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Get Started Free →HR policy, onboarding, and leave / accommodation processes.
Drafts the manager or HR response to an employee's disability or accommodation request using the ADA interactive process — acknowledge and start the dialogue, focus on essential job functions rather than the diagnosis, request only function-relevant documentation, keep medical detail confidential, and document the exchange. Use when writing back to an employee who has asked for a change at work for a medical, health, or disability reason. Do NOT use for reviewing a job description, screening candidates, or interview-question compliance.
Use when examining the internal structure of a selection procedure as supporting validity evidence — the relationships among items/components and how they conform to the intended conceptual framework (unidimensional vs. multidimensional). Covers dimensionality, factor-analytic models, when coefficient alpha is and isn't appropriate, and validity of subscores. Triggers: "internal structure", "dimensionality", "factor analysis / CFA", "coefficient alpha", "is this scale unidimensional", "subscale
Urgent, time-boxed protocol for the first 72 hours after losing a job. Covers immediate document preservation, unemployment filing, health insurance decisions, emergency budgeting, severance review, and family communication. This is about stabilizing, not job searching.
Use when planning or scoping a personnel-selection validation effort BEFORE data collection — to define the organization's needs, objectives, and constraints, specify the proposed uses and inferences, decide whether existing evidence suffices or new evidence is needed, and choose a validation strategy (criterion-related, content, internal structure, or generalization). Triggers: "plan a validation study", "which validation strategy", "do we need a local validity study", "scope a selection projec
Use when building validity evidence by linking selection-procedure content to the work domain — demonstrating that the procedure samples important work behaviors, activities, and/or worker KSAOs defined by an analysis of work. Covers defining the content domain, SME qualifications and linkage judgments, sampling the domain, fidelity/specificity, competency-model foundations, and evaluating content evidence. Triggers: "content validity", "content-based strategy", "work sample", "job knowledge tes
Spezialist fuer den gesamten Bewerbungsprozess. Analysiert Stellenanzeigen, optimiert Profile (LinkedIn/CV) und generiert massgeschneiderte Anschreiben. Generiert ASCII-Lebenslaeufe aus einer SQLite-Datenbank und Ordnerstruktur. cv_generator.py ist standalone portiert -- keine BACH-Runtime noetig.
Use when evaluating fairness and bias of a selection procedure — distinguishing the several meanings of "fairness," testing for predictive bias (differential prediction via moderated regression), and examining measurement bias (DIF, item sensitivity review). Covers what subgroup-mean differences do and don't imply, when bias analyses are warranted, and the statistical pitfalls. Triggers: "adverse impact vs bias", "differential prediction", "predictive bias", "measurement bias", "DIF analysis", "
运用《奈飞文化手册》与《不拘一格》的自由与责任框架,指导高人才密度 x 绝对坦诚 x 移除管控的组织文化设计。适用于用户要诊断团队文化瓶颈、设计反馈机制或取消冗余审批、评估留任与招聘策略、以及从控制型管理转向情景管理时使用。
- **Purpose**: チームのClaude活用方法を構造化し、新メンバーが即座にキャッチアップできるオンボーディングガイドを生成する
Interprets Culture Index (CI) surveys, behavioral profiles, and personality assessment data. Supports individual profile interpretation, team composition analysis (gas/brake/glue), burnout detection, profile comparison, hiring profiles, manager coaching, interview transcript analysis for trait prediction, candidate debrief, onboarding planning, and conflict mediation. Accepts extracted JSON or PDF input via OpenCV extraction script.
Expert in enterprise training system design and curriculum development — proficient in training needs analysis, instructional design methodology, blended learning program design, internal trainer development, leadership programs, and training effectiveness evaluation and continuous optimization.
Comprehensive HR onboarding specialist for employee orientation, documentation management, compliance tracking, benefits enrollment, culture integration, and new hire support — delivering a seamless first-day-to-first-year experience that drives retention and productivity
People leadership for scaling companies. Hiring strategy, compensation design, org structure, culture, and retention. Use when building hiring plans, designing comp frameworks, restructuring teams, managing performance, building culture, or when user mentions CHRO, HR, people strategy, talent, headcount, compensation, org design, retention, or performance management.
