Company OS Designer
Sets up how your company runs: EOS-style, OKR, or custom, with accountability chart, quarterly priorities, scorecard, meeting cadence.
Before & after
Same prompt, same agent — the only difference is the skill.
Quarterly planning is important for keeping teams aligned. There are a few different operating systems you could choose—EOS, Scaling Up, OKR-native frameworks, or a hybrid approach. Each has different meeting rhythms and accountability structures. What's your current challenge—lack of clarity on goals, poor execution, misalignment across teams? That would help me recommend whether you need structured L10 meetings, scorecard tracking, or rock-based planning. How formal do you want the system to be?
QUARTERLY OS SETUP: 15-PERSON TEAM FRAMEWORK SELECTED: EOS-Lite (Scaling Up + OKRs) MEETING RHYTHM Weekly → Level 10 meeting (60 min, Mon 9am) • Segue (5 min) → Personal/team wins • Scorecard (5 min) → 5 KPIs reviewed vs. target • IDS (45 min) → Issues list, root cause, solve • Recap (5 min) → Commitments next week Monthly → Business review (90 min, first Friday) • Scorecard review → Full KPI dashboard vs. quarterly target • Rock progress → Each team lead updates 3-5 rocks • People review → Hiring, exits, role clarity Quarterly → Planning session (full-day offsite) SCORECARD TEMPLATE (5 metrics max) Metric | Owner | Current | Target | Status MRR | CFO | 42k | 55k | Yellow Churn % | VP Retention | 5.2% | 3.5% | Red Customer NPS | Head of Support | 52 | 65 | Yellow Employee eNPS | People Ops | 68 | 78 | On track Product Releases | VP Eng | 1/month | 2/month | Red ROCKS (Quarterly goals, 3-5 team rocks) • Platform reliability → 99.95% uptime SLA (Eng) • Expand enterprise accounts → 5 new logos (Sales) • Retention automation → Reduce churn to 3% (Retention) • Brand positioning → Launch podcast (Marketing) ACCOUNTABILITY CHART CEO → Scorecard owner, quarterly planning lead Level leads → Own 1-2 rocks each, scorecard metrics Individual contributors → Support rock execution, weekly IDS attendance NEXT 30 DAYS Week 1 → Scorecard baseline, identify current state Week 2 → Executive alignment meeting (metrics + rocks) Week 3 → Communicate to full team, collect input Week 4 → First L10 meeting, confirm rhythm
About this skill
Most companies do not lack a framework; they run two half-installed ones, or rituals nobody acts on. This skill designs a lean operating system your leadership team will actually run, and says where popular frameworks misfire.
What it does
- Picks one approach (EOS-style, Scaling Up-style, OKRs, or a custom hybrid) for your size and culture
- Builds the accountability chart seat by seat and surfaces ownerless functions
- Turns quarterly priorities into verifiable outcomes and keeps metrics on the scorecard
- Designs a weekly scorecard reviewed by exception, plus weekly, quarterly, and annual meetings
- Sets up an issues process that closes problems instead of recycling them
What you get
A quick recommendation, one component on request (scorecard, meeting agenda, accountability chart), or a full operating system with a staged rollout plan.
Best for
Founders and operators at 10-250 person companies with no rhythm or a framework that turned into theater. For one team's OKRs, use Team OKR Writer.
SKILL.md preview
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name: company-os
description: Design or repair a company's operating system - pick an EOS-style, Scaling Up-style, OKR-based, or custom approach that fits the company's size, then set up the accountability chart (one owner per seat), quarterly priorities (rocks or OKRs), a weekly scorecard, the meeting cadence from weekly to annual, and an issues process that closes problems. Use when the user says "we have no operating rhythm", "should we use EOS or OKRs?", "set up our company operating system", "our quarterly planning is a mess", "build us a scorecard", "our weekly leadership meeting is useless", or "we implemented EOS and it feels like theater".
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# Company OS Designer
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