we-are-move

@we-are-move source repo

11 skills
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Career Framework Builder · we-are-move bundle
Builds a career framework for one function — level count, the competencies that actually differentiate levels, evidence-based progression criteria, a dual IC/management track, and the connection to titles and pay bands. Use when someone says they need a career framework, levelling framework, career ladder, competency framework, job architecture, progression framework or growth framework; when promotion decisions are inconsistent or fought over; when people ask "what do I need to do to get promoted" and nobody has a good answer; when titles have inflated or drifted; when engineers, salespeople or designers are leaving because they cannot see a path; when someone wants to fix a framework that exists but is not being used; or when a levelling exercise needs to happen before pay bands can be built. Also use for mapping existing employees onto new levels and for handling over-titled people. Owns the levels and the progression criteria; for running the ratings moderation session those criteria feed, use performance

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Ta AI Maturity Assessment · we-are-move bundle
Runs a structured six-dimension assessment of how mature a talent acquisition or people function is in its adoption of AI, and produces a written report with a score per dimension, the binding constraint, and a sequenced 30-day / next-quarter / 2-3 quarter roadmap. Use when someone asks "how good are we at AI", "where are we on AI adoption", "the CEO wants an AI plan for hiring", "we bought a bunch of AI tools and I can't tell if they're working", "the board is asking what we're doing with AI in recruitment", "AI readiness", "AI maturity", "benchmark our TA team on AI", or wants to know what to do next with AI in talent, recruiting, or the wider people function. Also use when preparing an AI position for a board paper, a budget conversation, or a leadership offsite. Not for choosing between named vendors — that is hr-tech-evaluation.

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Performance Calibration Pack · we-are-move bundle
Designs and prepares a performance calibration cycle end to end — session structure and grouping, the manager pre-work brief, a full facilitator run sheet with the questions that move a discussion from impression to evidence, in-the-room bias interrupters, the distribution and consistency checks to run before and after, and the follow-through and appeals route. Use when someone says they are "running calibration", "prepping for the performance cycle", "our ratings mean different things in different teams", "one manager rates everyone a 4", "we need a moderation session", "how do we stop the loudest manager winning the room", "should we force a distribution", "designing our performance review process", "the ratings feed into pay and I do not trust them", or is facilitating a talent review or ratings moderation meeting. For building the levels and competencies that ratings are made against, use career-framework-builder.

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Engagement Survey Action Plan · we-are-move bundle
Turns engagement survey results into a prioritised, owned action plan and the communication that goes back to employees — response-rate and distribution reading, segment cuts with minimum group sizes, anonymised free-text themes, driver identification, three to five owned organisation-level actions, the manager cascade, and the "what we heard, what we're doing, what we're not doing" message. Use when someone says "the survey results are back", "we've got our Culture Amp / Peakon / Glint / Qualtrics results", "engagement is down", "eNPS dropped", "I need to present the survey to the exec team", "what do we actually do with these results", "we need an action plan from the survey", "the response rate fell", "we ran a survey last year and nothing happened", "how do I brief managers on their team scores", or is preparing a results readout, a manager cascade, or an all-hands message about survey findings. Also use for exit-survey and pulse-survey result sets treated the same way. For new-hire feedback use onboardin

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Job Advert Writer · we-are-move bundle
Diagnoses a job specification and rewrites it as a candidate-facing job advert that a strong passive candidate would actually respond to — a specific diagnosis of what the original gets wrong, a rewrite ordered around the questions candidates ask, a hard cut of the requirements list into real must-haves, an inclusive-language and readability pass, pay transparency handling, and channel variants for the careers site, LinkedIn, recruiter outreach and internal referral. Use when someone says "write the job ad", "turn this JD into an advert", "this spec is unreadable", "our job postings are terrible", "why is nobody applying to this role", "make this less corporate", "rewrite this for LinkedIn", "we need a shorter version for outreach", "should we put the salary in the ad", "check this posting for biased language", or hands over an inherited job description and asks for something they can actually post. Owns the outward-facing advert copy; for the hiring manager kick-off that produces the underlying brief use hir

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Hr Tech Evaluation · we-are-move bundle
Runs a rigorous selection process for HR or TA technology — ATS, HRIS, payroll, performance, engagement, sourcing, assessment, LMS — producing a ranked requirements document, a weighted scorecard set before demos, demo scripts that expose real differences, a reference call guide, and a decision paper naming the recommendation and the runner-up. Use when someone says they are "choosing an ATS", "replacing our HRIS", "looking at performance tools", "doing an RFP", "shortlisting vendors", "our ATS is terrible", "the demos all looked the same", "we need to build a scorecard for this", "which system should we buy", "renewal is coming up and I want to test the market", or is being sold to and wants to evaluate the claim. Also use for building a business case for a system purchase, running vendor references, or pressure-testing a decision already leaning one way. For assessing how mature a function is at using AI rather than choosing a product, use ta-ai-maturity-assessment.