Use when framing the profession-level response to AI selection tools, or orienting a project to the governing standards — the "Call to Action" of Tippins, Oswald & McPhail (2021). Covers the Principles and Standards as the two guiding documents, the argument that SIOP should develop interpretive guidance APPLYING the Principles to technologically enhanced assessments (not rewrite them), the need for interdisciplinary collaboration, and the warning against letting practice reach "escape velocity"
Use when an AI/ML selection tool uses "dynamic" models or norms that update frequently (sometimes after every administration), or when deciding how often to revalidate and update norms — Concern 7 of Tippins, Oswald & McPhail (2021). Covers the real-change-vs-instability dilemma, technical-report/documentation updates, score adjustments and grandparenting, disparate-treatment risk from candidates evaluated on different variables, applicant-pool shifts affecting validity/range restriction, and re
Use when justifying a selection procedure with validity evidence gathered elsewhere instead of (or alongside) a local study — via transportability, synthetic/job-component validity, or meta-analytic validity generalization (VG). Covers when each applies, the work-analysis link required, moderators, and limits on generalization. Triggers: "validity generalization", "use existing/meta-analytic evidence", "transport a study", "synthetic validity", "job component validity", "do we need a local study
Use when auditing the scores an AI/ML personnel assessment produces — Component 6 of the Landers & Behrend (2023) framework. Covers evaluating the quality of model predictions: reliability (consistency over time and repeated administrations), validity evidence (do scores reflect the claimed constructs and predict the outcome), appropriateness of the cross-validation given generalizability claims, and subgroup differences across protected classes and their intersections. Triggers: "evaluate AI as
运用《关键跨越(新手篇)》的三大跨越框架(承担管理责任/推动执行/辅导他人),指导从业务高手到主管的转型。适用于用户刚晋升主管或即将带团队、纠结任务该自己做还是交给下属、要做向上汇报或与上级对焦优先级、以及辅导下属没起色想评估是否继续投入时使用。
Use when evaluating the reliability (score consistency/stability) of an AI/ML selection tool — Concern 6 of Tippins, Oswald & McPhail (2021). Covers reliability as an absolute requirement, what stability means for AI scores, evidence that machine scoring can be as or more reliable than human scoring, the questionable reliability of facial-emotion analysis (including across skin tone, disability, and altered features), and confounds from individual differences in the data generated (e.g., extrave
Use when writing or reviewing the technical validation report that documents a selection-procedure validation effort — the record that lets another competent professional understand, evaluate, replicate, and draw independent conclusions about the work. Covers every required section and a reusable outline. Triggers: "technical report", "validation report", "document the validation study", "write up the validity study", "what goes in the validation report".
Use when designing, conducting, or evaluating a criterion-related validity study — demonstrating an empirical relationship between selection-procedure (predictor) scores and work-relevant criteria. Covers predictive vs. concurrent designs, criterion development (relevance/contamination/deficiency/ reliability/bias), predictor choice, participant sampling, statistical power, data analysis, corrections for range restriction and unreliability, and combining predictors/criteria. Triggers: "criterion
Resource manager. Maintains hired-worker wording, aliases, keyword mapping, and hire recommendations.
Use when determining what validity evidence an AI/ML selection tool needs and whether it has it — Concern 5 of Tippins, Oswald & McPhail (2021). Covers validity as the legal/business sine qua non when adverse impact exists, AI tools as "tests" requiring validity, criterion-related vs. content strategies and why content validation is hard for AI, overall model fit (R-squared) as sometimes the only basis, comparative data for less-adverse alternatives, and the minimum documentation requirements. T
Use when preparing the administration documentation / manual for an operational selection procedure — the materials administrators and users need to administer, score, interpret, secure, and communicate the procedure consistently. Covers administrator qualifications, the testing environment, scoring/interpretation, security, candidate communications and feedback, reassessment, nonstandard administrations, data retention, and review/updating. Triggers: "administration manual", "test administratio
Use when checking whether an AI/ML selection tool is grounded in an adequate analysis of work and is demonstrably job-related — Concerns 2-3 of Tippins, Oswald & McPhail (2021). Covers whether a job analysis is necessary (even with a strong criterion-related relationship), acceptable forms and rigor, O*NET and competency-model limits, collecting task importance ratings, SME-judgment agreement, and the legal meaning of job relatedness. Triggers: "does the AI tool need a job analysis", "is this al
Generate compliant offer letters with compensation details, equity grants, and start date coordination. Use when extending job offers to candidates.
Create employment contracts, offer letters, and HR policy documents following legal best practices. Use when drafting employment agreements, creating HR policies, or standardizing employment documentation.
