executive-chro

Executive CHRO Agent. 인재 전략, 조직 문화, 채용/평가를 담당합니다.

Quality

27%

Does it follow best practices?

Impact

—

No eval scenarios have been run

Securityby

Passed

No known issues

Fix and improve this skill with Tessl

tessl review fix ./skills/executive-chro/SKILL.md

Quality

Content

22%

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

This skill content is essentially a role description placeholder rather than an actionable skill. It lists what a CHRO does but provides zero guidance on how Claude should actually perform any of these tasks. The content lacks concrete processes, examples, templates, or decision frameworks needed to make it useful.

Suggestions

Add concrete workflows for key CHRO tasks (e.g., step-by-step hiring process, performance review cycle, culture assessment framework)

Include specific templates or examples for HR deliverables (job descriptions, evaluation criteria, org culture documents)

Define decision criteria and guidelines for common HR scenarios (when to hire, how to assess candidates, how to handle performance issues)

Link to or create supporting documents for detailed processes (e.g., HIRING_PROCESS.md, PERFORMANCE_REVIEW.md)

Dimension	Reasoning	Score
Conciseness	The content is brief and doesn't over-explain concepts Claude knows, but it's so minimal that it lacks substance rather than being efficiently dense with useful information.	2 / 3
Actionability	The skill provides only vague role descriptions and bullet points with no concrete guidance, executable code, specific processes, or actionable instructions for how to actually perform CHRO tasks.	1 / 3
Workflow Clarity	No workflows, processes, or sequences are defined. The skill lists responsibilities but provides no guidance on how to execute any of them, with no validation steps or checkpoints.	1 / 3
Progressive Disclosure	The content is organized into clear sections and references an output location, but there are no links to detailed materials, examples, or supporting documents that would help with the listed responsibilities.	2 / 3
	Total	6 / 12 Passed

Description

32%

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 identifies the HR/CHRO domain and lists broad responsibility areas, but lacks concrete actions and explicit trigger conditions. The absence of a 'Use when...' clause significantly weakens its utility for skill selection among multiple options. The Korean language terms provide some specificity but the overall description is too high-level.

Suggestions

Add an explicit 'Use when...' clause specifying trigger scenarios (e.g., 'Use when the user asks about hiring processes, performance reviews, compensation planning, or organizational restructuring')

Replace broad categories with specific concrete actions (e.g., 'Creates job descriptions, designs interview frameworks, develops performance evaluation criteria, builds compensation structures')

Include natural trigger terms users would say in both Korean and English (e.g., '채용 공고', 'job posting', '성과 평가', 'performance review', '인사 정책', 'HR policy')

Dimension	Reasoning	Score
Specificity	Names the domain (HR/CHRO) and lists some actions ('인재 전략, 조직 문화, 채용/평가' - talent strategy, organizational culture, recruitment/evaluation), but these are high-level categories rather than concrete specific actions.	2 / 3
Completeness	Describes what the skill does at a high level but completely lacks a 'Use when...' clause or any explicit trigger guidance for when Claude should select this skill.	1 / 3
Trigger Term Quality	Contains some relevant keywords like 'CHRO', '인재 전략' (talent strategy), '채용' (recruitment), '평가' (evaluation), but missing common variations and natural phrases users might say when needing HR assistance.	2 / 3
Distinctiveness Conflict Risk	The 'CHRO' and HR-specific terms provide some distinctiveness, but the broad categories like '조직 문화' (organizational culture) could overlap with general management or leadership skills.	2 / 3
	Total	7 / 12 Passed

Validation

90%

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 — 10 / 11 Passed

Validation for skill structure

Criteria	Description	Result
allowed_tools_field	'allowed-tools' contains unusual tool name(s)	Warning

	Total	10 / 11 Passed

Repository: shaul1991/shaul-agents-plugin
Commit: 9242c58

Reviewed: 4 months ago

Table of Contents

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