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Hiring Manager Intake · we-are-move bundle
Runs the intake / kick-off conversation with a hiring manager and produces a role brief that de-risks the search — business case, success measures, ranked trade-offs, target profile and pool, comp reality, interview loop, agreed service levels, calibration plan and open risks. Use when the user is about to run or is on a hiring manager intake, kick-off, scoping or briefing call; when they say "I've got a kick-off with the hiring manager", "new req just landed", "help me brief this role", "the hiring manager wants a unicorn", "we need to pin down what they actually want", "this search keeps stalling and I want to re-brief it", or when they are preparing questions for a hiring manager before a call. Also use to rescue a search that is failing because the requirements were never nailed down. Owns the kick-off conversation and the role brief it produces; for the candidate-facing advert copy use job-advert-writer, and for scorecards and interview kits use interview-kit-builder.

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Interview Kit Builder · we-are-move bundle
Builds a complete structured interview kit for a specific role — 4-6 mapped competencies, a stage-by-stage plan where each stage owns distinct competencies, a coverage grid, behavioural questions with probes and evidence standards, anchored 1-4 rating scales, and a work-sample exercise. Use when someone says they are "building the interview process for a specific role", "designing the loop for one req", "writing a scorecard", "need interview questions for a role", "our interviewers all ask the same three questions", "everyone just assesses culture fit", "we need to structure our interviews", "what should we ask a VP of Engineering", or is opening a new req and wants the assessment designed before the first candidate lands. Also use to fix an existing loop for one role. For diagnosing an entire hiring process across roles use interview-process-audit; for the hiring manager kick-off conversation that feeds this, use hiring-manager-intake.

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Onboarding Plan Audit · we-are-move bundle
Audits an existing onboarding programme against what actually drives time-to-productivity and early retention, and builds outcome-based 30/60/90 plans for a specific role or named hire — including pre-boarding, the manager's obligations as a separable brief, and the measurement set. Use when someone says "our onboarding is a mess", "we need a 30/60/90", "build a first 90 days plan", "we lost two people in their first three months", "new starters take forever to get productive", "onboarding is just an IT checklist", "audit our onboarding", "what should a new VP do in their first 90 days", "our new hire is drowning", "day one experience", "pre-boarding", "we have a candidate who accepted and starts in six weeks", "remote onboarding isn't working", "how do we measure time to productivity", or when early attrition, ramp time, or a buddy/mentor scheme comes up. Also use when a hiring manager asks for a plan for someone who has already started. For the kick-off conversation that defines the role before it is filled

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Headcount Business Case · we-are-move bundle
Turns a headcount request into a business case a CFO will actually approve — problem in business terms, quantified cost of inaction, options considered and rejected, fully-loaded cost, honest expected return, and pre-empted objections. Use when the user says they need to hire someone, needs to justify a req, is building a headcount plan or backfill case, has had a req rejected, frozen, deferred or "pushed to next quarter", is going into a budget or planning round, needs to convert a contractor to permanent, or needs to argue for more recruiters or People team headcount. Also use for phrasings like "how do I convince finance we need this role", "my req got knocked back", "we need another recruiter", "justify this hire to the exec team", "the team is drowning and I need help".

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Interview Process Audit · we-are-move bundle
Audits an existing end-to-end interview process and produces a findings report with a redesigned loop — elapsed-time breakdown, competency coverage grid showing which stages are redundant, assessment validity review, drop-off risk, candidate experience, bias exposure, and total interviewer hours per hire. Use when someone says "our process takes too long", "we keep losing candidates to faster competitors", "we have too many interview stages", "candidates are dropping out", "the team is drowning in interviews", "do we still need the take-home?", "our loop has seven stages and nobody knows why", "time to hire is up", "the founder wants to meet every candidate", "we added a stage after that bad hire", or asks whether a stage can be cut, how long a loop should be, or why offers keep getting declined. Also use for a hiring process health check, an interview process review, or before a TA operating-model change. For designing the questions, scorecards and competencies for one specific role, use interview-kit-builde

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11 published skills