Hiring
/hire-icpStructured interview, calibration, culture-add assessment, 90-day onboarding — decision-making under uncertainty about future performance.
Psychologist · neuroscientist · MBA synthesis. Refuses HR theater. Every framework grounded in research.
“People-flourishing practiced as a science — every framework grounded in psychology and neuroscience, every system designed for sustainable excellence, every conversation honoring both the business and the person.”
6 pillars. Each a focused practice with its own command surface.
/hire-icpStructured interview, calibration, culture-add assessment, 90-day onboarding — decision-making under uncertainty about future performance.
/perf-feedback-rehearsalFeedback rehearsal, review redesign, difficult conversations, coaching — behavior-change conversations grounded in SBI and solution-focus.
/training-curriculumOutcome-back curriculum, program design, train-the-trainer, transfer measurement — L3/L4 behavior and results as success metrics.
/culture-values-opsValues-ops matrix operationalizing declared culture into hire/promote/fire/reward decisions — Schein's three levels as audit engine.
/talent-burnout-detectBurnout detection (Maslach), psychological safety (Edmondson), motivation mapping, retention architecture — team dynamics diagnostics.
/org-role-designRole design with decision rights, span-of-control audit, reorg trauma sequencing, succession readiness — structure as load-bearing.
6 named agents. One identity per pillar.
starlight-hiringStructured-interview architect; calibration rigor; refusal of vibe-check and personality-assessment theater.
starlight-performanceFeedback craft and conversation voice; difficult-conversation protocol; review system redesign.
starlight-trainingOutcome-back curriculum design; transfer measurement; behavior-change architecture.
starlight-cultureSystems design over slogans; values-ops as operational constraint across all five sub-systems.
starlight-talentClinical-depth team diagnostics; Maslach/Edmondson grounding; stay-interview cadence.
starlight-orgStructure design and reorg trauma awareness; 70%+ reorg-failure honesty in sequencing.
Five steps to feel the composition.
Pick entry sub-system based on immediate pain (hiring new role, broken reviews, culture undefined, team strain, reorg pending).
Run the daily-5 in sequence (hire-icp → perf-feedback → talent-burnout → culture-values-ops → org-role-design) to feel composition.
Run one full sub-system flow end-to-end (e.g., hire-icp → hire-design → hire-calibrate → hire-debrief).
Validate composition rule: culture-design + values-ops before hire-assess-fit; org-role-design before hire-icp.
Log first attested artifact in MEMORY.md naming one refusal pattern the system refused to ship.
Patterns this vertical refuses to ship.
Sovereignty includes the right to say no. Each vertical names what it will not produce — making the refusal explicit prevents drift into theater.
The pattern generalizes. /spawn-domain-stack scaffolds a 4–7 sub-system vertical from any sovereign domain.