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Company Os

  • 97 installs
  • 451 repo stars
  • Updated July 21, 2026
  • borghei/claude-skills

Company OS is a Claude skill that helps select and set up a company operating system covering accountability charts, scorecards, meeting cadence, issue resolution, and quarterly rocks.

About

Company OS is a meta-framework for how a company runs, connecting C-suite roles through operating-system selection, accountability charts, weekly scorecards, meeting-pulse design, IDS issue resolution, 90-day rocks, and communication cadence. A founder or operator uses it when setting up company operations, choosing a management framework like EOS or Scaling Up, or designing meeting rhythms. It provides decision trees, comparison matrices, and workshop protocols.

  • Selects a company operating system (EOS, Scaling Up, OKR-native, Holacracy) via a size-based decision tree
  • Builds accountability charts, weekly scorecards, meeting-pulse rhythms, and IDS issue resolution
  • Covers 90-day rocks and communication cadence for company operations

Company Os by the numbers

  • 97 all-time installs (skills.sh)
  • Ranked #1,376 of 3,282 Productivity & Planning skills by installs in the Skillselion catalog
  • Data as of Aug 5, 2026 (Skillselion catalog sync)
At a glance

company-os capabilities & compatibility

Capabilities
okr planning · meeting cadence · accountability chart · scorecard design
Use cases
planning · project management
Pricing
Free
From the docs

What company-os says it does

The operating system is the collection of tools, rhythms, and agreements that determine how the company functions.
SKILL.md
5-15 metrics maximum | More than 15 = nothing gets attention
SKILL.md
Not an org chart. An accountability chart answers: "Who owns this outcome?"
SKILL.md
npx skills add https://github.com/borghei/claude-skills --skill company-os

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Listed on Skillselion
Installs97
repo stars451
Last updatedJuly 21, 2026
Repositoryborghei/claude-skills

What it does

Choose and set up a company operating system with accountability charts, scorecards, and meeting cadence.

Who is it for?

Founders and operators setting up company operating rhythms and management frameworks

Skip if: Product feature work or writing code

When should I use this skill?

Setting up company operations, selecting a management framework, or designing meeting rhythms

What you get

Makes the operating system explicit with a chosen framework, accountability chart, scorecard, and meeting pulse.

  • operating-system selection
  • accountability chart
  • weekly scorecard

By the numbers

  • Compares 4 frameworks: EOS, Scaling Up, OKR-Native, Holacracy
  • Recommends 5-15 scorecard metrics maximum
  • Defines six core operating-system components

Files

SKILL.mdMarkdownGitHub ↗

Company Operating System

The operating system is the collection of tools, rhythms, and agreements that determine how the company functions. Every company has one -- most just do not know what it is. Making it explicit makes it improvable.

Keywords

operating system, EOS, Entrepreneurial Operating System, Scaling Up, Rockefeller Habits, OKR, Holacracy, L10 meeting, rocks, scorecard, accountability chart, issues list, IDS, meeting pulse, quarterly planning, weekly scorecard, management framework, company rhythm, traction, annual planning, communication cadence

---

Operating System Selection

Decision Tree

START: "Which operating system?"
  |
  v
[Company size?]
  |
  +-- 10-50 people
  |     |
  |     v
  |   [Is the founder operational or visionary?]
  |     |
  |     +-- Operational --> EOS / Traction (structured, simple)
  |     +-- Visionary --> Scaling Up (ambitious, strategy-heavy)
  |
  +-- 50-200 people
  |     |
  |     v
  |   [Engineering-led or sales-led?]
  |     |
  |     +-- Engineering-led --> OKR-native (hypothesis-driven)
  |     +-- Sales-led --> Scaling Up or EOS (execution-focused)
  |
  +-- 200+ people
  |     |
  |     v
  |   [High autonomy or high alignment needed?]
  |     |
  |     +-- High autonomy --> Holacracy (only if patient)
  |     +-- High alignment --> Custom hybrid (best of EOS + OKR)
  |
  +-- Not sure --> Start with EOS. It is the simplest to implement.

