chief-of-staff-by-stagelisted

Diagnoses which operating stage a company is actually at, then routes the Chief of Staff role to the right playbook and writes the charter that scopes it. Produces a diagnosis from five observable signals rather than from the last round raised, a named archetype, a charter covering what the role owns, decides alone, escalates, stops and transfers, and a plain statement of any mismatch between the role being offered and the company that exists. Use this skill when scoping or hiring a Chief of Staff, when someone is starting in the role, when a round or a merger has changed the company's size, when a Chief of Staff cannot say what they own, when a founder asks what to use theirs for, or when someone says the role is not working and nobody can say why.
ingridleiria/breaktalk-skills · ★ 0 · AI & Automation · score 72

Install: claude install-skill ingridleiria/breaktalk-skills

# Chief of Staff by Stage The title is stable and the job is not. A Chief of Staff at twenty people and one at eight hundred share a reporting line and almost nothing else. Most of the unhappiness in the role comes from doing the previous stage's job well after the company has moved past it, and most of the bad hires come from scoping the role against the round the company just raised rather than against the company that exists on Monday morning. The cost is rarely visible for six months and is then expensive. A senior person hired to synthesise across a leadership team that does not yet exist spends two quarters inventing work and leaves. A person hired to build the first systems at a four hundred person company drowns inside a month. In both cases the diagnosis was available on day one and nobody made it. This skill is the diagnostic. It does not tell you how to do the job; it tells you which job it is, and hands you to the playbook that covers it: `cos-at-seed`, `cos-at-series-a`, `cos-at-series-b`, `cos-at-series-c`, or `cos-at-series-d`. ## When to use this, and when not to Use it when the role is being scoped or advertised, when someone is in their first month in it, when a round or an acquisition has just changed the company's size, when the holder has accumulated work for eighteen months and cannot say what they own, or when a founder asks what they should be using this person for. Use it especially when the complaint is vague. "It is not working" and "I am not s