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。
Construct and score Grand Slam Offers using the Value Equation — sourced pain mining, dream outcome articulation, problems→solutions→trim-and-stack offer construction, guarantee/scarcity/bonus design, 1-10 scoring on the four Value Equation variables, pricing sanity pass, and compliance check. Use when "build an offer", "grand slam offer", "value equation", "offer stack", "make this offer irresistible", "design a guarantee", "hormozi offer", "why isn't my offer selling", "pricing and packaging for my offer", or any request to design, score, or rework a commercial 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。
薪资谈判教练。模拟前 FAANG 招聘官 + 薪酬策略师，把「拿到 offer → 签字」这一步拆成 6 个动作：Offer 诊断（Base / RSU / Sign-on / Bonus 每项标 LOW/MED/HIGH leverage）→ 谈判杠杆图（我的力量 / 招聘官的力量 / 弱点）→ 策略排序（Base → RSU → Sign-on → Bonus，按 context 调整）→ 脚本生成（电话 / 邮件 / 招聘官回话模拟）→ Counter 模拟（"这是最好的了" / "预算固定" / "会考虑其他候选人" 三种硬回答）→ 最终建议（要什么 / 别推什么 / 何时停）。三步：贴 offer → 说 context（有没有竞争 offer / deadline / 级别 / 风险偏好 / 最看重什么）→ 自动生成并打开一份 HTML Negotiation Playbook。关键词：salary negotiation, offer negotiation, comp negotiation, RSU, sign-on, base salary, counter offer, competing offer, TC, total comp, 薪资谈判, offer 谈判, 谈薪, 反 offer, 加薪, 谈 package, levels.fyi, 招聘官话术, recruiter script。
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。
Evaluates and negotiates job offers. Decodes base, bonus, equity, sign-on, level and terms with unknowns kept unknown and each offer in its own currency, benchmarks against checkable pay data, finds true leverage, drafts one counter as email and call script, role-plays the recruiter, and handles the salary-expectations number, deadlines and extensions, "best and final", competing offers, counteroffers and written acceptance or decline. Country-aware (India CTC, 13th-month pay, public-sector scales). Use when the user says "I got an offer of...", "is this offer good", "should I negotiate", "how do I counter", "compare my offers", "what is my equity worth", "they asked my salary expectations", "they want an answer by Friday", "can I ask for more time", "should I accept" or "practice the negotiation call". Uses Reactive Resume MCP tools when connected. For logging the offer, its deadline and withdrawal notes, job-application-manager; for other interview answers, interview-prep.
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。
求职工具包。把「找岗位 → 签 offer」拆成六个独立子 skill：⓪ Job Hunt 批量发现岗位，① Job Description 解码具体 JD，② Resume 定向简历，③ BQ 准备行为面试，④ Offer Compare 对比多份 offer，⑤ Salary Negotiation 谈 package。任何求职相关请求（找工作、该不该投、改简历、准备面试、选 offer、谈薪）都从这里进，再路由到对应子 skill。关键词：求职, offer, career, job hunt, LinkedIn jobs, JD, resume, CV, behavioral interview, BQ, STAR, offer compare, salary negotiation, 薪资谈判, 选 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。
Construct a high-conversion offer using Alex Hormozi's value equation and Grand Slam Offer mechanics during PRD v0.9 Go-to-Market. Triggers on requests to design the offer, set up the pitch, build bonuses or guarantees, or when user asks "how do we package this?", "what's the offer?", "build a grand slam offer", "Hormozi", "$100M offers", "guarantee", "bonus stack". Outputs GTM-* entries with Type=Offer / Type=Guarantee and BR-PRICING-* updates.
