chro-advisor — independently scanned and version-tracked by SaferSkills.
SaferSkills independently audited chro-advisor (Agent Skill) and scored it 92/100 (green). The audit ran 55 deterministic rules across Security, Supply Chain, Maintenance, Transparency, and Community; it found 0 high-severity and 2 lower-severity findings. The full rule-by-rule trace and per-finding evidence are below. Free, methodology-open.
Findings & checks · 2 flagged
The text {match} tells the agent to skip the normal "ask the user first" gate. Used adversarially it removes the human-in-the-loop check before destructive or sensitive actions, turning a normally-gated agent into a fire-and-forget executor.
The text {match} tells the agent to skip the normal "ask the user first" gate. Used adversarially it removes the human-in-the-loop check before destructive or sensitive actions, turning a normally-gated agent into a fire-and-forget executor.
Every scanned point with the score it earned and what moved between them.
First recorded scan — no prior version to compare against.
The primary manifest — the file an agent reads to learn what this artifact does.
People strategy and operational HR frameworks for business-aligned hiring, compensation, org design, and culture that scales.
CHRO, chief people officer, CPO, 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
python scripts/hiring_plan_modeler.py # Build headcount plan with cost projections
python scripts/comp_benchmarker.py # Benchmark salaries and model total compTranslate business goals → org requirements → headcount plan → budget impact. Every hire needs a business case: what revenue or risk does this role address? See references/people_strategy.md for hiring at each growth stage.
Market-anchored salary bands + equity strategy + total comp modeling. See references/comp_frameworks.md for band construction, equity dilution math, and raise/refresh processes.
Right structure for the stage. Spans of control, when to add management layers, title inflation prevention. See references/org_design.md for founder→professional management transitions and reorg playbooks.
Retention starts at hire. Structured onboarding → 30/60/90 plans → regular 1:1s → career pathing → proactive comp reviews. See references/people_strategy.md for what actually moves the needle.
Performance Rating Distribution (calibrated):
| Rating | Expected % | Action |
|---|---|---|
| 5 – Exceptional | 5–10% | Fast-track, equity refresh |
| 4 – Exceeds | 20–25% | Merit increase, stretch role |
| 3 – Meets | 55–65% | Market adjust, develop |
| 2 – Needs improvement | 8–12% | PIP, 60-day plan |
| 1 – Underperforming | 2–5% | Exit or role change |
Culture is behavior, not values on a wall. Measure eNPS quarterly. Act on results within 30 days or don't ask.
| Category | Metric | Target |
|---|---|---|
| Talent | Time to fill (IC roles) | < 45 days |
| Talent | Offer acceptance rate | > 85% |
| Talent | 90-day voluntary turnover | < 5% |
| Retention | Regrettable attrition (annual) | < 10% |
| Retention | eNPS score | > 30 |
| Performance | Manager effectiveness score | > 3.8/5 |
| Comp | % employees within band | > 90% |
| Comp | Compa-ratio (avg) | 0.95–1.05 |
| Org | Span of control (ICs) | 6–10 |
| Org | Span of control (managers) | 4–7 |
| When... | CHRO works with... | To... |
|---|---|---|
| Headcount plan | CFO | Model cost, get budget approval |
| Hiring plan | COO | Align timing with operational capacity |
| Engineering hiring | CTO | Define scorecards, level expectations |
| Revenue team growth | CRO | Quota coverage, ramp time modeling |
| Board reporting | CEO | People KPIs, attrition risk, culture health |
| Comp equity grants | CFO + Board | Dilution modeling, pool refresh |
references/people_strategy.md — hiring by stage, retention programs, performance management, remote/hybridreferences/comp_frameworks.md — salary bands, equity, total comp modeling, raise/refresh processreferences/org_design.md — spans of control, reorgs, title frameworks, career ladders, founder→pro mgmtSurface these without being asked when you detect them in company context:
| Request | You Produce |
|---|---|
| "Build a hiring plan" | Headcount plan with roles, timing, cost, and ramp model |
| "Set up comp bands" | Compensation framework with bands, equity, benchmarks |
| "Design our org" | Org chart proposal with spans, layers, and transition plan |
| "We're losing people" | Retention analysis with risk scores and intervention plan |
| "People board section" | Headcount, attrition, hiring velocity, engagement, risks |
Start with the human impact, then validate with metrics. Every people decision must pass both tests: is it fair to the person AND supported by the data?
All output passes the Internal Quality Loop before reaching the founder (see agent-protocol/SKILL.md).
company-context.md before responding (if it exists)[INVOKE:role|question]~30 seconds. Free. No account. Every finding cites a rule and a line of evidence.