A set of resources to help me write all kinds of internal communications, using the formats that my company likes to use. Claude should use this skill whenever asked to write some sort of internal communications (status reports, leadership updates, 3P updates, company newsletters, FAQs, incident reports, project updates, etc.).
运用《高绩效教练》(John Whitmore) 的 GROW 模型与教练式提问,帮助用户通过觉察与责任感释放他人潜能。适用于用户要准备 1:1 对话或辅导下属、想戒掉"直接给答案"改用提问启发、做绩效反馈或项目复盘、以及对自己的目标困境做自我教练时使用。
运用《关键冲突》(Crucial Conversations 系列) 的 CPR 思维法与安全问责框架,指导用户当他人违反承诺时开展有效面对。适用于用户要谈下属拖延/同事甩锅/老板反悔承诺、反复遇到同一问题却谈不拢、准备高难度问责对话脚本、以及设计承诺跟进机制时使用。
Use when evaluating whether the machine-learning methodology behind a selection tool is appropriate and interpretable — Concern 4 of Tippins, Oswald & McPhail (2021). Covers ML interpretability and the "black box," explainable AI (XAI), evaluation metrics (MSE, confusion matrix, ROC/AUC), the high variable-to-case ratio in big data, the difficulty of comparing ML results to traditional methods, and the I-O psychology education gap. Triggers: "is the ML methodology appropriate", "black box hiring
Flag clinician utilisation outliers (overworked or underutilised), burnout risk indicators, credential expiry dates, mandatory training gaps, and model hiring needs against demand forecasts. Use weekly or when workforce concerns arise.
Assess worker-classification and compliance risk for temporary event staffing in the US and Canada — W-2 vs 1099, misclassification penalties, joint-employer liability, COI, and wage/hour rules. Includes live state-by-state lookups via MCP.
Analyzes job descriptions and generates tailored resumes that highlight relevant experience, skills, and achievements to maximize interview chances
Use this skill for career planning, goal setting, skill gap analysis, promotion preparation, or thinking through your growth as a developer. Trigger on keywords: career, growth, promotion, goals, career path, senior developer, level up, skills to learn, career plan, next steps.
运用《大厂人才》(娄珺) 的祛魅框架与人才盘点方法评估组织的人才管理实践。适用于用户要做团队人才盘点或梯队规划、评估是否引入 OKR/价值观考核/去 KPI 等大厂工具、设计干部选拔与晋升标准、以及诊断考核制度为何流于形式时使用。
Use this skill when writing performance achievement documents, self-assessments, peer feedback, PA documentation, or any career review writing. Trigger on keywords: performance review, PA, self-assessment, peer feedback, performance achievement, review cycle, annual review, accomplishments, sprint contribution.
Use when drafting offer letters, employment agreements, or HR policies: apply the house defined-terms, mandatory-clause set, ordering, and boilerplate the base omits.
Culture assessment and monitoring with three modes — Diagnostic for a deep session surfacing the gap between declared culture and actual culture, Review for periodic check-ins on whether behavior is shifting, and Alert Triggers for setting tripwires around culture-strategy misalignment, regression, and integration risk. Not a culture change programme — a mirror. Updates company-context.md after every run. Triggers on questions about culture, values, team dynamics, how decisions really get made,
Calculates outside-working-hours overtime from Cursor agent activity and git commit times for leave-replacement claims. Use when the user asks for OT hours, overtime summary, leave replacement, work outside office hours, or to claim OT from Cursor/GitHub activity.
Turn engineering work into evidence-backed impact statements for performance reviews, self-reviews, promotion packets, and weekly updates. Uniquely mines Copilot CLI session logs, git history, and PRs to reconstruct forgotten work.
HR hiring. Searches .harness/shared/HR-Resource candidates, installs selected worker skills into .claude and .codex, and records roster wiring.
Take a personality assessment via the SoulTrace API. Use when the user wants to take a personality test, discover their psychological archetype, understand their personality traits, or get a color-based personality profile. The API uses a 5-color psychological model (White=structure, Blue=understanding, Black=agency, Red=intensity, Green=connection) with Bayesian adaptive question selection to classify users into one of 25 archetypes. Triggers on: personality test, personality assessment, what's
Builds a one-page brief before each scheduled 1:1 with a direct report covering goals progress, open commitments, blockers from recent activity, and a suggested agenda. Captures action items after the meeting into the report's running record.
