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company-os

The meta-framework for how a company runs — the connective tissue between all C-suite roles. Covers operating system selection (EOS, Scaling Up, OKR-native, hybrid), accountability charts, scorecards, meeting pulse, issue resolution, and 90-day rocks. Use when setting up company operations, selecting a management framework, designing meeting rhythms, building accountability systems, implementing OKRs, or when user mentions EOS, Scaling Up, operating system, L10 meetings, rocks, scorecard, accountability chart, or quarterly planning.

75

Quality

94%

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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.

The content is a well-structured advisory skill: highly actionable with concrete numbers, templates, and examples, and clean progressive disclosure to two real, appropriately scoped reference files. The only weaknesses are minor — a redundant Keywords section and implicit rather than explicit validation checkpoints in the implementation workflows.

Suggestions

Remove the "## Keywords" section — it duplicates trigger terms already in the description and spends tokens without adding guidance for the model.

Add an explicit success-validation checkpoint to the quick start (e.g., after 4 weekly L10s, confirm scorecard is populated and reds are being solved before layering on rocks).

Trim rhetorical flourishes ("Fix the system. The people will operate better inside it.", "the pulse is what keeps the company alive") to tighten the leanest sections.

DimensionReasoningScore

Conciseness

The body is dense with hard rules and tables ("5–15 metrics maximum", "Maximum 15 minutes per issue", full L10 agenda) and avoids explaining concepts Claude already knows. However, the "## Keywords" section duplicates trigger terms already in the description, and a few rhetorical flourishes ("Fix the system. The people will operate better inside it.") could be trimmed — minor instances, not the broader padding of the 3 anchor.

4 / 5

Actionability

Copy-paste-ready artifacts throughout: a filled-in scorecard table with targets and statuses, a minute-by-minute L10 agenda, a 4-step accountability-chart workshop, good/bad rock examples, a communication cadence matrix, and a 30-day quick start. As an instruction-only skill the absence of code is not penalized, and the concrete examples cover the common cases.

5 / 5

Workflow Clarity

Sequences are clearly listed (workshop build steps, quick-start order) and feedback loops exist (L10 "Conclude — rate the meeting 1–10", "identify gaps and overlaps", quarterly revisit checkpoints), but the quick start lacks an explicit success-validation step and the full 90-day sequence defers to the reference. Not 5 because checkpoints within the primary workflow are implicit; the destructive/batch cap does not apply to this advisory content.

4 / 5

Progressive Disclosure

The body is an overview with two well-signaled, one-level-deep references ("See `references/os-comparison.md` for full comparison", "See `references/implementation-guide.md` for the full 90-day plan") — both verified to exist in the bundle, with no nested references inside them. The split is appropriate: detailed comparison and implementation plan externalized, six core components inline, plus a closing reference index for navigation.

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.

The description is a strong match to the top anchors: comprehensive concrete capabilities, natural trigger terms in both scenario and mention form, explicit what-and-when structure, and a clearly distinct niche. It mirrors the rubric's good overall examples closely with no penalties triggered.

DimensionReasoningScore

Specificity

"Covers operating system selection (EOS, Scaling Up, OKR-native, hybrid), accountability charts, scorecards, meeting pulse, issue resolution, and 90-day rocks" lists six-plus concrete capabilities with comprehensive coverage. Third-person voice throughout, so no penalty applies; there are no minor gaps that would drop it to 4.

5 / 5

Completeness

Explicitly answers both: the "Covers…" clause states what the skill does, and "Use when setting up company operations… or when user mentions EOS…" gives concrete when-triggers. Structurally identical to the anchor-5 good example, so 4 (implicit when) does not fit.

5 / 5

Trigger Term Quality

Natural terms span both clauses: "EOS, Scaling Up, operating system, L10 meetings, rocks, scorecard, accountability chart, quarterly planning" plus "selecting a management framework", "designing meeting rhythms", and "implementing OKRs". Coverage includes framework names, artifacts, and synonyms with no common variation missing.

5 / 5

Distinctiveness Conflict Risk

"The meta-framework for how a company runs — the connective tissue between all C-suite roles" plus distinctive vocabulary (L10 meetings, rocks, accountability chart) carves a clear niche with minimal conflict risk. Only mild generic overlap via "quarterly planning", not enough for the 4 anchor's "minor overlap 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.

Validation — 16 / 16 Passed

Validation for skill structure

No warnings or errors.

Repository

alirezarezvani/claude-skills

Path

c-level-advisor/skills/company-os/SKILL.md

Reviewed

Table of Contents

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