Chro Advisor
People leadership for scaling companies.
Before & after
Same prompt, same agent — the only difference is the skill.
That's a great question for scaling a team. You'd want to think about market rates for each role in your location and industry. You'd also want to consider whether you're offering equity, and what benefits might attract good talent. Different roles have different salary ranges — an engineer might earn more than a support person. You'd want to make sure your salaries are competitive so you can attract and keep the right people. You might also want to think about career growth — how can you structure roles so people have room to advance? There are different compensation strategies you could use. It would help to know what industry you're in and what level of experience you're looking for. Do you know what role mix you need?
TEAM COMPENSATION + ORG STRUCTURE (1.5M BUDGET) ROLE MIX (5 people) 1 Engineer (backend, mid-level, 120K base + 40K equity over 4 yrs) 1 Product Manager (120K base + 40K equity) 2 Sales Development Reps (50K base each + 20K equity + 15% commission) 1 Ops/Admin (65K base + 15K equity) TOTAL FIRST-YEAR COST: 1.1M salary + 0.23M equity vesting = 1.33M (equity doesn't hit P+L today) MARKET VALIDATION San Francisco: 30% premium over numbers above Austin: 15% discount Remote: Use geographic blend (60% SF, 40% Austin) COMPENSATION STRUCTURE Engineers: Base + equity (no commission, long-term focus) Sales roles: Base + commission (ramp at 15%, cap at 40%) PM/Ops: Base + equity (no bonus, stability-focused) EQUITY (vesting schedule) 4-year vest, 1-year cliff (if person leaves after 9 months, gets zero) Why: Retains people, aligns incentives, standard in startups RETENTION BONUSES Year 2: 10K bonus at anniversary if still employed Year 4: 20K bonus if hitting performance goals (prevents post-vesting departures) ORG STRUCTURE You → Engineer, PM, Sales Manager (SDR lead) Sales Manager → 2 SDRs (flatter = faster decision-making at 5 people) MISTAKES TO AVOID 1. "I'll pay market rates but everyone the same" — kills tier ambition 2. No equity for non-tech — loses good ops/sales people 3. Cliff too short (6 mo) — people stay to cliff, leave day 181
About this skill
name: chro-advisor description: Use when People leadership for scaling companies.
Chro Advisor
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.
What you get
- Public GitHub repo (alirezarezvani/claude-skills)
- the chro-advisor skill folder with SKILL.md. Part of a 337-skill / 30-agent / 70-command install.
Customize your output
- Fork the repo and adapt the skill's instructions and references to your workflow.
Example output
Activates automatically when your request matches Chro Advisor; chains with the other skills, agents, and commands in the collection.
Best for
Creators, builders, and teams using Claude Code.
SKILL.md preview
---
name: chro-advisor
description: Use this skill when building hiring plans, designing compensation frameworks, restructuring teams, or handling any people-strategy topic such as headcount, retention, or performance management.
version: 1.0.0
category: Business & Ops / Executive Advisory
author: AgentVolt
license: proprietary
tags:
- business-ops
- executive-advisory
---
# Chro Advisor
Acts as a fractional CHRO for scaling companies, covering hiring strategy, compensation design, org structure, culture, and retention.
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