Generate and track new hire onboarding tasks across HR, IT, and team systems. Use when preparing for a new employee's first day and first 90 days.
Create a resume, digital identity, or CV right now — for free. Choose from templates that span the full range: classic print-ready PDFs, clean HTML online CVs, interactive experiences, animated 3D worlds, and playable games. Every CV gets a permanent public URL with a personal slug — no signup, no p
飞书考勤打卡：查询自己的考勤打卡记录
Personal leadership development for founders and first-time CEOs. Covers founder archetype identification, delegation frameworks, energy management, CEO calendar audits, leadership style evolution, blind spot identification, imposter syndrome, founder mental health, and succession planning. Use when a founder feels like the bottleneck, struggles to delegate, is burning out, transitioning from IC to executive, managing a board, or when user mentions founder mode, CEO growth, leadership developmen
Professional, ethical HR partner for hiring, onboarding/offboarding, PTO and leave, performance, compliant policies, and employee relations.
A set of resources to help me write all kinds of internal communications, using the formats that my company likes to use. Claude should use this skill whenever asked to write some sort of internal communications (status reports, leadership updates, 3P updates, company newsletters, FAQs, incident reports, project updates, etc.).
Given a role's pay structure, its weekly or annual amount, and a description of its actual duties, determines whether the role is exempt from overtime under the FLSA white-collar exemption — exempt only if it is paid a fixed salary AND that salary is at or above the standard threshold AND the primary duties are genuinely executive, administrative, or professional. Use when someone gives you an employee's pay and job duties and asks whether they are overtime-exempt or overtime-eligible. Not for calculating overtime pay owed, explaining wage-and-hour law in the abstract, or drafting a job description.
Automate BambooHR tasks via Rube MCP (Composio): employees, time-off, benefits, dependents, employee updates. Always search tools first for current schemas.
People leadership for scaling companies. Hiring strategy, compensation design, org structure, culture, and retention. Use when building hiring plans, designing comp frameworks, restructuring teams, managing performance, building culture, or when user mentions CHRO, HR, people strategy, talent, headcount, compensation, org design, retention, or performance management.
Handle HR workflows — onboarding, announcements, and employee comms.
Define authentic company values that guide decisions and culture — not generic corporate platitudes but actionable principles. Use when: defining company culture, creating a values document, aligning a team around shared principles.
Personal leadership development for founders and first-time CEOs. Covers founder archetype identification, delegation frameworks, energy management, CEO calendar audits, leadership style evolution, blind spot identification, imposter syndrome, founder mental health, and succession planning. Use when a founder feels like the bottleneck, struggles to delegate, is burning out, transitioning from IC to executive, managing a board, or when user mentions founder mode, CEO growth, leadership developmen
You are an **expert onboarding specialist and knowledge transfer architect** with deep experience in remote-first organizations, technical team integration, and accelerated learning methodologies. You
Framework for rolling out organizational changes without chaos. Covers the ADKAR model adapted for startups, communication templates, resistance patterns, and change fatigue management. Handles process changes, org restructures, strategy pivots, and culture changes. Use when announcing a reorg, switching tools, pivoting strategy, killing a product, changing leadership, or when user mentions change management, change rollout, managing resistance, org change, reorg, or pivot communication.
Greek social security (EFKA) integration — employee records, contribution calculations, APD declarations. Human approval for submissions.
Automate BambooHR tasks via Rube MCP (Composio): employees, time-off, benefits, dependents, employee updates. Always search tools first for current schemas.
"Will you be my mentor?" is the worst way to start a mentorship. It puts pressure on the other person, frames the relationship as a burden, and usually comes from someone who hasn't done the groundwork to make the relationship valuable for both sides. Real mentorship happens when you bring specific
Build, measure, and evolve company culture as operational behavior — not wall posters. Covers mission/vision/values workshops, values-to-behaviors translation, culture code creation, culture health assessment, and cultural rituals by stage. Use when building company values, assessing culture health, designing cultural rituals, creating culture codes, handling culture clashes, or when user mentions culture, values, culture debt, founder culture, or culture code.
Complete career acceleration system — from self-assessment to offer negotiation. Covers career strategy, job search operations, resume/CV optimization, interview preparation, salary negotiation, career transitions, and long-term growth planning. Works for any role, any level, any industry.
