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.
npx skills add ace3000chao/book2startup --skill onboarding-culture-immersiongit clone --depth 1 https://github.com/ace3000chao/book2startupWrote 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/skills/ace3000chao/book2startup/onboarding-culture-immersion)<a href="https://agentmods.dev/skills/ace3000chao/book2startup/onboarding-culture-immersion"><img src="https://agentmods.dev/badge/skills/ace3000chao/book2startup/onboarding-culture-immersion/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/skills/ace3000chao/book2startup/onboarding-culture-immersion"><img src="https://agentmods.dev/badge/skills/ace3000chao/book2startup/onboarding-culture-immersion.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 | $0.00090 | $0.01922 |
| Opus 5 | $0.00045 | $0.00961 |
| Sonnet 5 | $0.00018 | $0.00384 |
| Haiku 4.5 | $0.00009 | $0.00192 |
Grade A, and why
onboarding-culture-immersion 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 — 133 lines — stays where its author put it; the contents beside it link to each section on GitHub.
Onboarding Culture Immersion
R — 原文 (Reading)
"A proper onboarding process makes new hires feel welcome and integrates them more quickly into the culture. Design the process around the teaching of your Values and Purpose."
— Verne Harnish, Scaling Up, 第5章
I — 方法论骨架 (Interpretation)
Scaling Up 的核心洞察：文化灌输从入职第一天就开始，而不是入职几周后才开始。新员工在前30天的心智处于"高度可塑期"——他们会自然地吸收环境中的信号，无论是真实的价值观还是混乱的信号。
很多公司的入职流程是：前三天签合同、拿电脑、听HR念PPT，然后丢给部门自己看着办。这种入职的结果是：文化实际上是由"谁手把手教他"来定义的，而非由公司的Core Values来定义。
正确的做法是：用公司的Purpose和Core Values来组织整个入职体验。让新员工从第一天起就在体验文化，而不只是听到文化。
形式上：入职培训占比 = 价值观讲解30% + 业务熟悉40% + 导师配对30%。内容上：不是填鸭式的价值观PPT，而是让新员工在第一周就真实参与体现价值观的业务场景。
A1 — 书中的应用 (Past Application)
案例 1: Zappos的"价值观即体验"
- 问题: Zappos以客户服务文化著称，但快速扩张导致新员工在第一周流失率偏高（他们称之为"坏文化适应"）。
- 方法论的使用: 将入职体验重新设计：第一个月不是学产品知识，而是跟随客服代表真实接听电话——在第一周就体验"以客户为中心"意味着什么。同时为每位新员工配对一位"Culture Buddy"（非直属上司的文化伙伴）。
- 结论: 价值观不是背下来的，是体验出来的。
- 结果: 第一周流失率从24%下降到5%，六个月留存率从65%提升到85%。
案例 2: 某连锁餐饮的新店长入职重塑
- 问题: 新店长往往在前三个月因为"理想与现实差距太大"而离职或表现不佳。
- 方法论的使用: 将入职流程从"总部培训两周"改为"第一周在标杆门店跟班真实体验"，让新店长从第一天就看到文化是怎么落地的。同时创始人/高管在入职第一周亲自做"使命愿景价值观"的非正式分享。
- 结论: 让新店长在入职前就见过真实的文化，而不是被精心包装的PPT。
- 结果: 新店长三个月留存率从52%提升到79%，首次评分提前两个月达标。
A2 — 触发场景 (Future Trigger) ★
用户会在什么情境下需要这个 skill?
- 新员工试用期流失率偏高时：用户说"新招的人试用期还没过就走了"或"感觉融入不了"。
- 文化稀释担忧时：从30人扩到100人的过程中，担心文化被稀释。
- 入职体系设计或优化时：在思考要不要做入职培训，或者现有入职流程只是走形式。
- 核心价值观无法落地时：公司墙上贴着Core Values，但新员工的行为方式和价值观不匹配。
- 讨论导师制或Buddy制时：在设计新员工的归属感和融入机制。
语言信号 (用户的话里出现这些就应激活)
- "入职……"
- "新员工……"
- "文化……"
- "价值观落地……"
- "试用期……"
- "留不住……"
与相邻 skill 的区分
- 与
HR Systems Align Values的区别：HR系统对齐是顶层设计，覆盖招聘/绩效/奖励/入职全系统；这个skill是入职这一个环节的具体操作方法。 - 与
First-Rate Talent Needs Coach的区别：教练是一对一深度成长关系，入职 immersion是全员覆盖的文化落地机制——一个针对A类高潜，一个针对全员。
E — 可执行步骤 (Execution)
当 skill 被激活后，agent 应按以下步骤执行:
- 审计当前入职体验的"文化信号"
- 列出新员工入职第一周的完整日程（每个小时在做什么）
- 问：这个日程传递了什么文化信号？是真的在传递Core Values，还是只是在走行政流程？
- 完成标准：识别出当前入职体验中"与价值观对齐"和"与价值观矛盾"的具体环节
What ships with it
1 file beside SKILL.md in the same directory: the scripts, references and assets a skill reads on demand. Not counted in the per-session cost; read them before you install if any of them is executable.
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 · 133 lines · 90 tokens per session scan A 29217ba3ca06
onboarding-culture-immersion is a skill published in the GitHub repository ace3000chao/book2startup (80 stars, last pushed 4mo ago), licensed MIT. It adds 90 tokens to every session and 1,922 once invoked, about $0.0005 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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