Total 53,944 skills, Project Management has 1959 skills
Showing 12 of 1959 skills
Use when a feature, bugfix, review, planning, implementation, verification, commit, push, or PR task needs orchestration across multiple project skills. Maestro is the entry point for full-cycle engineering work: classify the request, choose the right domain/framework skills, enforce planning/build/publish gates, and carry the task from intake to done without replacing the specialized skills it coordinates.
Break a large GitHub issue into independent, mergeable sub-issues with clear scope and acceptance criteria. Use when user says 'split this issue', 'break this down', 'this issue is too big', 'splice this epic', 'create sub-issues', or 'decompose this task'. Do NOT use for planning implementation steps within a single issue (use plan-issue) or for creating a fresh issue from scratch.
Use when evaluating ideas in voting phase. Be aggressive - score misaligned or poor ideas low enough to veto, score weak proposals below approval, score strong aligned ideas high. First check directive, then vote.
Use when a Nexus project is ready and needs work breakdown into self-contained, time-boxed tasks for contributors. Combines planning research with immediate task creation.
Communicate effectively with stakeholders across functions and seniority levels. Use this skill when writing status updates, preparing executive reviews, sharing technical decisions with non-technical audiences, managing up, communicating bad news, or designing the communication cadence for a project. Triggers on stakeholder update, status report, executive summary, exec review, manage up, communicate bad news, project comms, status meeting, weekly update. Also triggers when a project is going off track and the team needs to communicate it.
Validate review completeness for one task in review and finalize the Nexus decision when probe next routes validate_reviews.
Execute the currently claimed task end-to-end and move it to review with verifiable output.
People leadership for scaling companies. Hiring strategy, compensation design, org structure, culture, and retention. Use when building hiring plans, designing comp frameworks, restructuring teams, managing performance, building culture, or when user mentions CHRO, HR, people strategy, talent, headcount, compensation, org design, retention, or performance management.
Create implementation task plans in `_/local-plans/<plan-name>.md`. First investigate the codebase using the Explore Agent, then document it in verifiable granularity and parallel-executable units, following the standard format (Background & Purpose, Current Status, Design, File Structure Tree, Implementation Steps, Verification Methods) that can be validated by the plan-verifier Agent. Used for requests like "Make a plan", "Design", "Task decomposition", "Think about implementation approach". plan, planning, design, implementation plan, task decomposition, create-plan
Generates reports by aggregating project progress by status, priority, and size. A read-only skill that outputs completion rates and breakdowns of incomplete items by priority in tabular format. Use with commands like "Show progress", "Project report", "What's the completion rate?", "Number of items by status".
Break a spec, brief, issue tracker item, or user request into a portable task list that can be reviewed, copied into an issue tracker, or delegated independently.
Equips engineering managers with persuasion techniques and positioning strategies for getting things done without direct authority — produces tactical methods (Nemawashi, Decoy Pricing, Reverse Psychology, LMDTFY, Engineered Serendipity), conversation techniques for disarming resistance (Label the Concern, Get to "That's Right"), a headcount argument framework, and a three-level visibility/trust model. Use when the user says "how do I convince," "persuade," "get buy-in," "stakeholder management," "influence without authority," "get approval," "calibration," "nobody takes me seriously," "how do I get headcount," or "organizational politics." Do NOT use when the issue is the user's relationship with their own manager (use managing-up).