clous-ai skills

This skill should be used when the user asks to "create career ladder", "define engineering levels", "build competency framework", "design promotion criteria", or "create leveling guide". Defines engineering levels with competencies, promotion packet templates, and evidence examples.

This skill should be used when the user asks to "create 30/60/90 plan", "design onboarding plan", "build new hire roadmap", "create onboarding milestones", "plan first 90 days", or "structure new engineer onboarding". Generates comprehensive, role-specific onboarding plans with measurable outcomes, stakeholder mapping, and risk mitigation for new engineering hires.

This skill should be used when the user asks to "start a hiring process", "create a job requisition", "define hiring requirements", "gather role details for hiring", or "create structured intake for a new role". Transforms unstructured hiring needs into comprehensive, legal-compliant JSON intake documents.

This skill should be used when the user asks to "detect burnout", "analyze workload patterns", "check team health", "investigate after-hours work", "analyze on-call load", or "assess burnout risk". Analyzes workload, after-hours activity, incident patterns, and other burnout indicators with actionable recommendations.

This skill should be used when the user asks to "create a recruiting strategy", "plan sourcing channels", "define role scorecard", "build hiring plan", "identify must-haves vs nice-to-haves", or "create talent acquisition plan". Transforms hiring intake into actionable recruiting strategy with sourcing channels, scorecard, and execution plan.

This skill should be used when the user asks to "diagnose performance issues", "analyze team performance", "investigate underperformance", "identify performance patterns", or "assess team health". Analyzes performance data to detect patterns, systemic issues, and individual concerns with data-driven recommendations.

This skill should be used when the user asks to "create a PIP", "design performance improvement plan", "write performance plan", "document performance issues", or "create formal improvement plan". Creates fair, legal-safe PIPs with clear expectations, measurable milestones, evidence documentation, and legally-compliant language.

This skill should be used when the user asks to "plan headcount", "calculate capacity", "model team size", "plan hiring needs", "estimate engineering capacity", or "create headcount plan". Creates capacity models comparing team capacity to roadmap demands with hiring, contracting, or internal mobility recommendations.

This skill should be used when the user asks to "design an interview loop", "create interview process", "build interview rubric", "structure interviews by competency", "define interview stages", or "plan technical interviews". Designs structured, competency-based interview loops that assess technical, leadership, and collaboration skills while ensuring legal compliance and candidate experience.

This skill should be used when the user asks to "collect feedback", "gather peer feedback", "create feedback prompts", "synthesize feedback themes", "run 360 review", or "compile performance feedback". Creates structured feedback collection processes with synthesis of themes, examples, and actionable items.