Framework Comparison Matrix

FeatureEOSScaling UpOKR-NativeHolacracy
ComplexityLowMediumMediumHigh
Implementation time30-90 days90-180 days60-120 days6-12 months
Best company size10-25050-50020-50050-300
Goal frameworkRocks (binary)OKRs + PrioritiesOKRs (graded)Roles + accountabilities
Meeting cadenceWeekly L10Daily huddle + weeklyWeekly + quarterlyGovernance + tactical
Issue resolutionIDSKeep/Kill/CombineRetrospectiveGovernance process
AccountabilityAccountability chartFunction accountabilityOKR ownershipRole-based
ScorecardWeekly numbersWeekly KPIsQuarterly KRsMetrics per role
StrengthsSimple, fast to implementRigorous, strategy-heavyFlexible, tech-friendlyDistributed authority
WeaknessesCan feel rigidComplex, requires disciplineCan drift without structureSteep learning curve

---

The Six Core Components

Every effective operating system has these six, regardless of framework:

Component 1: Accountability Chart

Not an org chart. An accountability chart answers: "Who owns this outcome?"

Design Principles
PrincipleImplementation
Single ownershipOne person owns each function. Multiple may work in it.
Explicit gapsFunctions nobody owns are identified and assigned.
No overlapIf two people think they own it, neither does. Resolve immediately.
Stage-appropriateOne person can own multiple seats early. Be explicit about it.
Quarterly reviewOwnership shifts as company grows. Review every quarter.
Accountability Chart Template
CEO
  |
  +-- Revenue (CRO/VP Sales)
  |     +-- Inbound pipeline
  |     +-- Outbound pipeline
  |     +-- Customer success
  |
  +-- Product & Engineering (CTO/CPO)
  |     +-- Product roadmap
  |     +-- Engineering delivery
  |     +-- Technical operations
  |
  +-- Operations (COO)
  |     +-- Finance & legal
  |     +-- People operations
  |     +-- Business operations
  |
  +-- Marketing (CMO/VP Marketing)
        +-- Demand generation
        +-- Brand & content
        +-- Product marketing
Workshop Protocol (2 hours)
Step 1: List all functions the company performs (30 min)
Step 2: Assign ONE owner per function (30 min)
Step 3: Identify gaps (functions nobody owns) (15 min)
Step 4: Identify overlaps (2+ people claiming ownership) (15 min)
Step 5: Resolve gaps and overlaps (20 min)
Step 6: Publish and communicate (10 min)

Component 2: Scorecard

Weekly metrics that tell you if the company is on track. Not monthly. Not quarterly. Weekly.

Scorecard Rules
RuleRationale
5-15 metrics maximumMore than 15 = nothing gets attention
Each metric has an ownerOwnership drives accountability
Each metric has a weekly targetNot a range -- a specific number
Red/Yellow/Green statusNot paragraphs -- traffic lights
Only Red metrics get discussionGreen = no discussion needed in meeting
Example Scorecard
MetricOwnerTargetWeekStatus
New MRRCRO$50K$43K[R]
Logo churnCS Lead< 1%0.8%[G]
Active usersCPO2,0002,150[G]
DeploymentsCTO3/week3[G]
Critical bugs openCTO02[R]
RunwayCFO> 18mo16mo[Y]
Offer acceptanceCHRO> 85%90%[G]

Component 3: Meeting Pulse

Full Meeting Rhythm
MeetingFrequencyDurationWhoPurpose
Daily standupDaily15 minEach teamBlockers only
L10 / Leadership syncWeekly90 minLeadership teamScorecard + issues
Department reviewMonthly60 minDept + leadershipDeep dive on dept metrics
Quarterly planningQuarterly1-2 daysLeadershipSet rocks, review strategy
Annual planningAnnual2-3 daysLeadership1-year + 3-year vision
L10 Meeting Agenda (Weekly Leadership)
SegmentDurationActivity
Good news5 minPersonal + business wins
Scorecard review5 minFlag red items only
Rock review5 minOn/off track for each rock
Customer/employee headlines5 minNotable events
Issues list (IDS)60 minIdentify, Discuss, Solve
To-dos review5 minLast week's commitments: done or not?
Conclude5 minRate meeting 1-10, what would make it 10 next time

Component 4: Issue Resolution (IDS)

Maximum 15 minutes per issue. This is the core problem-solving loop.

IDENTIFY: What is the actual issue? (One sentence, root cause, not symptom)
  |
DISCUSS: Relevant facts + perspectives. Time-boxed.
  |       When discussion starts repeating, STOP.
  |
SOLVE: One owner. One action. One due date. Written down.
IDS Anti-Patterns
Anti-PatternWhy It FailsFix
"Let's take this offline"Things taken offline rarely get resolvedSolve it now or put it on next week's list
Discussing without decidingGreat discussion, no action item = wastedEvery discussion must end with a decision
Revisiting decided issuesUndermines the systemOnce solved, off the list. Reopen only with new data.
Issue on list 3+ meetingsEither not real or too scary to addressForce it: address this week or remove it
Multiple issues conflatedImpossible to solve a bundled problemOne issue per entry. Separate if needed.

