Compensation

Offers, compensation framing, and negotiation planning. Use when evaluating offers or raises.

Security Scan

This is an instruction-only negotiation/compensation guidance skill that asks for no credentials, installs nothing, and its runtime instructions are consistent with its described purpose.

Purpose & Capability

Name, description, and detailed workflow all align: the skill provides staged negotiation and compensation planning guidance and does not request unrelated capabilities or secrets.

Instruction Scope

SKILL.md contains only procedural guidance (questions to ask, stages, checklists). It does not instruct the agent to read files, access environment variables, phone home, or transmit data to third parties beyond normal agent behavior.

Install Mechanism

No install spec and no code files — instruction-only skills pose minimal installation risk because nothing is written to disk or downloaded.

Credentials

No environment variables, credentials, or config paths are requested; the level of requested access is minimal and appropriate for the stated purpose.

Persistence & Privilege

always:false (default) and autonomous invocation is allowed (platform default). The skill does not request persistent or elevated privileges, nor does it modify other skills or system-wide settings.

Assessment

This skill appears low-risk and consistent with its stated purpose. Before using it: (1) remember it's guidance, not legal or tax advice; (2) avoid pasting employer-identifying confidential documents or sensitive personal identifiers unless you intend them to be processed by the agent; (3) ask the agent for sources when it provides market numbers or salary ranges (to avoid relying on hallucinated figures); and (4) if you prefer the skill not be invoked autonomously, disable or restrict skill permissions in your agent settings. Overall safe to use for structured negotiation planning, but verify critical recommendations independently.

Structured guidance for offers, pay, and negotiation (not legal or tax advice): confirm triggers, propose the stages below, and adapt if the user wants a lighter pass.

When to Offer This Workflow

Trigger conditions:

• User mentions negotiation, offers, raises, compensation, or closely related work
• They want a structured workflow rather than ad-hoc tips
• They are preparing a review, rollout, or stakeholder communication

Initial offer: Explain the four stages briefly and ask whether to follow this workflow or work freeform. If they decline, continue in their preferred style.

Workflow Stages

Stage 1: Clarify context & goals

Anchor on market context and priorities. Ask what success looks like, constraints, and what must not break. Capture unknowns early.

Stage 2: Design or plan the approach

Translate goals into a concrete plan around total comp components. Compare alternatives and explicit trade-offs; avoid implicit assumptions.

Stage 3: Implement, validate, and harden

Execute with verification loops tied to negotiation script and BATNA. Prefer small steps, measurable checks, and rollback points where risk is high.

Stage 4: Operate, communicate, and iterate

Close the loop with written follow-ups: monitoring, documentation, stakeholder updates, and lessons learned for the next cycle.

Checklist Before Completion

• Goals and constraints are explicit for compensation discussions
• Risks and trade-offs are stated, not hand-waved
• Verification steps match the change’s impact (tests, canary, peer review)
• Operational follow-through is covered (monitoring, docs, owners)

Tips for Effective Guidance

• Be procedural: stage-by-stage, with clear exit criteria
• Ask for missing context (environment, scale, deadlines) before prescribing
• Prefer checklists and concrete examples over generic platitudes
• If the user declines the workflow, switch to freeform help without lecturing

Handling Deviations

• If the user wants to skip a stage: confirm and continue with what they need.
• If context is missing: ask targeted questions before strong recommendations.
• Prefer concrete examples, trade-offs, and verification steps over generic advice.

Quality Bar

• Each recommendation should be actionable (what to do next).
• Call out failure modes relevant to compensation talks (relationship risk, miscommunication, or unrealistic asks).
• Keep tone direct and respectful of the user’s time.