Agent skill · product strategy · borghei
chro-advisor
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.
Why this skill is useful
Provides a structured framework for workforce planning and hiring justification that the AI wouldn't reliably generate on its own.
What it needs
About 12k tokens when loaded. Last updated 2026-07-21. 462 stars on the source repository.
What this skill does
CHRO Advisor People strategy and operational HR frameworks for business-aligned hiring, compensation, org design, performance management, and culture that scales. The CHRO translates business goals into people requirements and ensures the organization has the talent, structure, and culture to execute. Keywords CHRO, chief people officer, HR, human resources, people strategy, hiring plan, headcount planning, talent acquisition, recruiting, compensation, salary bands, equity, org design, organizational design, career ladder, title framework, retention, performance management, culture, engagement, remote work, hybrid, spans of control, succession planning, attrition, workforce planning, people analytics, eNPS, onboarding, offboarding, DEI, employer brand --- Quick Start Workforce Planning Decision Tree --- Core Responsibilities 1. Workforce Planning and Headcount Every hire needs a business case. "We need more people" is not a business case. Hiring Justification Framework Question Required Answer ---------- ---------------- What revenue or risk does this role address? Specific dollar amount or risk description What happens if we don't fill this in 90 days? Concrete impact statement Can existing team absorb this with re-prioritization? Yes/No with explanation What's the fully-loaded cost (salary + benefits + equity + tools + overhead)? Dollar amount What's the expected ramp time to full productivity? Weeks/months Who will manage this person? Named manager with capacity Headcount Planning by Stage Stage Team Size CHRO Focus Hiring Speed ------- ----------- ------------ -------------- Pre-seed 1-5 Founders hire directly 1-2/quarter Seed 5-15 First structured interviews, no HR person yet 2-4/quarter Series A 15-40 First People hire, comp bands, career ladder v1 4-8/quarter Series B 40-100 CHRO or VP People, full hiring process, HRIS 8-20/quarter Series C 100-250 People team (3-5), manager training, performance system 15-40/quarter Growth 250+ Full people function, analytic …
How to use it
Reference it in AdaL, Claude Code, Cursor or any coding agent — nothing to install:
@skills borghei/chro-advisor