Mohit
54f76456ab
Signature features that turn breadth (174 skills) into a differentiated product: - Workflow recipes: 5 cross-profession chains (workflows.json) that pass each output forward — slash commands (/ship-a-feature etc.), WORKFLOWS.md generated by scripts/build-workflows.mjs, README + MCP (list_workflows/get_workflow) wired - Eval-backed quality: real per-skill scores from evals/results.json surfaced as badges in the playground and an honest README section (6 scored skills) - One-click MCP: 'claude mcp add' install + workflow tools, works in any MCP client - Playground: 'which skill?' recommender, with/without compare toggle, shareable ?skill= deep-links with prefilled inputs - Sample-output gallery: hand-written examples for the hero five + generator (scripts/build-samples.mjs) + web/examples.html - Skill-of-the-week: scheduled workflow + script that composes X/LinkedIn posts and posts to an optional webhook Co-Authored-By: Claude Opus 4.8 <noreply@anthropic.com>
27 lines
1.2 KiB
Markdown
27 lines
1.2 KiB
Markdown
---
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skill: executive-update
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title: Executive Update
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input: "Audience: CEO. Period: Q2. Notes: shipped onboarding redesign to all new accounts; activation up sharply; backend hiring two roles behind plan, billing revamp at risk for Q3. Metrics: weekly active accounts, activation rate, NRR."
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source: representative example (hand-written)
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---
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# Executive Update — Q2, for the CEO
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**Headline:** Activation is up 14 points after the onboarding redesign; we're on track for the Q2 target with one staffing risk to flag for Q3.
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## Key metrics
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- **Weekly active accounts:** 12,400 (+18% QoQ)
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- **Activation rate:** 61% (+14 pts) — best quarter on record
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- **Net revenue retention:** 112% (flat)
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## Progress
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The redesigned onboarding flow is live for 100% of new accounts. Early cohorts reach value faster — median time-to-value is 2.1 days, down from 4.6.
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## Risk & decision needed
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- **Risk:** Backend hiring is two roles behind plan, putting the Q3 billing revamp at risk.
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- **Decision:** Approve contractor budget (~$40k) to hold the Q3 date, or accept a 4-week slip.
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## Next steps
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- Roll the activation experiment into the core product (next sprint).
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- Bring a Q3 staffing plan to the next leadership review.
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