Component 5: Rocks (90-Day Priorities)

Rock Rules
RuleRationale
3-7 per person maximumMore than 7 = none get done
3-7 company-level rocksShared leadership priorities
Binary status: done or not doneNo "60% complete"
Set at quarterly planningReviewed weekly (on/off track)
Not a to-do listRocks take 90 days of sustained work
Good vs. Bad Rocks
Bad RockWhyGood Rock
"Improve sales process"Not measurable or specific"Implement CRM with pipeline stages and reporting by Mar 31"
"Hire more engineers"No target, no deadline"Hire 3 senior engineers with offers accepted by Apr 15"
"Reduce churn"No target"Reduce monthly logo churn from 3% to 1.5% by end of Q2"
"Get better at communication"Not observable"Ship weekly company update every Friday for 12 weeks"

Component 6: Communication Cadence

AudienceWhatWhenFormat
All employeesCompany updateMonthlyWritten + Q&A
All employeesQuarterly results + prioritiesQuarterlyAll-hands meeting
Leadership teamScorecardWeeklyDashboard
BoardCompany performanceMonthly or quarterlyBoard memo/deck
InvestorsKey metrics + narrativeMonthly or quarterlyInvestor update
CustomersProduct updatesPer releaseRelease notes

Default rule: If deciding whether to share internally, share it. Under-communication always costs more than over-communication.

---

Implementation Roadmap

30-Day Quick Start

WeekActivityTime Investment
1Build accountability chart2-hour workshop
2Define 5-10 weekly scorecard metrics1-hour alignment session
3Start weekly L10 meeting90 min/week (ongoing)
4Set first round of 90-day rocksHalf-day planning session

These four alone improve coordination more than most companies achieve in a year.

90-Day Full Implementation

MonthFocusDeliverables
1FoundationAccountability chart, scorecard, L10 meetings
2DepthRocks defined, issues list active, daily standups
3CadenceFull meeting rhythm, communication cadence, first quarterly review

---

Common Failure Modes

FailureSymptomFix
Partial implementation"We do OKRs but skip check-ins"Half an OS is worse than none. Commit to the full system.
Meeting fatigueAdded rhythm on top of existing meetingsReplace meetings, do not add them
Metric overload30 KPIs because "they all matter"Start with 5. Add only when cadence is established.
Rock inflation12 rocks per personHard limit: 7 per person, 7 for the company.
Leader non-complianceLeadership skips L10 or ignores IDSThe OS mirrors leadership respect. Leaders go first.
No quarterly reviewAnnual goals checked at year-endQuarterly is the minimum review cycle.
Scorecard without targetsTracking numbers without thresholdsEvery metric needs a target to be actionable.

---

Red Flags

  • Five team leads give different answers when asked "What are the top 3 company priorities?" -- alignment failure
  • Same issue on the issues list for 4+ weeks -- avoidance or structural problem
  • No weekly scorecard exists -- flying blind
  • Rocks set but never reviewed weekly -- goals without accountability
  • Accountability chart has not been updated in 6+ months -- reality has drifted
  • Meetings consistently end without decisions -- meeting design problem
  • Communication is all top-down, never bottom-up -- feedback loop broken

---

Integration with C-Suite

RoleOS Dependency
CEO (ceo-advisor)Sets vision that feeds 1-year plan and rocks
COO (coo-advisor)Owns meeting pulse and issue resolution cadence
CFO (cfo-advisor)Owns financial metrics in the scorecard
CTO (cto-advisor)Owns engineering rocks and tech scorecard metrics
CHRO (chro-advisor)Owns people metrics (attrition, hiring velocity)
Culture Architect (culture-architect)Culture rituals integrate into meeting pulse
Strategic Alignment (strategic-alignment)Validates team rocks cascade from company rocks
Change Management (change-management)New OS rollout follows ADKAR model

---

Output Artifacts

RequestDeliverable
"Set up our operating system"Framework recommendation + 30-day implementation plan
"Design our meeting cadence"Full meeting rhythm with agendas and owners
"Build our scorecard"5-15 metrics with owners, targets, and thresholds
"Help with quarterly planning"Planning session agenda + rock-setting framework
"Fix our accountability"Accountability chart workshop + gap/overlap analysis
"We keep discussing the same issues"IDS training + issues list audit

---

Tool Reference

scorecard_builder.py

Builds and tracks weekly company scorecards with RAG status, trend analysis, and IDS-ready issue lists for L10 meetings.

