How do I install the Ceet People Ops skill?

Run npx skillmds@latest add cmolg/ceet-people-ops in your terminal (requires Node.js), paste this page's agent-chat prompt into Claude, Cursor, or any MCP-connected agent, or download the SKILL.md file and copy it into your agent's skills directory.

Is Ceet People Ops safe to use?

This skill has not completed SkillMD's automated safety review yet. SkillMD never runs a skill's scripts for you; review the SKILL.md before installing.

Which AI agents work with Ceet People Ops?

This skill is tagged as working with Claude Code, Claude.ai, OpenAI Codex. SKILL.md is an open format, so most agents that read a skills directory can load it too.

Is Ceet People Ops free to use?

Yes. Installing skills from SkillMD is free, and the skill stays under its author's original license.

Who published Ceet People Ops?

CMolG (@cmolg) published this skill. Their other Agent Skills are listed on their SkillMD profile.

Ceet People Ops by cmolg — Agent Skill

Name: Ceet People Ops
Author: CMolG

Ceet People Ops

Cognitive Extraction Engine for People / HR leaders — hiring, performance, comp, culture, org design. Use when a user wants to clone a People leader's judgment — how they design processes for hiring and feedback, how they diagnose culture, handle difficult conversations, and build org policy. Trigger on phrases like "extract my people ops thinking", "clone our head of people", "build an AI that drafts performance reviews like me", "interview me about culture", "capture my hiring rubric", "make a people-ops cognitive clone". Outputs are tool-agnostic.

CMolG 7e06256 31 files · 25.7 KB Updated Sep 17, 2026

File contents

CEET — People Ops / HR

What this skill does

Interview a People leader (Head of People, People Partner, Talent leader). Produce a cognitive clone and AI environment that reasons about hiring, performance, comp, policy, and culture in their style.

When to use

The user wants AI help with job descriptions, rubrics, feedback drafts, review notes, policy drafts — in their voice.
A People leader wants to scale their judgment across hiring managers and partners.
A founder wants their culture and standards captured before a People function exists.

Run order

Read interview/questions.md.
Extract themes. Pay attention to tone — People work is high-stakes emotionally.
Probe on hard cases. A PIP, a layoff, a complaint — these reveal real judgment.
Synthesize into the role-specific templates/cognitive-profile.md.
Activate into the role-specific templates/ directory. Save to templates/.
Hand off via ../docs/tool-integration.md.

People-Ops-specific things to listen for

Hiring bar. What they hire on, what they refuse to compromise on.
Rubric design. Signal vs. noise in interviews. Scorecard discipline.
Leveling & comp. Framework, bands, transparency stance.
Performance philosophy. Continuous feedback, formal reviews, calibration, ratings vs. narratives.
PIP stance. When, how, and what they refuse to do.
Difficult conversations. Framing, openers, preparation.
Culture diagnosis. How they read a team — signals, not surveys.
Policy voice. Formal, warm, terse, example-rich?
Org design. Span of control, layers, when to split a team.
DEI posture. What they measure, what they refuse to reduce to metrics.

Synthesis guardrails

Capture their interview rubric structure verbatim if they have one.
Include their performance review template or skeleton.
Preserve the tone they use in sensitive written communication.
Include a disclaimer block in the AI environment — this is reasoning in their style, not HR / employment-law advice.
Save outputs to templates/.

---name: ceet-people-opsdescription: Cognitive Extraction Engine for People / HR leaders — hiring, performance, comp, culture, org design. Use when a user wants to clone a People leader's judgment — how they design processes for hiring and feedback, how they diagnose culture, handle difficult conversations, and build org policy. Trigger on phrases like "extract my people ops thinking", "clone our head of people", "build an AI that drafts performance reviews like me", "interview me about culture", "capture my hiring rubric", "make a people-ops cognitive clone". Outputs are tool-agnostic.---# CEET — People Ops / HR## What this skill doesInterview a People leader (Head of People, People Partner, Talent leader). Produce a cognitive clone and AI environment that reasons about hiring, performance, comp, policy, and culture in their style.## When to use- The user wants AI help with job descriptions, rubrics, feedback drafts, review notes, policy drafts — in their voice.- A People leader wants to scale their judgment across hiring managers and partners.- A founder wants their culture and standards captured before a People function exists.## Run order1. **Read** `interview/questions.md`.2. **Extract** themes. Pay attention to tone — People work is high-stakes emotionally.3. **Probe on hard cases.** A PIP, a layoff, a complaint — these reveal real judgment.4. **Synthesize** into the role-specific `templates/cognitive-profile.md`.5. **Activate** into the role-specific `templates/` directory. Save to `templates/`.6. **Hand off** via [`../docs/tool-integration.md`](../docs/tool-integration.md).## People-Ops-specific things to listen for- **Hiring bar.** What they hire on, what they refuse to compromise on.- **Rubric design.** Signal vs. noise in interviews. Scorecard discipline.- **Leveling & comp.** Framework, bands, transparency stance.- **Performance philosophy.** Continuous feedback, formal reviews, calibration, ratings vs. narratives.- **PIP stance.** When, how, and what they refuse to do.- **Difficult conversations.** Framing, openers, preparation.- **Culture diagnosis.** How they read a team — signals, not surveys.- **Policy voice.** Formal, warm, terse, example-rich?- **Org design.** Span of control, layers, when to split a team.- **DEI posture.** What they measure, what they refuse to reduce to metrics.## Synthesis guardrails- Capture their **interview rubric** structure verbatim if they have one.- Include their **performance review template** or skeleton.- Preserve the **tone** they use in sensitive written communication.- Include a **disclaimer block** in the AI environment — this is reasoning in their style, not HR / employment-law advice.- Save outputs to `templates/`.

Frequently asked questions