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。
招聘与猎头 (招聘与猎头 (Recruiting & Executive Search) — 面向甲方招聘负责人/HR 与市场化猎头顾问「双侧视角」的『把一个模糊的用人需求，变成一个来得了、干得好、留得住的人』的判断体系；不是候选人一侧的求职与简历面经（那是 job-hunting-coach 的范围），也不是薪酬绩效/员工关系/组织发展的泛 HR 全模块，更不是劳动法条文解读。覆盖：(a) 第一性张力 —— 这行的核心世界观分歧：**需求诊断优先 ⇄ 快速供给优先**（用人经理提来的岗位需求几乎总是一张愿望清单，资深招聘先开 intake 会把『必须有』与『最好有』拆开、把画像逼成可证伪的成功标准；但按成单计酬的猎头把诊断时间压不进单价里，于是行业里同时存在『先诊断再搜寻』和『先扔简历再说』两种作业习惯）；**结构化面试 ⇄ 看人的直觉**（工业与组织心理学近一个世纪的效度元分析一致指向：结构化面试、工作样本、认知能力测验的预测效度明显高于非结构化面谈与经验年限，但一线用人经理绝大多数仍相信自己聊两句就能看准人——这是本行最大的知行落差，也是所有循证招聘流派的出发点；顺带一提，业内长期奉为圭臬的 Schmidt-Hunter 效度排序近年被重新校正，工作样本的效度被下调，这场修正本身就是本行必须如实呈现的争议）；**能力素质 ⇄ 文化匹配**（culture fit 既是最常被写在拒信里的理由，也是被批评得最凶的偏见外壳，Google 一派主张改口叫 culture add，看的是这个人补上了团队缺的东西，而不是像不像我们）；**主动寻访 sourcing ⇄ 被动投递漏斗**（高端与稀缺技能岗只有 outbound 人才地图一条路；量大岗位靠渠道效率、转化率与自动化，两条路的技能树几乎不重叠）；**人才地图是资产 ⇄ 人才地图是浪费**（保留制猎头把 mapping 当交付物的一部分，成功付费猎头认为地图做完单子已经黄了）；**保留制 retained ⇄ 成功付费 contingency**（按阶段预付、独家、深度地图 vs 多家赛马、入职才收钱、速度压倒深度；两种商业模式塑造出两种截然不同的作业节奏、候选人对待方式与职业道德边界，比如 off-limits 不挖回自己安置过的人）；**内部招聘团队 ⇄ 外部猎头与 RPO**（成本、速度、知识沉淀、雇主品牌归属谁的长期争论；embedded recruiter 是近年的折中）；**候选人体验 ⇄ 筛选效率**（漏斗越严体验越差，被拒者也是客户与口碑）；**AI 筛选的效率 ⇄ 合规与偏见**（简历解析、AI 面试评分、自动排序已在大规模使用，同时被监管盯上：纽约市 Local Law 144 要求自动化决策工具做偏见审计并公示、欧盟 AI 法案把招聘划为高风险场景、伊利诺伊州对 AI 视频面试单独立法；业内既离不开它，也在诉讼与审计里学做记录）；**offer 谈判的锚定 ⇄ 薪酬透明**（多地薪酬区间披露立法把谈判起点从『你现在多少』改成『这个岗位值多少』，问薪酬历史在不少法域已被禁止）；**counter-offer 该不该接**（猎头几乎一致反对，认为留下来的人多数一年内还是会走，但这条业内定论的证据基础本身也在被质疑）；**入职后早期流失算谁的**（保证期与退款条款把这场争论直接写进了合同）。(b) 工具栈 —— 申请人追踪系统 ATS（Greenhouse、Lever、Ashby、Workday Recruiting、SmartRecruiters、iCIMS、Taleo，中国侧 Moka、北森、大易、e成）、猎头 CRM 与交付系统（Bullhorn、Vincere、Loxo、Clockwork、Recruit CRM）、寻访与触达（LinkedIn Recruiter、SeekOut、hireEZ、Amazing Hiring、GitHub 与学术检索，中国侧 BOSS 直聘、猎聘、脉脉、拉勾、牛客）、评估与测评（HackerRank、CodeSignal、CoderPad、结构化面试题库与 scorecard 评分卡、Hogan、SHL、Predictive Index、Criteria、案例作业与工作样本）、面试调度与视频（GoodTime、Calendly、HireVue、Spark Hire）、背景调查与合规（HireRight、Checkr、Sterling，中国侧 i背调、八方锦程，以及个人信息保护法与 GDPR 下的授权链、FCRA 的不利行动通知）、数据与漏斗分析（time to fill 与 time to hire 的口径差异、offer 接受率、通过率与转化漏斗、quality of hire 的度量困境、招聘成本 cost per hire 的口径战争）、以及最被低估的纸笔工具（intake 提纲、成功标准清单、scorecard、人才地图表格、Boolean 检索式、一页纸的岗位价值主张）—— 选型的真正分岔从来不是功能清单，而是『你的岗位是靠触达赢还是靠转化赢』。(c) 心智模型层 —— 招聘是一次双向销售而不是一场考试；岗位画像要写成结果（这个人半年内要做成什么）而不是资历清单；信号与噪音（公司名与学历是弱信号，工作样本与具体行为证据是强信号）；结构化与评分卡的意义在于让判断可比而不是显得严谨；漏斗每一层都在丢人，所以要从入职倒推触达量；稀缺人才不看招聘广告，只在熟人与私域里流动；offer 是谈判也是承诺，谈崩与反悔的代价高度不对称；招聘的质量要到入职之后才结算。(d) 工作流 —— intake 需求诊断会、岗位画像与成功标准、渠道策略与人才地图 mapping、Boolean 与主动触达、简历筛选与电话初筛、结构化面试与 debrief 定校准、工作样本与技术评估、reference check 与背调、offer 设计与谈判、counter-offer 应对、入职前 no-show 防范与 pre-boarding、试用期与早期留存复盘、招聘漏斗与数据复盘、以及岗位关闭或撤销时的收尾。