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hire-the-circle

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更新日2026年7月2日 09:03

Turn growth-team values into working artifacts — role scorecards, interview kits with listen-fors — and map which rings of the growth circle run on agents versus humans, with explicit approval boundaries. Use when hiring a first growth person, when staffing growth work across a human/agent team, when a growth hire is failing and nobody can say why, or when deciding what an autonomous agent may and may not do to users.

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zakelfassi/skdd-commons

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Hire the Circle

Values into scorecards, scorecards into interviews, and the circle's rings staffed across humans and agents — with the two non-delegables in writing.

Gate

None — team design is legitimate at any stage. But the output lands in GROWTH.md ## Team, so create the file from the template if absent.

Inputs

GROWTH.md (what work the rings currently demand), current team and agent inventory, and the role being hired or the lane being delegated.

The traits (score evidence, not vibes)

Horsepower — can actually do the analysis, not just commission it.
Purpose over pressure — won't buckle into short-term optimization.
Competitive, idea-brutal, person-respectful — attacks the claim, never the colleague.
Quality bar near perfectionism — a win of 10 basis points asks for 20.
Courage to reset — can take something working and say "not here, start again."
Integrity under score pressure — reports the failed experiment plainly.
Hires better than themselves — and isn't threatened when it works.
Value over perception — builds the real thing rather than the narrative of the thing. The trait the whole system stands on.

Steps

Write the scorecard. Per trait: what evidence looks like in this candidate's history (a busted-belief story with the data; a metric they retired; a hire who outgrew them). One trait = one story minimum.
Build the interview kit. Questions that elicit stories, with listen-fors and red flags. Red flags worth naming: metric talk with no user in the sentence; wins narrated without luck acknowledged; contempt for "boring" experiments; K-factor enthusiasm before retention exists.
Map the rings. For each ring, assign: owner, operators, and boundary. Agents excel at the monotony — instrumentation, lore queries, loop bookkeeping, ledger hygiene, probe suites. Humans hold judgment calls: keystone succession, context-reset verdicts, publication.
Write the two non-delegables. The alienation test and consent decisions never go to agents, regardless of capability. Every autonomous lane gets: a ledger it writes to, attribution on every entry, and a named human veto. Ambiguity here is where spam machines are born.
Record. Scorecard, kit, and ring map to GROWTH.md ## Team, dated. Revisit the map when the team or the model generation changes.

Conventions

Culture-capability conflicts get flagged explicitly: a brilliant candidate who optimizes perception fails the card, and the card wins.
Score agents like hires: an agent lane earns autonomy by ledger history (clean pre-registrations, honest kills), not by model name.
The growth owner must be senior enough to engage core product strategy — growth abstracted away from product value becomes channel management.

Edge Cases

Solo founder, no hires planned. The ring map is still the deliverable: founder + agents is a team, and the non-delegables still need writing down.
A failing growth hire. Re-run the scorecard against observed behavior; the gap names the problem (often trait 8, hired on trait 1).
An agent lane wants more autonomy. Grant it ring by ring against its ledger history; never grant the non-delegables, which is what "earned autonomy" tempts you toward.

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name-the-aha

zakelfassi/skdd-commons

Interrogate a product for its core value — name the observable aha moment, measure time-to-aha, or honestly conclude there is none yet. Use when starting Growth Circle work on any repo, when someone asks "how do we grow this", when GROWTH.md is missing or its Aha section is empty, or before any activation/retention/distribution work is proposed. This is the gatekeeper skill — every other growth skill depends on its output.

2026-07-020

prove-the-value

zakelfassi/skdd-commons

Compile a product's earned, evidence-backed claims from GROWTH.md into a public VALUE.md — the proof-of-value surface that agent-mediated discovery reads — with attestation levels, expiry dates, and honest retractions. Use when creating or refreshing a VALUE.md, when marketing copy needs grounding in evidence, when preparing a product to be evaluated by assistants and their principals' agents, or when a published claim has gone stale.

2026-07-020

run-the-loop

zakelfassi/skdd-commons

Run the growth experiment cadence — propose ranked by keystone impact, pre-register before launch, evaluate by the committed rule, keep/kill without relitigating, log everything. Enforces the virality gate (get-users-to-get-users proposals are parked until activation and retention run green) and the alienation test (auto-kill anything a fully-informed user would resent). Use when the growth cadence comes due (weekly/biweekly), when someone proposes "a growth hack", or when experiment results need an honest verdict.

