Getting it into your agent
One page per mod, every tool's command on it. A separate URL per tool would split the same page into five that compete with each other.
git clone --depth 1 https://github.com/abinauv/business-consultingWrote this? Show the measurements
A badge with what this costs and how it scanned, read live from this page, so it follows the numbers instead of freezing them. Markdown for a README, HTML for a documentation site or a project page.
[](https://agentmods.dev/commands/abinauv/business-consulting/talent-assessment)<a href="https://agentmods.dev/commands/abinauv/business-consulting/talent-assessment"><img src="https://agentmods.dev/badge/commands/abinauv/business-consulting/talent-assessment/github.svg" alt="Measured on agentmods" height="20"></a>Or the 80×15 button, for a site that already has a row of RSS and ATOM ones. Only the verdict fits; the numbers stay here.
<a href="https://agentmods.dev/commands/abinauv/business-consulting/talent-assessment"><img src="https://agentmods.dev/badge/commands/abinauv/business-consulting/talent-assessment.svg" alt="Reviewed on agentmods" width="80" height="20"></a>What it costs to keep this loaded
Counted locally with the o200k_base tokenizer, which is exact for GPT models; Claude uses its own tokenizer and its counts differ. Treat this as one consistent yardstick across the catalogue rather than a bill. Prices are per million input tokens.
| Model | Per session | Once invoked |
|---|---|---|
| Fable 5.1 | $0.00014 | $0.00472 |
| Opus 5 | $0.00007 | $0.00236 |
| Sonnet 5 | $0.00003 | $0.00094 |
| Haiku 4.5 | $0.00001 | $0.00047 |
Grade A, and why
talent-assessment scanned grade A with 0 findings against 26 rules in 11 categories — prompt injection, anti-refusal, data exfiltration, privilege escalation, supply chain, agent snooping, system-prompt leakage, SSRF and excessive agency — measured 12d ago.
A static scan of the body, not an audit. Every finding is printed with the line that produced it so you can judge whether it matters here. A mod is markdown that instructs an agent; that is exactly why what it instructs is worth reading.
Nothing flagged
None of the 26 patterns this scan looks for appear in this file: no shell pipes, no recursive deletes, no credential paths, no hidden text, no instruction-override or anti-refusal phrasing, no agent-config snooping. That is not a guarantee, it is the absence of the things that are checkable.
How it starts
The opening of the file, as written. The whole thing — 36 lines — stays where its author put it; the contents beside it link to each section on GitHub.
Talent Strategy Assessment
Use the business-consulting:talent-strategy skill to deliver a comprehensive talent strategy assessment.
Analysis Steps
-
Workforce Composition Analysis — Profile the current workforce by function, level, tenure, location, and demographics. Identify critical roles and single points of failure.
-
Strategic Workforce Plan — Forecast workforce demand based on business strategy (growth plans, new capabilities, transformation initiatives). Compare to current supply. Identify quantity and quality gaps:
Role/Skill Current Supply Future Demand (12 mo) Gap Action Required -
Skills Gap Analysis — Map current capabilities vs. future needs. Score skills on criticality (must-have vs. nice-to-have) and current proficiency. Prioritize gaps by business impact.
-
Compensation Benchmarking — Benchmark total compensation (base + bonus + equity + benefits) against market for critical roles. Identify where the company is below market and the risk that creates.
-
Retention Risk Assessment — Identify high-risk populations (flight risk × impact of loss). Calculate cost of turnover for critical roles. Design targeted retention strategies.
-
Succession Planning — Identify the top 10 critical roles. Assess bench strength (ready now, ready in 1–2 years, no successor). Flag roles with no succession plan.
-
Talent Acquisition Effectiveness — Evaluate hiring process (time-to-fill, cost-per-hire, quality of hire, offer acceptance rate). Identify bottlenecks and improvement opportunities.
-
Talent Strategy Roadmap — Prioritize initiatives across: hire, develop, retain, restructure. Include quick wins (0–90 days) and strategic initiatives (3–12 months) with investment requirements.
Output Requirements
- Use tables for workforce gaps, compensation benchmarks, and succession plans
- Quantify: headcount gaps, compensation gaps to market, cost of turnover, investment required
- Include a risk heat map for retention (flight risk × impact)
- End with top 5 talent priorities and a 90-day action plan
What this file has done since we first saw it
Hashed on every crawl. A supply-chain change to an agent config is a question of when, not whether, so the history is kept rather than the latest state alone.
- 12d ago First seen · 36 lines · 14 tokens per session scan A 07295a8d2aee
talent-assessment is a command published in the GitHub repository abinauv/business-consulting (28 stars, last pushed 6mo ago), licensed MIT. It adds 14 tokens to every session and 472 once invoked, about $0.0001 per session on Opus 5. A static security scan graded it A with 0 findings. No closer match exists in the catalogue, so it is treated as the original; first seen 2026-08-30.
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