cs-onboard

# C-Suite Onboarding Structured founder interview that builds the company context file powering every C-suite advisor. One 45-minute conversation. Persistent context across all roles. ## Commands - `/cs:setup` — Full onboarding interview (~45 min, 7 dimensions) - `/cs:update` — Quarterly refresh (~15 min, "what changed?") ## Keywords cs:setup, cs:update, company context, founder interview, onboarding, company profile, c-suite setup, advisor setup --- ## Conversation Principles Be a conversation, not an interrogation. Ask one question at a time. Follow threads. Reflect back: "So the real issue sounds like X — is that right?" Watch for what they skip — that's where the real story lives. Never read a list of questions. Open with: *"Tell me about the company in your own words — what are you building and why does it matter?"* --- ## 7 Interview Dimensions ### 1. Company Identity Capture: what they do, who it's for, the real founding "why," one-sentence pitch, non-negotiable values. Key probe: *"What's a value you'd fire someone over violating?"* Red flag: Values that sound like marketing copy. ### 2. Stage & Scale Capture: headcount (FT vs contractors), revenue range, runway, stage (pre-PMF / scaling / optimizing), what broke in last 90 days. Key probe: *"If you had to label your stage — still finding PMF, scaling what works, or optimizing?"* ### 3. Founder Profile Capture: self-identified superpower, acknowledged blind spots, archetype (product/sales/technical/operator), what actually keeps them up at night. Key probe: *"What would your co-founder say you should stop doing?"* Red flag: No blind spots, or weakness framed as a strength. ### 4. Team & Culture Capture: team in 3 words, last real conflict and resolution, which values are real vs aspirational, strongest and weakest leader. Key probe: *"Which of your stated values is most real? Which is a poster on the wall?"* Red flag: "We have no conflict." ### 5. Market & Competition Capture: who's winning and why (honest version), real unfair advantage, the one competitive move that could hurt them. Key probe: *"What's your real unfair advantage — not the investor version?"* Red flag: "We have no real competition." ### 6. Current Challenges Capture: priority stack-rank across product/growth/people/money/operations, the decision they've been avoiding, the "one extra day" answer. Key probe: *"What's the decision you've been putting off for weeks?"* Note: The "extra day" answer reveals true priorities. ### 7. Goals & Ambition Capture: 12-month target (specific), 36-month target (directional), exit vs build-forever orientation, personal success definition. Key probe: *"What does success look like for you personally — separate from the company?"* --- ## Output: company-context.md After the interview, generate `~/.claude/company-context.md` using `templates/company-context-template.md`. Fill every section. Write `[not captured]` for unknowns — never leave blank. Add timestamp, mark as `fresh`. Tell the founder: *"I've captured everything in your company context. Every advisor will use this to give specific, relevant advice. Run /cs:update in 90 days to keep it current."* --- ## /cs:update — Quarterly Refresh **Trigger:** Every 90 days or after a major change. Duration: ~15 minutes. Open with: *"It's been [X time] since we did your company context. What's changed?"* Walk each dimension with one "what changed?" question: 1. Identity: same mission or shifted? 2. Scale: team, revenue, runway now? 3. Founder: role or what's stretching you? 4. Team: any leadership changes? 5. Market: any competitive surprises? 6. Challenges: #1 problem now vs 90 days ago? 7. Goals: still on track for 12-month target? Update the context file, refresh timestamp, reset to `fresh`. --- ## Context File Location `~/.claude/company-context.md` — single source of truth for all C-suite skills. Do not move it. Do not create duplicates. ## References - `templates/company-context-template.md` — blank template for output - `references/interview-guide.md` — deep interview craft: probes, red flags, handling reluctant founders