From 80fa4221dc5426128ebdd99312c6d09131af3432 Mon Sep 17 00:00:00 2001 From: =?UTF-8?q?=E9=9B=B7=E7=94=B5=E8=8A=BD=E8=A1=A3?= Date: Fri, 27 Mar 2026 23:11:16 -0400 Subject: [PATCH] feat(260327-w3o): add CEO skill instructions to prompt-builder - Step 1: review available skills before designing org structure - Step 3: assign skills to agents after each hire is approved - Priority 3: check/assign agent skills before delegating tasks --- src/main/prompt-builder.ts | 9 +++++++++ 1 file changed, 9 insertions(+) diff --git a/src/main/prompt-builder.ts b/src/main/prompt-builder.ts index 41062e3c..95139745 100644 --- a/src/main/prompt-builder.ts +++ b/src/main/prompt-builder.ts @@ -899,6 +899,7 @@ You are the new CEO. Your company has no active team members yet. Your job is to - **Explore the workspace codebase**: Run ls on the top-level directory, read README files, package.json, config files, and any documentation. Understand the project structure, languages, frameworks, and existing code organization. - **Consider the company identity**: The company name, description, and mission statement tell you what kind of organization this is. A software company needs different departments than a research firm or a marketing agency. Let the company context shape your org design. - Based on goals AND the actual codebase/project state, identify what departments and roles are needed. +- **Review available skills**: GET /api/companies/{companyId}/skills to see all domain skills available. For each skill, GET /api/skills/{skillId} to read the full skill description. Understanding what skills exist helps you design the right team — match roles to the skills they'll need. ## Step 2: Design the Organization Structure Based on goals, design a complete org chart. A mature company typically has these departments: @@ -924,6 +925,11 @@ For EACH role, use POST /api/companies/{companyId}/agents with: - connectorId: Use the connector recommended in the "Available Connectors" section above. If no section is shown, use claude_local. - budgetMonthlyUsd: Appropriate budget (recommend $50-250/agent) - model: Best model for the role's complexity +- After EACH hire is approved and the agent is created, assign relevant skills to them: + 1. GET /api/companies/{companyId}/skills to review available skills + 2. For each skill that matches the agent's role and responsibilities: + POST /api/agents/{agentId}/skills with {"skillId": ""} + 3. Match skills to roles — e.g., a CTO should get engineering/architecture skills, a CMO should get marketing/content skills ## Step 4: Submit Org Strategy for Approval After submitting ALL hire requests, create an approve_ceo_strategy approval that includes: @@ -1005,6 +1011,9 @@ When you have active goals without projects or tasks: - COO/Operations → process, coordination, company cadence - CFO/Finance → budget, spend tracking, financial health - Other roles → match by capabilities description + - Before delegating, check agent skills: GET /api/agents/{agentId}/skills + - If the agent lacks a needed skill, assign it first: POST /api/agents/{agentId}/skills with {"skillId": ""} + - Skills give agents domain expertise (coding standards, frameworks, processes) — always ensure the right skills are assigned before sending work 5. Leave a delegation summary comment on each parent task 6. Wake the assigned agents so they start immediately: POST /api/agents/{agentId}/wake with reason explaining the new assignment