Creates a company culture document with organizational values, behavioral definitions, do and don't examples for each value, and practical application guidelines.
SkillScore64Maintained
Automatic
◆HR & People Ops pack
Last verified 9/26/2026
What it changes
Passed 14 of 22 test cases with the skill, and 7 of 22 without it.
Without skill32%
With skill64%
Checks it passed that the model alone missed
The response declines to write an internal company culture document.
The response formats Do and Don't scenarios in two-column markdown tables.
The response consolidates derivative values to stay within the value ceiling.
and 12 more in the full report
9 fixed5 passed either way6 still failing2 broke
Pass-rate lift
+32 pp
Tokens
+352%
Agent turns
0%
Response time
+64%
Model gemini-3.6-flashMeasured 9/26/2026v114 of 22 cases passed with skill
Tokens, turns and time describe resource use, not a dollar price.
See it in action
One of 9 test cases the skill fixed. Same model, same prompt, with and without the skill.
1 of 9
Prompt
Our 50-person B2B cybersecurity company is scaling fast, and we need a formal company culture document to anchor our hiring and onboarding processes. Right now, our core principles live in people's heads, leading to inconsistent interview standards and blurred expectations. We operate as a remote-first team across three time zones, prioritizing deep technical precision, rapid asynchronous execution, explicit communication, and radical customer transparency. Please draft a complete, production-ready culture document for us. It should include an honest identity overview explaining our stage, who excels here, and specifically who would struggle. For our values, give each an actionable title, a distinct definition, observable behavioral markers, realistic Do and Don't scenarios side-by-side, a guiding decision test, and a clarification of common misinterpretations. Also include a dedicated section detailing how to resolve tensions when these values compete against each other, a matrix mapping the values into our People Ops workflows (hiring, onboarding, reviews, recognition, and exit accountability), and a governance/version history framework.
What was checked, without and with the skill
Checked
Without skill
With skill
The response names every core value using an actionable phrase or directive rather than a single abstract noun.
Missed
Passed
The response includes a paragraph in the identity section describing specifically who struggles in the company culture.
Passed
Passed
The response presents Do and Don't examples for each value in a two-column markdown table.
Passed
Passed
The response includes worked decision scenarios resolving explicit value conflicts.
Passed
Passed
case-01 · gemini-3.6-flash · 9/26/2026 · answers are capped and redacted
What's inside
The instructions your model reads when the skill loads.
SKILL.md505 linessingle file
Culture Document
When to Use
Use this skill when:
A user asks to create a company culture document, values statement, or cultural manifesto from scratch
A user needs to define or redefine organizational values with concrete behavioral definitions and examples
A user wants to produce do/don't behavioral examples for each company value to use in hiring, onboarding, or performance conversations
A user needs to articulate workplace culture for a specific functional purpose -- hiring filter, onboarding anchor, team alignment, or post-acquisition integration
A user wants to refresh or evolve an existing culture document because the company has grown, pivoted, or changed leadership
A user's team is experiencing alignment problems (people disagreeing on what "good" looks like) and needs a shared reference
A user is building out a People Operations function and needs the culture document as a foundational artifact
Do NOT use this skill when:
The user needs a brand voice or tone guide for external communications -- use voice-tone-guide instead, which governs how the company speaks to customers, not how employees behave internally
The user wants to write a mission, vision, or purpose statement -- use mission-vision-writing instead; those are forward-looking declarations, not behavioral definitions
The user needs an employee handbook -- that is a legal document requiring HR/legal review covering policies, benefits, and labor law compliance
The user needs a code of conduct or ethics policy -- that is a compliance document with legal consequences, not a cultural aspiration document
The user needs a manager effectiveness guide, a performance review framework, or a competency model -- those are talent management artifacts that reference the culture document but are not the culture document itself
The user is asking about DEI statements or equity commitments -- those are often standalone documents that intersect with culture but require their own frameworks
Process
1. Gather Context Before Writing Anything
Do not begin drafting until you understand the full picture. Ask or infer from available information:
Company stage and size: The culture document for a 12-person seed-stage startup and a 300-person Series C company serve fundamentally different purposes and must be written differently
Industry and work type: A defense contractor, a consumer app startup, and a healthcare SaaS company will have radically different values hierarchies even if they use similar words
Existing values: If the company has current values, get them. Ask what works about them, what feels hollow, and what is missing -- this tells you what problem the document needs to solve
The genesis of the request: Someone asking for a culture doc because they just had a toxic team blowup needs a different document than someone building for Series A hiring
Primary audience and use case: Will this document be used internally for existing employees, as a public recruiting asset, in new hire onboarding, or as a leadership alignment tool? The primary use determines tone, depth, and specificity
5-10 real behavioral examples: Ask the user: "Describe two or three people who embody what you value most in your team, and what they do specifically." Then ask: "Describe someone who looked good on paper but did not fit. What specifically did they do or not do?" These answers are the raw material for real values.
The decision the document needs to enable: A good culture document makes specific decisions easier. Ask: "What are the three hardest trade-off decisions your team faces repeatedly?" The values should help resolve those.
2. Extract Candidate Values from Real Behaviors, Not Abstractions
Data pipeline orchestration expertise covering Airflow DAG design, dbt models, pipeline patterns (batch, micro-batch, streaming), dependency management, idempotency, backfill strategies, data lineage tracking, and monitoring for building reliable, observable data workflows.
Use when the user asks about data pipeline, data pipeline best practices, or needs guidance on data pipeline implementation.
Do NOT use when the user needs a different specialized skill or is asking about an unrelated technol