How to use the Company Operating System agent skill

What is an agent skill and what does company-os make the agent do?

An agent skill is a folder of instructions that an AI agent loads when a task matches it. The company-os skill is the meta-framework for how a company runs, the connective tissue between C-suite roles.

Once installed, the agent gives structured, step-by-step guidance on operating-system topics instead of generic management advice. It covers six components that any effective operating system has: an accountability chart, a scorecard, a meeting pulse, issue resolution, rocks (90-day priorities) and a communication cadence.

• Helps select a framework: EOS, Scaling Up, OKR-native, Holacracy or a custom hybrid
• Designs an accountability chart with one owner per function
• Sets a weekly scorecard of 5 to 15 metrics, each with an owner and a numeric target
• Lays out a fixed meeting rhythm, including a weekly L10-style leadership sync
• Runs issues through an Identify, Discuss, Solve (IDS) routine
• Sets 3 to 7 binary 90-day rocks per person

Install the company-os skill

Download the ZIP for the skill from the directory page and unzip it. The skill is a folder containing SKILL.md plus two reference files: references/implementation-guide.md and references/os-comparison.md.

Put the unzipped folder in one of two places. For a personal install, use ~/.claude/skills/. For a single project, use the .claude/skills/ folder inside that project.

Alternatively, you can upload the ZIP in the Claude apps under Settings → Capabilities → Skills.

• Personal install: ~/.claude/skills/
• Project install: .claude/skills/ inside your project folder
• Claude apps: Settings → Capabilities → Skills, then upload the ZIP

How do you trigger the skill with natural requests?

You don't need a special command. Describe what you are trying to do in plain language. The skill's description covers requests about setting up company operations, selecting a management framework, designing meeting rhythms, building accountability systems, implementing OKRs and quarterly planning. It also responds when you mention terms like EOS, Scaling Up, operating system, L10 meetings, rocks, scorecard, accountability chart or quarterly planning.

• "We're 30 people and our weekly meetings feel pointless. Help me fix our meeting rhythm."
• "Compare EOS, Scaling Up and OKRs for a 40-person software company."
• "Help me build an accountability chart for our leadership team."
• "Draft 90-day rocks for each of our department heads."
• "Design a weekly scorecard with owners and targets for our sales and product teams."

What output should you expect?

The skill is written guidance for the agent. It does not track metrics or run meetings for you. Expect the agent to ask about your size and situation, then produce structured artefacts such as a function-by-owner chart, a scorecard table with owner, target, actual and status columns, a fixed meeting agenda or a list of rocks written as binary outcomes.

The skill's own rules shape the output. Ownership is single-person, not shared. Scorecards use red, yellow and green status rather than paragraphs. Rocks are done or not done, with no partial percentages.

Choose an operating system with the comparison guide

The skill includes a quick selection guide. A 10 to 250 person, founder-led company with operational chaos is pointed toward EOS. A growth company that needs a rigorous strategy cascade is pointed toward Scaling Up. A tech company with an engineering culture and hypothesis-driven work is pointed toward OKR-native. A decentralized, flat organization is pointed toward Holacracy, and the source notes this is only if you are patient. If none of these fit, a custom hybrid is suggested.

The reference file references/os-comparison.md has the side-by-side detail, including each framework's origin, typical implementation time and cost range.

• EOS: 10–250 person, founder-led, operational chaos
• Scaling Up: ambitious growth company needing a strategy cascade
• OKR-native: tech company, engineering culture, hypothesis-driven
• Holacracy: decentralized, flat, high autonomy (only if you're patient)
• Custom hybrid: none of the above quite fit

Follow the 90-day implementation guide

Do not roll out the whole system in week one. The implementation guide in references/implementation-guide.md recommends building incrementally so the team sees wins before adding complexity. It begins with leadership alignment, a current-state audit and naming one operating-system owner, then moves to the accountability chart and scorecard in weeks 1 and 2.

Ask the agent to walk you through the guide phase by phase. This keeps each change small enough to stick.

• Confirm every leadership team member commits to running the system
• Audit which meetings exist today and which can be replaced
• Assign one OS owner, usually the COO or CEO at smaller companies
• Start with the accountability chart and scorecard in weeks 1 and 2

Safety notes: scripts and network access

The skill's metadata lists no requirements, runs no scripts and uses no network access. It consists of written instructions and reference files. You can review SKILL.md and the two reference files before installing, since they are plain text.

Because the skill is guidance, the agent's output is only as good as the facts you give it. Check figures such as targets and costs against your own records and sources.

• Requires: nothing listed
• Runs scripts: no
• Uses network: no
• Licence: MIT

Limits: what this skill does not cover

The skill gives general management frameworks, not professional guidance. Companies that need legal, HR or financial advice should consult qualified professionals. It is also not a software tool, so do not expect it to connect to your dashboards or track rocks automatically.

• Not legal, HR or financial advice
• Not a ready-made software tool or metrics tracker