2026-07-020

forge-the-local-circle

zakelfassi/skdd-commons

Use SkDD to forge project-specialized adaptations of the Growth Circle skills — local skills that carry this product's keystone, event names, query paths, contexts, and cadence baked in, so future sessions (and cheaper models) run the circle without rediscovering it. Use when the generic pack has run against a project a few times and keeps re-deriving the same context, when handing growth work to scheduled or lighter-weight agents, or when a project's circle has stabilized enough to be worth freezing as skills.

2026-07-020

wind-the-clock

zakelfassi/skdd-commons

Make the growth circle self-running — schedule its recurring checks (loop cadence, keystone sunset, first-light freshness, AEO probes, trust-ledger review) using whatever scheduling primitive the current harness offers, and record every schedule in GROWTH.md so it survives harness changes. Use when the circle's gates are open but nothing recurs, when a keystone sunset or instrumentation check exists only as a date nobody watches, after run-the-loop establishes a cadence, or when growth work keeps happening "whenever someone remembers".

2026-07-020

reset-for-context

zakelfassi/skdd-commons

Detect when a playbook that works in one context is failing in another — market, language, platform, segment, or agent-mediated channel — and run the 99/1 reset protocol with native-informed deviations. Use when the same keystone reads very differently across segments, when entering a new market or platform, when metrics are flat somewhere the product "should" work, or when deciding how the product shows up in assistant recommendations.

2026-07-020

name	hire-the-circle
description	Turn growth-team values into working artifacts — role scorecards, interview kits with listen-fors — and map which rings of the growth circle run on agents versus humans, with explicit approval boundaries. Use when hiring a first growth person, when staffing growth work across a human/agent team, when a growth hire is failing and nobody can say why, or when deciding what an autonomous agent may and may not do to users.
metadata	{"pack":"2026-07-growth-circle","forged-by":"claude-fable-5","forged-from":"session-2026-07-02-growth-circle — the Growth Circle protocol (github.com/zakelfassi/growth-circle)","forged-reason":"Culture beats capability every time, because what you value is what you achieve — and in 2026 'the team' includes agents, so the values need an execution boundary, not a poster.","usage-count":"0"}

Hire the Circle

Values into scorecards, scorecards into interviews, and the circle's rings staffed across humans and agents — with the two non-delegables in writing.

Gate

None — team design is legitimate at any stage. But the output lands in GROWTH.md ## Team, so create the file from the template if absent.

Inputs

GROWTH.md (what work the rings currently demand), current team and agent inventory, and the role being hired or the lane being delegated.

The traits (score evidence, not vibes)

Horsepower — can actually do the analysis, not just commission it.
Purpose over pressure — won't buckle into short-term optimization.
Competitive, idea-brutal, person-respectful — attacks the claim, never the colleague.
Quality bar near perfectionism — a win of 10 basis points asks for 20.
Courage to reset — can take something working and say "not here, start again."
Integrity under score pressure — reports the failed experiment plainly.
Hires better than themselves — and isn't threatened when it works.
Value over perception — builds the real thing rather than the narrative of the thing. The trait the whole system stands on.

Steps

Write the scorecard. Per trait: what evidence looks like in this candidate's history (a busted-belief story with the data; a metric they retired; a hire who outgrew them). One trait = one story minimum.
Build the interview kit. Questions that elicit stories, with listen-fors and red flags. Red flags worth naming: metric talk with no user in the sentence; wins narrated without luck acknowledged; contempt for "boring" experiments; K-factor enthusiasm before retention exists.
Map the rings. For each ring, assign: owner, operators, and boundary. Agents excel at the monotony — instrumentation, lore queries, loop bookkeeping, ledger hygiene, probe suites. Humans hold judgment calls: keystone succession, context-reset verdicts, publication.
Write the two non-delegables. The alienation test and consent decisions never go to agents, regardless of capability. Every autonomous lane gets: a ledger it writes to, attribution on every entry, and a named human veto. Ambiguity here is where spam machines are born.
Record. Scorecard, kit, and ring map to GROWTH.md ## Team, dated. Revisit the map when the team or the model generation changes.

Conventions

Culture-capability conflicts get flagged explicitly: a brilliant candidate who optimizes perception fails the card, and the card wins.
Score agents like hires: an agent lane earns autonomy by ledger history (clean pre-registrations, honest kills), not by model name.
The growth owner must be senior enough to engage core product strategy — growth abstracted away from product value becomes channel management.

Edge Cases

Solo founder, no hires planned. The ring map is still the deliverable: founder + agents is a team, and the non-delegables still need writing down.
A failing growth hire. Re-run the scorecard against observed behavior; the gap names the problem (often trait 8, hired on trait 1).
An agent lane wants more autonomy. Grant it ring by ring against its ledger history; never grant the non-delegables, which is what "earned autonomy" tempts you toward.