# Run with demo data
python scripts/scorecard_builder.py

# From JSON with metrics and rocks
python scripts/scorecard_builder.py --input scorecard.json

# JSON output
python scripts/scorecard_builder.py --json

rocks_tracker.py

Tracks 90-day company and individual rocks with binary status, blocker identification, and owner accountability.

# Run with demo data
python scripts/rocks_tracker.py

# Specify quarter
python scripts/rocks_tracker.py --quarter Q2

# From JSON
python scripts/rocks_tracker.py --input rocks.json

# JSON output
python scripts/rocks_tracker.py --json

meeting_pulse_designer.py

Designs company meeting rhythms, validates meeting load, identifies redundancies and gaps, and generates L10 agenda templates.

# Run with demo meetings
python scripts/meeting_pulse_designer.py

# Specify team size
python scripts/meeting_pulse_designer.py --team-size 50

# From JSON with current meetings
python scripts/meeting_pulse_designer.py --input meetings.json

# JSON output
python scripts/meeting_pulse_designer.py --json

---

Troubleshooting

ProblemLikely CauseFix
Five team leads give different answers about top 3 prioritiesAlignment failure -- rocks not cascaded or not reviewed weeklyRe-run quarterly planning; review rocks weekly in L10; publish company priorities visibly
Same issue on the issues list for 4+ weeksAvoidance or structural problem too scary to addressForce it: address this week or permanently remove; escalate if needed
Scorecard has 30+ KPIsMetric overload -- nothing gets attentionCut to 5-10 metrics. Only the ones that tell you if the company is on track.
Rocks set but never reviewedGoals without accountability; L10 meeting not happeningWeekly L10 is non-negotiable; 5 minutes on rocks review every week
Leadership team skips L10 or ignores IDSLeader non-compliance destroys the OSCEO must enforce: leaders go first. If CEO skips, the OS dies.
Meetings added on top of existing meetingsMeeting fatigue from accumulationReplace meetings, don't add them. Audit meeting inventory; eliminate redundancies

---

Success Criteria

  • Weekly L10 meeting happens every week with 90%+ leadership attendance (no exceptions for 12+ consecutive weeks)
  • Scorecard reviewed weekly with red metrics discussed using IDS format (zero red metrics ignored)
  • 70%+ of quarterly rocks completed as binary done/not-done by end of quarter
  • Issues list: average issue resolved within 2 meetings (no issue lingers 4+ weeks)
  • All team leads can articulate top 3 company priorities identically (tested quarterly)
  • Meeting hours per person per week below 10 hours (measured via meeting_pulse_designer.py)
  • Accountability chart reviewed and updated quarterly with zero unowned functions

---

Scope & Limitations

In Scope: Operating system selection (EOS, Scaling Up, OKR, Holacracy), accountability charts, weekly scorecards, meeting pulse design, IDS issue resolution, 90-day rocks, communication cadence, implementation roadmap.

Out of Scope: OKR software configuration, project management tool setup, Agile/Scrum methodology, sprint planning, product backlog management, HR policy development.

Limitations: Scorecard builder calculates RAG from provided data but cannot source live metrics from business systems. Rocks tracker uses manual status updates -- it cannot automatically detect completion. Meeting pulse designer provides recommendations based on team size and meeting inventory but cannot account for company-specific cultural norms. Framework comparison is directional -- actual implementation success depends on leadership commitment.

---

Integration Points

SkillIntegration
ceo-advisorCEO sets vision that feeds 1-year plan and rocks
coo-advisorOwns meeting pulse and issue resolution cadence
cfo-advisorFinancial metrics in the weekly scorecard
cto-advisorEngineering rocks and tech scorecard metrics
chro-advisorPeople metrics (attrition, hiring velocity) in scorecard
culture-architectCulture rituals integrate into meeting pulse
strategic-alignmentValidates team rocks cascade from company rocks
change-managementNew OS rollout follows ADKAR model for adoption
chief-of-staffOrchestrates quarterly planning sessions and L10 follow-up

Related skills

FAQ

Which frameworks does it compare?

EOS, Scaling Up, OKR-Native, and Holacracy.

How many scorecard metrics does it recommend?

5 to 15 metrics maximum, each with an owner and a weekly target.

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