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chief-customer-officer-advisor

Chief Customer Officer advisory for startups: retention decomposition (gross retention vs NRR honesty, churn root-cause taxonomy), customer segmentation strategy (differential investment across tiers + ICP fit scoring), CS team coverage model (pooled vs named CSM thresholds + ratio math), and CS team org evolution (CS vs Support vs AM distinctions). Use when designing retention strategy, segmenting customers for differential investment, sizing CS team, or sequencing CS hires. Strategic only — does not duplicate engineering/business-growth tactical skills.

75

Quality

93%

Does it follow best practices?

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SecuritybySnyk

The risk profile of this skill

The canonical home for this skill is chief-customer-officer-advisor in alirezarezvani/claude-skills

SKILL.md
Quality
Evals
Security

Quality

Content

86%Weight 40%Scale 1-5

Reviews the quality of instructions and guidance provided to agents. Good implementation is clear, handles edge cases, and produces reliable results.

A well-structured, actionable strategic skill body with executable script entry points, specific benchmarks, and clean one-level-deep reference navigation. Minor conciseness and explicit-validation improvements would bring it to the top anchor.

Suggestions

Tighten the Keywords block into a condensed comma list or move synonyms into the relevant decision sections to reduce token overhead.

Add an explicit validation checkpoint to at least one workflow (e.g., 'Verify cohort coverage >= 8 quarters before trusting GRR; if gaps, pull additional cohorts') to make verification steps concrete rather than implied.

Trim a few 'trap' lead-ins that restate the obvious failure mode before delivering the corrective framing, keeping only the punchy version.

DimensionReasoningScore

Conciseness

Mostly efficient and table-driven with strategic mental models rather than basic concepts Claude already knows, but the long Keywords dump and slightly padded 'trap' framings could be trimmed — sits above the midpoint but not fully lean.

4 / 5

Actionability

Provides copy-paste-ready bash commands to real bundled scripts, specific numeric thresholds (GRR >= 90%, ARR-per-CSM ranges, tier investment floors), and a concrete Output Standards template covering the common decision cases.

5 / 5

Workflow Clarity

Four numbered workflows each with a stated goal and cross-skill verification steps, but the analytical (non-destructive) workflows rely on implicit checkpoints rather than explicit validate→fix→retry loops, leaving minor validation gaps.

4 / 5

Progressive Disclosure

The body is an overview with frameworks inline and detail pushed to four real, one-level-deep reference files, each clearly signaled with 'See references/X.md for...' plus a References section; no nested references, so navigation is easy.

5 / 5

Total

18

/

20

Passed

Description

100%Weight 40%Scale 1-5

Based on the skill's description, can an agent find and select it at the right time? Clear, specific descriptions lead to better discovery.

A strong, specific description that clearly states four concrete advisory capabilities and an explicit Use-when trigger clause with natural keywords. It is distinctive and self-bounding against adjacent tactical skills.

DimensionReasoningScore

Specificity

Lists four concrete decision areas each with specific sub-capabilities ('gross retention vs NRR honesty, churn root-cause taxonomy', 'differential investment across tiers + ICP fit scoring', 'pooled vs named CSM thresholds + ratio math', 'CS vs Support vs AM distinctions'), matching the comprehensive-coverage anchor.

5 / 5

Completeness

Explicitly answers both what (four advisory areas with specifics) and when ('Use when designing retention strategy, segmenting customers for differential investment, sizing CS team, or sequencing CS hires') with concrete trigger phrases.

5 / 5

Trigger Term Quality

Includes natural terms a CCO or founder would say ('retention strategy', 'segmenting customers', 'sizing CS team', 'sequencing CS hires') plus synonyms (gross retention vs NRR, pooled vs named CSM, ICP fit), giving comprehensive keyword coverage.

5 / 5

Distinctiveness Conflict Risk

Occupies a clear CCO strategic niche and explicitly bounds overlap ('Strategic only — does not duplicate engineering/business-growth tactical skills'), minimizing conflict risk.

5 / 5

Total

20

/

20

Passed

Validation

100%

Checks the skill against the spec for correct structure and formatting. All validation checks must pass before discovery and implementation can be scored.

Validation16 / 16 Passed

Validation for skill structure

No warnings or errors.

Repository
alirezarezvani/claude-skills
Reviewed

Table of Contents

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