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Company Knowledge Base Gap Audit

Audits an existing company wiki or doc folder across 12 business domains and returns a gap register: missing, stale, contradictory, unowned.

Business & Ops / Executive Advisoryknowledge-managementdocumentation
by AgentVoltv1.0.0
Free to sign up · every skill included with AgentVolt Pro

Before & after

Same prompt, same agent — the only difference is the skill.

Prompt“Design our company's skills and roles framework”
Beforegeneric AI agent
Designing a skills and roles framework for your company is a strategic project that can really help with clarity and development. It sounds like you're thinking about how to structure roles, define competencies, and make career progression clear for your team. Before I help you build this, I need to understand your organizational context. How many people are on your team? What departments or functions do you have — engineering, sales, marketing, ops, other? Do you already have job descriptions or roles defined, or are we creating these from scratch? What's your company stage — early-stage startup, growth-stage, mature? Also, what's your industry and what skills matter most to your success? Do you want individual contributor paths alongside management paths? And how formal do you want this to be — is it for internal clarity, for hiring, for performance management, or all of the above? Once I understand your structure, I can build a framework that makes sense for your organization.
Afterwith Company Knowledge Base Gap Audit
SKILLS FRAMEWORK - ENTERPRISE ARCHITECTURE

ORGANIZATION SNAPSHOT
Headcount: 85 employees
Departments: Engineering (35), Sales (20), Product (8), Marketing (10), Ops (12)
Goal: Transparent career paths, skills-based hiring, succession planning

COMPETENCY LEVELS (Applied across all roles)

Level 1: Novice — Learning, needs significant guidance
Level 2: Practitioner — Applies skills independently, some supervision
Level 3: Expert — Drives quality, mentors others, owns decisions
Level 4: Master — Shapes strategy, defines best practices, rare expertise
Level 5: Visionary — Influences company direction, external recognition

SKILLS MATRIX BY FUNCTION

ENGINEERING (8 skill areas)
┌─────────────────┬──────┬──────────────────────────┐
│ Core Skill      │ Lvl  │ Mastery Indicators       │
├─────────────────┼──────┼──────────────────────────┤
│ Backend Design  │ 4    │ Designed 3+ services, 1M │
│                 │      │ daily users each         │
│ Frontend Dev    │ 3    │ Leads component library, │
│                 │      │ accessibility audit      │
│ DevOps/SRE      │ 2    │ Maintains CI/CD, learning│
│                 │      │ infrastructure as code   │
│ Database Design │ 3    │ Optimized query patterns │
│                 │      │ for 10B+ row tables      │
└─────────────────┴──────┴──────────────────────────┘

SALES (5 skill areas)
┌──────────────────┬──────┬──────────────────────────┐
│ Enterprise Sales │ 3    │ Closes $500k+ deals,     │
│                  │      │ navigates 10+ stakeholder│
├──────────────────┼──────┼──────────────────────────┤
│ Sales Ops        │ 2    │ CRM administration,      │
│                  │      │ pipeline reporting       │
│ Negotiation      │ 3    │ Contract terms, legal    │
│                  │      │ review experience        │
│ Territory Mgmt   │ 3    │ Manages $2M+ territory,  │
│                  │      │ forecasts accuracy 90%+  │
└──────────────────┴──────┴──────────────────────────┘

ICWildcard vs. MANAGEMENT TRACKS (Growth paths)

Individual Contributor Track (IC)
IC2 → IC3 (Expert) → IC4 (Master) → IC5 (Visionary)
No direct reports. Influence through expertise, code reviews, mentoring.
Example: Staff Engineer, Principal Architect

Management Track
ManagerStaff (Mgr) → Senior Manager (Sr. Mgr) → Director → VP
Responsible for direct reports, team delivery, hiring.
Example: Engineering Manager → Senior Manager → Director of Engineering

CAREER DEVELOPMENT PLANNING

Example Progression: Engineer → Staff Engineer (IC4)
Timeline: 5-7 years
Skills needed: 3 at Level 4 (Backend, DevOps, Architecture)
Mentor requirement: Sponsor from IC5 or Director
Promotion criteria:
  • Owned 2+ major platform initiatives
  • Mentored 3+ junior engineers to promotion
  • Published 1+ internal tech talks or RFCs
  • Improved system performance by 30%+

SUCCESSION PLANNING

Critical roles: VP Eng, Director Product, VP Sales
Succession candidates:
  • VP Eng: 2 internal candidates (both IC4, Manager experience)
  • Director Product: 1 internal, 1 external (gap: industry experience)
  • VP Sales: 1 internal (hired ex-Salesforce SVP as mentor)

Development plan for internal candidates:
  • Monthly coaching from current VP/Director
  • Cross-functional projects (expand scope)
  • Board observer status (learn strategy level)
  • Executive roundtable (industry context)

IMPLEMENTATION
Yr 1: Finalize matrix + set skill levels for all 85 people (manager assessment)
Yr 1-2: 1:1 development plans with managers (quarterly reviews)
Yr 2+: Annual skills audit, update framework based on market + org changes

COMPENSATION ALIGNMENT
Each skill level has salary bands (published internally):
  • Level 3: $150k-$200k (Engineer), $120k-$150k (Sales)
  • Level 4: $200k-$280k (Engineer), $150k-$220k (Sales)
  • Level 5: $280k+ + equity consideration

Transparency: Employees can see where they sit, what's required to advance

About this skill

Before you hand your company docs to new hires, investors, or AI agents, find out what is missing or wrong. This skill reads what you have and scores it domain by domain.

What it does

  • Inventories every document and maps it to 12 domains from Foundation to Governance
  • Flags missing, thin, contradictory, stale, unowned, and unlinked content
  • Quotes both sides of every contradiction with file paths
  • Prioritizes gaps by audit purpose: onboarding, diligence, or agent automation
  • Names the next five documents to write, with owners and the questions each must answer

What you get

A gap audit with domain scores (out of 36), a contradictions list, a prioritized gap register, stale content list, structure fixes, and a fill plan.

Best for

Founders and operators preparing for due diligence, scaling onboarding, or pointing an internal AI assistant at their knowledge base.

SKILL.md preview

SKILL.md
---
name: company-knowledge-gap-audit
description: Audit an existing company knowledge base (a folder of markdown docs, a Notion/Confluence export, or an OKF-style bundle) across 12 business domains, and return a gap register of what is missing, contradictory, stale, or unowned, with a prioritized fill plan. Use when the user says "what's missing from our company docs?", "audit our wiki before we hand it to AI agents", "is our knowledge base complete?", or is preparing for due diligence, onboarding, or agent automation. Also triggers on "is anything missing from these docs?", "quick look at our handbook", or "check our Notion for gaps".
---

# Company Knowledge Gap Audit

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