A comprehensive career planning coach that guides users through the full lifecycle of career development: self-assessment and exploration, resume and CV writing, job search strategy, networking, interview preparation, career transitions, personal branding, salary negotiation, and work-life balance.
Draft performance reviews, self-assessments, peer reviews, and upward feedback in your own voice. Analyzes your contributions, emails, and meeting history via WorkIQ, then produces honest, impact-focused drafts using the STAR format. USE FOR: write my performance review, draft self-assessment, peer review, 360 feedback, annual review, mid-year review, upward feedback, write review for colleague, performance appraisal.
Expert guide for Odoo HR and Payroll: salary structures, payslip rules, leave policies, employee contracts, and payroll journal entries.
企业年金/职业年金智能查询技能 v3.2。自动识别单位性质，精确判断年金类型，关键词分析优先，多重验证防错，查询年金开户银行，输出带来源链接和错误检查的标准化调查报告。支持事业单位、国企、民企、上市公司等各类单位。
To write internal communications, use this skill for:
Templates and patterns for creating legally sound employment documentation including contracts, offer letters, and HR policies.
A practical guide to navigating cultural differences in professional and social contexts, grounded in established cultural frameworks (Hofstede's dimensions, Erin Meyer's Culture Map, Edward Hall's high/low context theory) while going beyond theory to provide actionable strategies for specific inter
Use when building a ramp plan for a new employee across their first 30, 60, and 90 days — structures each period around what the person will own and have delivered by that mark, plus who they need to build working relationships with and a defined review rhythm, instead of a flat list of setup tasks and training to complete. Do NOT use for defining when a new customer account is onboarded, for a joint buyer/seller go-live plan, or for a one-off role description.
Laenderuebergreifende Benefits-Matrix für internationalen Konzern erstellen: Versorgungsniveaus im Vergleich. Normen: IORP-II, lokale Pensionsgesetze. Prüfraster: Leistungsebenen, gesetzliche Mindeststandards, Harmonisierungsbedarf. Output: Country-by-Country-Benefits-Matrix. Abgrenzung: nicht nationale bAV-Strategie.
Use when an employee asks for time off for a life or health reason — a new baby, their own or a family member's serious illness or surgery, a personal matter, or planned vacation — and a manager or HR generalist needs to know how to handle it. Routes the request to the leave framework(s) that fit the situation (family and medical leave, parental/bonding, own-medical, personal leave of absence, or paid time off), lists the documentation to collect and the next steps, and hands the eligibility DECISION to HR and counsel rather than making the call. Do NOT use for reviewing an ADA accommodation to keep working, for approving a specific vacation day against a calendar, or for adjudicating a disability-insurance claim.
Automate Chmeetings tasks via Rube MCP (Composio). Always search tools first for current schemas.
Automate Desktime tasks via Rube MCP (Composio). Always search tools first for current schemas.
Use when an employee or HR generalist asks what a health or welfare benefit is or how it works — an account or plan type (health savings vs flexible spending account, a high-deductible plan vs a preferred-provider plan, continuation coverage after leaving a job) — and wants it explained in plain language. Explains the mechanism and the distinctions between plan types, but refuses to decide the person's own eligibility, tax outcome, or whether a specific expense is covered, sending those to the plan document and a qualified advisor. Do NOT use for enrolling someone or changing elections, for processing payroll deductions, or for adjudicating a property or auto insurance claim.
A new-hire onboarding plan as a single page — first week schedule, buddy + manager intro, learning track, equipment checklist, and "you're set when…" outcomes. Use when the brief mentions "onboarding", "new hire", "first week plan", or "入职".
Automate Factorial tasks via Rube MCP (Composio). Always search tools first for current schemas.
Write internal communications such as status reports, leadership updates, 3P updates, newsletters, FAQs, incident reports, and project updates using repeatable internal formats.
Write up a workplace-conduct incident as a contemporaneous record for the employee file — separating what you personally observed from what was reported to you from any conclusion, in first person, dated and tied to specific job conduct, with no guessing about the person's health, state of mind, or protected characteristics. Use when a manager or HR partner needs to document an incident (an outburst, a no-show, a missed deadline, a reported complaint, a safety violation) so the note holds up later. Do NOT use to decide whether the conduct warrants discipline, to draft a performance-improvement plan, or to write the termination or warning letter that goes to the employee.
Automate Connecteam tasks via Rube MCP (Composio). Always search tools first for current schemas.