(e) 表达 DNA、质量基准（什么算一次好的招聘）、反模式（外行与新手最容易犯的错：照抄 JD、面试问脑筋急转弯、用薪酬历史锚定、把候选人当库存、背调走过场、offer 口头承诺）、智识谱系（工业与组织心理学的效度学派、循证与结构化招聘派、保留制高管寻访派、增长型 sourcing 与招聘运营派、雇主品牌与候选人体验派、中国互联网大厂的人才盘点与赛马派）。) Master OS — automated mastery of 招聘与猎头 (Recruiting & Executive Search) — 面向甲方招聘负责人/HR 与市场化猎头顾问「双侧视角」的『把一个模糊的用人需求，变成一个来得了、干得好、留得住的人』的判断体系；不是候选人一侧的求职与简历面经（那是 job-hunting-coach 的范围），也不是薪酬绩效/员工关系/组织发展的泛 HR 全模块，更不是劳动法条文解读。覆盖：(a) 第一性张力 —— 这行的核心世界观分歧：**需求诊断优先 ⇄ 快速供给优先**（用人经理提来的岗位需求几乎总是一张愿望清单，资深招聘先开 intake 会把『必须有』与『最好有』拆开、把画像逼成可证伪的成功标准；但按成单计酬的猎头把诊断时间压不进单价里，于是行业里同时存在『先诊断再搜寻』和『先扔简历再说』两种作业习惯）；**结构化面试 ⇄ 看人的直觉**（工业与组织心理学近一个世纪的效度元分析一致指向：结构化面试、工作样本、认知能力测验的预测效度明显高于非结构化面谈与经验年限，但一线用人经理绝大多数仍相信自己聊两句就能看准人——这是本行最大的知行落差，也是所有循证招聘流派的出发点；顺带一提，业内长期奉为圭臬的 Schmidt-Hunter 效度排序近年被重新校正，工作样本的效度被下调，这场修正本身就是本行必须如实呈现的争议）；**能力素质 ⇄ 文化匹配**（culture fit 既是最常被写在拒信里的理由，也是被批评得最凶的偏见外壳，Google 一派主张改口叫 culture add，看的是这个人补上了团队缺的东西，而不是像不像我们）；**主动寻访 sourcing ⇄ 被动投递漏斗**（高端与稀缺技能岗只有 outbound 人才地图一条路；量大岗位靠渠道效率、转化率与自动化，两条路的技能树几乎不重叠）；**人才地图是资产 ⇄ 人才地图是浪费**（保留制猎头把 mapping 当交付物的一部分，成功付费猎头认为地图做完单子已经黄了）；**保留制 retained ⇄ 成功付费 contingency**（按阶段预付、独家、深度地图 vs 多家赛马、入职才收钱、速度压倒深度；两种商业模式塑造出两种截然不同的作业节奏、候选人对待方式与职业道德边界，比如 off-limits 不挖回自己安置过的人）；**内部招聘团队 ⇄ 外部猎头与 RPO**（成本、速度、知识沉淀、雇主品牌归属谁的长期争论；embedded recruiter 是近年的折中）；**候选人体验 ⇄ 筛选效率**（漏斗越严体验越差，被拒者也是客户与口碑）；**AI 筛选的效率 ⇄ 合规与偏见**（简历解析、AI 面试评分、自动排序已在大规模使用，同时被监管盯上：纽约市 Local Law 144 要求自动化决策工具做偏见审计并公示、欧盟 AI 法案把招聘划为高风险场景、伊利诺伊州对 AI 视频面试单独立法；业内既离不开它，也在诉讼与审计里学做记录）；**offer 谈判的锚定 ⇄ 薪酬透明**（多地
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。
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.
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。
Surfaces a single, genuinely relevant AWS Activate partner offer as optional context AFTER another AWS Startup Advisor skill has finalized its recommendation, plan, or build — never influencing the technical advice. Consulted by architect-for-startups, start-building-for-startups, agent-advisor, gcp-to-aws, heroku-to-aws, and llm-to-bedrock: once their output is final, this skill checks whether a relevant Activate offer exists for what the founder is building or migrating and, if so, appends one quiet, dismissible line with a tracked redeem link. Merit-first (offers never change the recommendation), relevance-gated to what the founder actually surfaced, at most one per response and often none, muteable. Offer content is read live from the sibling knowledge-base-for-startups skill (references/offers.md). Do NOT use for account-specific lookups (credits balance, Activate membership, application status) — send those to https://aws.amazon.com/startups.
