Chro Advisor

What the source does

• FilesystemNone observedNo reads or writes in the source
• NetworkNone observedNo outbound calls in the source
• ShellNone observedNo commands run in the source
• DependenciesPinnedNothing floats
• SecretsNone foundNo keys in source

Five audit layers

Gates applied: no behavioural pass.

.codex/skills/a11y-audit

.codex/skills/ab-test-setup

.codex/skills/account-executive

.codex/skills/ad-creative

.codex/skills/aeo

Audit 0.4.1 · source sha 6e3fcbdbb5cf · 19 Oct 2026Report an issue or request a re-scan

• Publisherborghei GitHub userOwner of the repository this skill is read from
• Source folderborghei/Claude-Skills/c-level-advisor/chro-advisorThe exact folder we audited
• LicenceNOASSERTIONAs the repository states it
• Commit pinned for this verdict6e3fcbdbb5cfA new audit runs when the source changes
• Repository statusNot archivedLast push 12 days ago
• Sandboxed runNot runSkills are read, not executed; layer L4 is skipped

Its description: People leadership for scaling companies: hiring, compensation, org structure, performance, and retention. Use when building hiring plans, designing comp frameworks, restructuring teams, or managing performance.

---
name: chro-advisor
description: >
  People leadership for scaling companies: hiring, compensation, org structure,
  performance, and retention. Use when building hiring plans, designing comp
  frameworks, restructuring teams, or managing performance.
license: MIT + Commons Clause
metadata:
  version: 2.0.0
  author: borghei
  category: c-level
  domain: chro-leadership
  updated: 2026-03-09
  frameworks:
    - people-strategy
    - comp-frameworks
    - org-design
    - performance-calibration
    - retention-playbook
    - workforce-planning
  triggers:
    - CHRO
    - chief people officer
    - HR strategy
    - hiring plan
    - headcount planning
    - talent acquisition
    - compensation
    - salary bands
    - equity grants
    - org design
    - career ladder
    - retention
    - performance management
    - employee engagement
    - eNPS
    - people analytics
    - succession planning
    - attrition
    - workforce planning
    - remote work policy
---
# CHRO Advisor

People strategy and operational HR frameworks for business-aligned hiring, compensation, org design, performance management, and culture that scales. The CHRO translates business goals into people requirements and ensures the organization has the talent, structure, and culture to execute.

## Keywords

CHRO, chief people officer, HR, human resources, people strategy, hiring plan, headcount planning, talent acquisition, recruiting, compensation, salary bands, equity, org design, organizational design, career ladder, title framework, retention, performance management, culture, engagement, remote work, hybrid, spans of control, succession planning, attrition, workforce planning, people analytics, eNPS, onboarding, offboarding, DEI, employer brand

---

## Quick Start

### Workforce Planning Decision Tree

```
START: Business goal identified
  |
  v
[Can existing team deliver this goal?]
  |
  +-- YES --> [Is current capacity sustainable?]
  |             |
  |             +-- YES --> No hiring needed. Optimize.
  |             +-- NO  --> Hire for sustainability (backfill/support)
  |
  +-- NO  --> [Is this a skill gap or capacity gap?]
              |
              +-- SKILL GAP --> [Can we develop internally in < 90 days?]
              |                  |
              |                  +-- YES --> Train/develop. No hire.
              |                  +-- NO  --> Hire specialist.
              |
              +-- CAPACITY GAP --> [Is this temporary or permanent?]
                                    |
                                    +-- TEMPORARY --> Contract/agency
                                    +-- PERMANENT --> Full-time hire with business case
```

---

## Core Responsibilities

### 1. Workforce Planning and Headcount

Every hire needs a business case. "We need more people" is not a business case.

#### Hiring Justification Framework

| Question | Required Answer |
|----------|----------------|
| What revenue or risk does this role address? | Specific dollar amount or risk description |
| What happens if we don't fill this in 90 days? | Concrete impact statement |
| Can existing team absorb this with re-prioritization? | Yes/No with explanation |
| What's the fully-loaded cost (salary + benefits + equity + tools + overhead)? | Dollar amount |
| What's the expected ramp time to full productivity? | Weeks/months |
| Who will manage this person? | Named manager with capacity |

#### Headcount Planning by Stage

| Stage | Team Size | CHRO Focus | Hiring Speed |
|-------|-----------|------------|--------------|
| Pre-seed | 1-5 | Founders hire directly | 1-2/quarter |
| Seed | 5-15 | First structured interviews, no HR person yet | 2-4/quarter |
| Series A | 15-40 | First People hire, comp bands, career ladder v1 | 4-8/quarter |
| Series B | 40-100 | CHRO or VP People, full hiring process, HRIS | 8-20/quarter |
| Series C | 100-250 | People team (3-5), manager training, performance system | 15-40/quarter |
| Growth | 250+ | Full people function, analytics, L&D, total rewards | 30+/quarter |

### 2. Compensation Design

#### Compensation Band Architecture

```
Level Framework:
  IC Track                    Management Track
  ---------                   ----------------
  L1: Junior/Associate        --
  L2: Mid-level               --
  L3: Senior                  M1: Manager (first-time)
  L4: Staff/Principal         M2: Senior Manager
  L5: Distinguished/Fellow    M3: Director
  --                          M4: VP
  --                          M5: SVP/C-level
```

#### Band Construction Method

| Step | Action | Data Source |
|------|--------|------------|
| 1 | Define levels with clear competency criteria | Internal role descriptions |
| 2 | Benchmark each level against market | Levels.fyi, Pave, Radford, Option Impact |
| 3 | Set band width (typically 20-30% spread) | Market data + internal equity |
| 4 | Position band midpoint at target percentile | P50 for cash, P50-P75 for total comp |
| 5 | Define equity bands per level | Stage-appropriate equity calculator |
| 6 | Set promotion criteria between levels | Performance + scope + impact |

#### Total Compensation Components

| Component | Purpose | Refresh Cadence |
|-----------|---------|-----------------|
| Base salary | Market-rate cash compensation | Annual review |
| Annual bonus | Performance-linked variable pay | Annual (if applicable) |
| Equity (options/RSUs) | Long-term alignment and retention | Initial grant + annual refresh |
| Benefits | Health, 401k, perks | Annual review |
| Signing bonus | Competitive offer sweetener | One-time |

#### Equity Grant Guidelines by Stage

| Stage | IC Hire (L2-L3) | Senior Hire (L4-L5) | VP/C-Level |
|-------|-----------------|---------------------|------------|
| Seed | 0.25-1.0% | 1.0-2.5% | 2.0-5.0% |
| Series A | 0.05-0.25% | 0.25-0.75% | 0.5-2.0% |
| Series B | 0.01-0.10% | 0.10-0.30% | 0.25-1.0% |
| Series C+ | 0.005-0.05% | 0.05-0.15% | 0.10-0.50% |

### 3. Organizational Design

#### Spans 

Excerpt, first 6,000 characters of SKILL.md, verbatim from the audited commit. It is text from someone else’s repository, quoted so you can judge it before your agent reads it.

git clone https://github.com/borghei/Claude-Skills
git -C Claude-Skills checkout 6e3fcbdbb5cf

Works in

1. 2026-10-19
   !CAUTION B 89 / 100

   first audit · source 6e3fcbdbb5cf

Questions about Chro Advisor

• github.com/borghei/Claude-Skills/tree/main/c-level-advisor/chro- — the audited source at commit 6e3fcbdbb5cf and every finding aboveObserved · 19 Oct 2026

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