Synthesizes exit-interview content into a standardized departure-reason taxonomy — separating the surface reason the employee states from the underlying driver that actually prompted the exit, naming one primary category plus contributing factors, and flagging regrettable vs non-regrettable attrition and whether the loss was preventable. Use when analyzing an exit interview, resignation conversation, or departure notes to classify why someone left and whether it should worry the org. Do NOT use for drafting exit-interview questions, writing an offboarding checklist, or composing a farewell announcement.
Assembles an offer-letter draft and checks it against the full required-component checklist — base pay, bonus, equity, start date, the background/reference/work-authorization contingencies, at-will language, and a response deadline — returning the exact list of components that are still missing instead of a plausible-looking letter with silent gaps. Use when drafting, finalizing, or sanity-checking an offer letter before it goes to a candidate. Do NOT use for deciding whether an offer's numbers are approved (that is an approval-policy task) or for writing a rejection.
Use when an employee complaint or concern comes in and you need to classify it — one category, one urgency level, and whether it triggers a MANDATORY workplace investigation (harassment, discrimination, retaliation, or a safety/violence threat) rather than a coaching, policy, or routing path. Forces the non-waivable-duty rule the model skips — that a protected-class, harassment, retaliation, or safety allegation must be investigated even when the employee asks to keep it informal. Do NOT use to write up the incident record, draft a performance-improvement plan, or answer a policy-lookup question.
Automate Goody tasks via Rube MCP (Composio). Always search tools first for current schemas.
Use when analyzing work to support a selection effort — to identify worker requirements (KSAOs/competencies), define the work content domain, or develop job-relevant criteria. Covers choosing methods, level of detail, SME sampling, competency modeling, and documenting results. Triggers: "job analysis", "work analysis", "define KSAOs/competencies", "competency model", "what should the test measure", "identify the criteria for this job", "SME workshop".
Design optimal team structures, hiring plans, compensation strategies, and equity allocation for early-stage startups from pre-seed through Series A. Use this skill when planning headcount, determining which roles to hire next, setting compensation or equity ranges, designing org structure, or building a hiring budget aligned to funding milestones.
Analyzes meeting transcripts and recordings to uncover behavioral patterns, communication insights, and actionable feedback. Identifies when you avoid conflict, use filler words, dominate conversations, or miss opportunities to listen. Perfect for professionals seeking to improve their communication and leadership skills.
Prepares a manager to have a hard conversation with a direct report — turning the issue into dated, observable facts, converting character judgments into described behavior, defining both the ideal outcome and the minimum result worth walking away satisfied with, and planning a concrete follow-up with a check-in date and an honest consequence. Use when a manager wants help getting ready for a tough talk (poor performance, a conduct problem, a missed commitment, a behavior that's hurting the team) before they have it. Do NOT use to write a formal Performance Improvement Plan, an incident note for the employee file, a written performance review, a termination letter, or a customer-facing reply.
Automate Deel tasks via Rube MCP (Composio). Always search tools first for current schemas.
运用《混合信号》(Uri Gneezy) 的信号理论与行为经济学杠杆设计激励机制。适用于用户要设计团队绩效考核或奖金方案、诊断"说一套激励一套"的制度失灵（如喊创新却罚失败）、设计用户增长或习惯养成的奖励机制、以及在定价谈判中运用信号策略时使用。
Create employment contracts, offer letters, and HR policy documents following legal best practices. Use when drafting employment agreements, creating HR policies, or standardizing employment documentation.
Use when answering an employee's HR question from a provided policy or handbook excerpt — answer only what the text says and cite the governing section, say plainly when the policy is silent instead of inferring a "typical" rule, and route legal or jurisdiction-specific questions to counsel instead of stating the law. Do NOT use for drafting a new policy, deciding pay, or approving an expense/offer against a fixed rule.
Helps with HR questions.
New team member onboarding
Use when turning a market pay survey into a compensation recommendation for a role — reading the p25/p50/p75 columns as a distribution, choosing a target position tied to a hiring strategy, adjusting the surveyed band for the target level and location, and splitting the number into base plus bonus and equity. Produces a base figure and a total figure with the components shown, instead of quoting one flat "market rate." Do NOT use for approving an already-drafted offer against a fixed internal policy, for running payroll, or for individual raise-cycle merit math.
Automate Faceup tasks via Rube MCP (Composio). Always search tools first for current schemas.