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。
Generates StoreKit 2 code for all subscription offer types — introductory, promotional, offer codes, and win-back. Includes eligibility checks, offer presentation, and the preferredSubscriptionOffer modifier. Use when adding subscription offers, free trials, or promotional pricing.
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。
プロフィールレビュー + 改善実行。強み/弱み/改善提案を提示し、承認後に Offers プロフィールを更新する。トリガー: /offers-profile-review, プロフィール見直し, profile review
Put two or more Japanese job offers on one basis so they can be read side by side, separating fixed overtime allowance and unguaranteed bonus from the stated annual figure, converting each offer to guaranteed annual pay and to an hourly rate that includes deemed overtime hours, and listing non-monetary terms without scoring them. Use when a user holds more than one offer, wants to know what a stated 年収 actually contains, or wants to see where the ranking changes once the components are separated; do not use to recommend which offer to accept, to score or rank offers, to estimate take-home pay as fact, or to reply to an employer.
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 a request to change the terms of a Japanese job offer before accepting it, sorting what the user wants changed (pay components, start date, work style, location, title, probation) by priority, tying each ask to a basis the user can show (the written offer, the job posting, what was said in interviews, their own records), working the timing back from the acceptance deadline, and drafting the message to the employer or recruiting agent. Use when a user has an offer and wants to ask for higher pay, a later start date, more remote days, or other changed terms, or wants to know how to raise it without losing the offer; do not use to predict whether the request will succeed, to set a target figure from market rates, to fabricate a competing offer, to decide whether to accept, or to send anything to the employer.
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 "plan launch pricing", "design pricing tiers / packaging", or "set up a launch discount / early-bird offer"; produces a launch pricing and packaging plan — tier structure and naming, a value-to-price map aligned to the message house, a launch-offer ladder with a true deadline reason, beta / early-adopter pricing with a post-launch graduation path, and guarantee / refund terms — with every price claim and offer term submitted to memory/events/claims.ndjson. Not for the canonical offer / claim record — use offer-claims-registry; not for paid-newsletter subscription economics — use newsletter-monetization-planner; not for ad bidding — use bid-strategy-planner. 发布定价/梯度打包/早鸟优惠/保证设计
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 irresistible offers using the Value Equation, bonus stacking, risk-reversing guarantees, and ethical scarcity. Use when the user mentions "grand slam offer", "make my offer more compelling", "what bonuses should I add", "guarantee strategy", "offer naming", or "people say its too expensive". Also trigger when packaging a product for higher perceived value, justifying premium pricing instead of discounting, designing a money-back guarantee, or structuring tiers to maximize conversions. Covers the MAGIC naming formula and starving-crowd targeting. For product positioning, see obviously-awesome. For outbound sales, see predictable-revenue.
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。
Decode a counteroffer after you resign — what the raise, promotion promise, or title bump really signals, the statistics-informed risks of staying, and a clear-eyed decision framework. Use when asked my company countered my resignation, should I accept a counteroffer, they offered me more to stay, or decode this retention offer. Produces a component-by-component decode with 🔴🟡🟢 severity, the questions that expose which promises are real, and the stay/go decision sheet.
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。
Dung khi goi ban chua du hap dan va can dong goi lai — value stack, bonus, bao hanh va dao nguoc rui ro, ly do gap rut co that, cau truc upsell va downsell, dong goi dich vu thanh san pham ban duoc. Kich hoat khi user nhac 'thiet ke offer', 'offer khong convert', 'value stack', 'bonus stack', 'guarantee', 'risk reversal', 'upsell downsell', 'goi coaching', 'khach thay dat qua', 'ban gi thi khach moi mua'. Khong dung cho — chon con so gia va bac goi thi dung skill 17-pricing-strategy; offer MIEN PHI de doi thong tin lien he thi dung skill 70-lead-magnet; viet copy ban offer da chot thi dung skill 05-copy-quang-cao.
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。
Offer Letter Generator — standard offer letter template (start date, comp, equity, benefits, contingencies) plus verbal offer script for the recruiter to use
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。
Drafts a U.S. at-will employment offer letter with unambiguous at-will language, FLSA-compliant compensation terms, benefits disclaimers, and conditions precedent. Use when extending formal job offers, issuing written employment offers, or drafting offer letters for new hires in U.S. jurisdictions.
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 visuals that sell a specific offer and value proposition. Translates an offer (price, bundle, guarantee, bonus, deadline) into hero visuals that make the value legible at a glance. Use when the user says "visualize the offer", "promo creative", "make the deal look good", "value prop hero", or has a concrete offer to merchandise. Part of the Creative Production set.
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。