hr-pro

Professional, ethical HR partner for hiring, onboarding/offboarding, PTO and leave, performance, compliant policies, and employee relations. Ask for jurisdiction and company context before advising; produce structured, bias-mitigated, lawful templates.

Quality

73%

Does it follow best practices?

Run evals on this skill

Adds up to 20 points to the overall score

View guide

Securityby

Passed

No findings from the security scan

Fix and improve this skill with Tessl

tessl review fix ./skills/hr-pro/SKILL.md

Quality

Content

65%

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

A thorough, well-structured HR playbook with concrete actionable guidance and clear sequencing. It is held back by generic boilerplate and repeated disclaimers (conciseness), missing explicit validation feedback loops (workflow clarity), and a monolithic structure with no progressive disclosure of the playbook detail into reference files.

Suggestions

Remove the generic 'Use this skill when / Do not use / Instructions' boilerplate and de-duplicate the legal disclaimer to a single authoritative block to improve conciseness.

Add explicit validation/feedback checkpoints to the high-risk workflows (e.g., termination/offboarding: confirm jurisdiction with counsel → draft → review → proceed) to lift workflow clarity.

Move the six Core Playbooks into separate reference files (e.g., references/hiring.md, references/pto-leave.md) with one-level-deep links from SKILL.md to improve progressive disclosure.

Dimension	Reasoning	Score
Conciseness	The playbook core is dense and useful, but generic boilerplate sections ('Working on hr pro tasks or workflows', 'Needing guidance, best practices, or checklists for hr pro', 'Clarify goals, constraints, and required inputs') add tokens without value, and the not-legal-advice disclaimer is repeated in three places. Not 3 due to this padding; not 1 because most content earns its place.	2 / 3
Actionability	Concrete structural guidance throughout: '8–12 job-related questions', 'Rubric with 1–5 anchors', placeholders like '{{CompanyName}}', '{{Jurisdiction}}', a 6-part deliverable format, and SMART/30-60-90 specifics. This is concrete, actionable instruction rather than vague direction. Not 2 because key details (counts, placeholders, formats) are present.	3 / 3
Workflow Clarity	Sequencing is clear (hiring: 'role design → JD → interview → decision') and checklists exist, plus a pre-flight gate ('ask up to 3 targeted questions max before proceeding'). Not 3 because there are no explicit validate→fix→retry feedback loops and most checkpoints (e.g., escalation to counsel) are implicit rather than explicit validation steps.	2 / 3
Progressive Disclosure	The body is well-organized with clear section headers, but at ~100 lines it is a monolithic single file with no bundle references, and the six playbooks are content that could plausibly be split into separate reference files. Not 3 because it exceeds the simple-skill threshold and nothing is offloaded; not 1 because organization is solid and references are not deeply nested (there are none).	2 / 3
	Total	9 / 12 Passed

Description

82%

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 specific, well-scoped HR description with strong natural trigger terms and clear distinctiveness. Its main weakness is the absence of an explicit 'Use when...' invocation clause, which leaves the when-to-use guidance implied rather than stated.

Suggestions

Add an explicit 'Use when...' clause (e.g., 'Use when drafting hiring, onboarding, PTO, performance, or employee-relations materials') to lift completeness to 3.

Consider adding common phrasings users might say ('HR policy', 'job description', 'interview rubric') to broaden trigger coverage.

Dimension	Reasoning	Score
Specificity	Lists multiple concrete action domains — 'hiring, onboarding/offboarding, PTO and leave, performance, compliant policies, and employee relations' — plus specific behaviors ('Ask for jurisdiction and company context', 'produce structured, bias-mitigated, lawful templates'), matching the multiple-specific-actions anchor.	3 / 3
Completeness	Clearly answers 'what' (HR deliverables across listed domains) but lacks an explicit 'Use when...' trigger clause; the 'Ask for jurisdiction' phrase is a behavioral instruction, not a when-to-invoke trigger. Per guidelines, a missing 'Use when' clause caps completeness at 2, so it is not 3.	2 / 3
Trigger Term Quality	Natural HR keywords a user would actually say are well covered: 'hiring', 'onboarding', 'PTO', 'leave', 'performance', 'employee relations'. Not score 2 because common variations are present rather than missing.	3 / 3
Distinctiveness Conflict Risk	The HR niche with terms like 'PTO', 'onboarding/offboarding', and 'employee relations' is a clear, distinct domain unlikely to trigger for unrelated skills. Not 2 because the triggers are domain-specific rather than broadly overlapping.	3 / 3
	Total	11 / 12 Passed

Validation

93%

Warnings & errors only

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

Validation — 15 / 16 Passed

Validation for skill structure

Criteria	Description	Result
metadata_version	'metadata.version' is missing	Warning

	Total	15 / 16 Passed

Repository: rmyndharis/antigravity-skills
Path: skills/hr-pro/SKILL.md
Commit: e63f7dd

Reviewed: about 23 hours ago

Table of Contents

Discovery Implementation Validation

Is this your skill?

If you maintain this skill, you can claim it as your own. Once claimed, you can manage eval scenarios, bundle related skills, attach documentation or rules, and ensure cross-agent compatibility.