How do I install the Account Research Brief skill?

Run npx skillmds@latest add swan-gtm/account-research-brief 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 Account Research Brief 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 Account Research Brief?

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 Account Research Brief free to use?

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

Who published Account Research Brief?

swan-gtm (@swan-gtm) published this skill. Their other Agent Skills are listed on their SkillMD profile.

Account Research Brief by swan-gtm — Agent Skill

Name: Account Research Brief
Author: swan-gtm

Account Research Brief

Use this skill before a first meeting, an ABM push, or a territory review, when you need a defensible account brief instead of a copied About page. Produces firmographics, positioning pillars, an evidence-tagged SWOT, a named exec list, and live hiring signals, with every claim marked as sourced or inferred.

swan-gtm Updated Sep 17, 2026

File contents

Run this before a first meeting or an ABM push. It produces a one-page brief where every claim is tagged as evidence-backed or inference, so the AE knows what they can say out loud.

The play

Resolve the company to a stable identifier first. Match on the company's own URL slug rather than its display name. Name search returns near-matches and you will research the wrong entity, which is worse than researching nothing.
Pull firmographics. Size, industry, headquarters, founding year, description, specialities. This is the skeleton the rest hangs on.
Read composition, not just headcount. How the employee base splits by function and seniority says more than a total. A company that is 60% engineering sells differently than one that is 60% sales.
Extract positioning pillars. Cluster the company's own description, tagline, and specialities into three to six themes: product areas, target buyer, stated differentiators. Name each pillar and cite the exact source phrase. These are the words the buyer already uses about themselves.
Build a SWOT where every line is tagged. Mark each point evidence (traceable to something retrieved) or inference (your read). An untagged SWOT is opinion wearing a suit, and an AE who repeats an inference as fact in a meeting loses the room.
Ask before you spend on people. Confirm two things with the requester: which titles matter, and how many employee records to pull. Skipping this is how a routine brief turns into a surprise bill.
Read hiring as a live signal. Recent joiners, by function, are the most current evidence you have of where budget is moving. A team that added four engineers and no marketers last quarter is telling you something.
Deliver both shapes. Structured data for the next automation step, and a short human brief for the AE. They have different readers and different lifespans.

What good looks like

The best briefs quote the company's own language back. Buyers relax when you describe them the way they describe themselves.
The mediocre version is a reformatted About page: no composition, no signal, no tagging, and nothing an AE could not have read themselves in two minutes.
Absence is a finding. "No leadership changes in twelve months" is real intelligence. Say it rather than padding the section.
You know it is good when the AE walks in able to say which claims are sourced and which are your read, and never has to guess.

Rules

MUST tag every SWOT point as evidence or inference.
MUST confirm target titles and record counts before pulling people data.
MUST state plainly when a data source returned nothing, in the brief itself.
NEVER invent a headcount growth trend, an exec, or a job opening to fill a section.
NEVER research a company you matched by display name alone without confirming the identifier.

---name: account-research-briefdescription: Use this skill before a first meeting, an ABM push, or a territory review, when you need a defensible account brief instead of a copied About page. Produces firmographics, positioning pillars, an evidence-tagged SWOT, a named exec list, and live hiring signals, with every claim marked as sourced or inferred.---Run this before a first meeting or an ABM push. It produces a one-page brief where every claim is tagged as evidence-backed or inference, so the AE knows what they can say out loud.## The play1. **Resolve the company to a stable identifier first.** Match on the company's own URL slug rather than its display name. Name search returns near-matches and you will research the wrong entity, which is worse than researching nothing.2. **Pull firmographics.** Size, industry, headquarters, founding year, description, specialities. This is the skeleton the rest hangs on.3. **Read composition, not just headcount.** How the employee base splits by function and seniority says more than a total. A company that is 60% engineering sells differently than one that is 60% sales.4. **Extract positioning pillars.** Cluster the company's own description, tagline, and specialities into three to six themes: product areas, target buyer, stated differentiators. Name each pillar and cite the exact source phrase. These are the words the buyer already uses about themselves.5. **Build a SWOT where every line is tagged.** Mark each point `evidence` (traceable to something retrieved) or `inference` (your read). An untagged SWOT is opinion wearing a suit, and an AE who repeats an inference as fact in a meeting loses the room.6. **Ask before you spend on people.** Confirm two things with the requester: which titles matter, and how many employee records to pull. Skipping this is how a routine brief turns into a surprise bill.7. **Read hiring as a live signal.** Recent joiners, by function, are the most current evidence you have of where budget is moving. A team that added four engineers and no marketers last quarter is telling you something.8. **Deliver both shapes.** Structured data for the next automation step, and a short human brief for the AE. They have different readers and different lifespans.## What good looks like- The best briefs quote the company's own language back. Buyers relax when you describe them the way they describe themselves.- The mediocre version is a reformatted About page: no composition, no signal, no tagging, and nothing an AE could not have read themselves in two minutes.- Absence is a finding. "No leadership changes in twelve months" is real intelligence. Say it rather than padding the section.- You know it is good when the AE walks in able to say which claims are sourced and which are your read, and never has to guess.## Rules- MUST tag every SWOT point as evidence or inference.- MUST confirm target titles and record counts before pulling people data.- MUST state plainly when a data source returned nothing, in the brief itself.- NEVER invent a headcount growth trend, an exec, or a job opening to fill a section.- NEVER research a company you matched by display name alone without confirming the identifier.

Frequently asked questions