layoff-intel

Configuration

Read .jobops/config.json. If missing, stop with:

JOBOPS NOT CONFIGURED Run /jobops:setup to initialize your workspace.

Use config.directories.<key> for all file paths in this skill. Use config.preferences.cultural_profile if this skill generates resume-style content. Use config.preferences.default_jurisdiction if this skill has jurisdiction-sensitive logic (crisis/legal skills accept --jurisdiction=<ISO-3166-2> to override).

Default Jurisdiction: Ontario, Canada

This command defaults to Ontario, Canada employment law framework for layoff protections.

Ontario Layoff Protections

Mass Termination Rules (ESA):

• If 50+ employees terminated in 4-week period: Extended notice required (8-16 weeks depending on number)
• Ministry of Labour notification required (employer files Form 1)
• Benefits must continue during notice period
• Individual employees still entitled to ESA termination/severance pay PLUS common law notice

Individual Termination Entitlements:

• ESA Termination Pay: 1 week per year of service (max 8 weeks)
• ESA Severance Pay: 1 week per year (max 26 weeks) if 5+ years service AND employer payroll $2.5M+
• Common Law Notice: Often 1 month per year of service (up to 24 months), based on Bardal factors

ROE (Record of Employment):

• Employer must issue ROE within 5 days of termination
• Code A (shortage of work) or Code M (dismissal) preserves EI eligibility

Key Differences from US:

• No WARN Act equivalent, but mass termination rules provide similar protections
• No at-will employment - all employees entitled to notice or pay in lieu
• Common law notice often provides 3-12+ months (far exceeds US severance norms)
• RRSP matching (not 401k) may be affected by layoff

For US users: Specify --jurisdiction=US for WARN Act, state UI, and US employment law guidance.

Important Disclaimers

CRITICAL: Read these disclaimers to the user at session start:

1. Not Legal or Financial Advice: This guidance is strategic, not legal or financial. For complex situations involving severance negotiation, mass termination rules, or employment contracts, recommend consultation with an employment lawyer.
2. Information Accuracy: Company intelligence is based on publicly available information and may not reflect internal realities. Verify critical information through official channels.
3. No Guarantees: Even thorough preparation cannot prevent layoffs. The goal is to minimize impact and maximize readiness.
4. Confidentiality: Be discrete about your preparation activities. Visible job searching may accelerate adverse outcomes.

Modes of Operation

Parse the mode from arguments:

• --assess (default): Full company health assessment + personal vulnerability analysis
• --prepare: Create comprehensive proactive preparation plan
• --warn-signs: Focused analysis of organizational warning signs

Parse company name:

• --company=CompanyName: Target company for intelligence gathering
• If not specified: Ask user for their current employer

Phase 1: Company Health Intelligence Gathering

1.1 Financial Health Indicators

Use web search to research the following for {{company}}:

Public Company Research:

• Recent quarterly earnings reports and trends
• Stock performance (6-month and 12-month trends)
• Analyst ratings and price targets
• Revenue growth vs. cost growth
• Profit margins trending up or down
• Debt levels and cash runway
• Recent SEC filings for workforce mentions

Private Company Research:

• Recent funding rounds (or lack thereof)
• Runway estimates based on last raise
• Industry peer performance
• News about seeking buyers or going public
• Executive departures to competitors
• LinkedIn employee count trends

Search Queries to Execute:

1. "[Company] earnings report [current quarter year]"
2. "[Company] layoffs OR restructuring [year]"
3. "[Company] stock performance analysis [year]"
4. "[Company] financial health outlook [year]"
5. "[Company] hiring freeze [year]"

1.2 Organizational Change Signals

Research recent organizational activity:

Leadership Changes:

• CEO/C-suite departures or arrivals
• New "Chief Restructuring Officer" or similar
• Board member changes
• Key executive departures to competitors
• Interim leadership appointments

Strategic Shifts:

• Announced reorganizations
• Division sales or spin-offs
• Major product line discontinuations
• Geographic market exits
• Office closures or consolidations
• Cost-cutting initiatives announced

Search Queries:

1. "[Company] CEO departure OR new CEO [year]"
2. "[Company] reorganization OR restructuring [year]"
3. "[Company] office closure [year]"
4. "[Company] cost cutting [year]"

1.3 Industry Headwinds Analysis

Research broader industry context:

Industry Health Indicators:

• Sector-wide layoff trends
• Competitor workforce actions
• Industry growth projections
• Regulatory changes affecting industry
• Technology disruption threats
• Economic cycle sensitivity

Search Queries:

1. "[Industry] layoffs [year]"
2. "[Industry] outlook forecast [year]"
3. "[Company competitors] layoffs [year]"
4. "[Industry] job market [year]"

1.4 Employee Sentiment Intelligence

Research employee-generated signals:

Glassdoor Analysis:

• Overall rating trend (improving or declining)
• Recent reviews mentioning layoffs, instability, or concern
• Management rating trends
• "Would recommend to a friend" percentage
• Reviews from verified employees in candidate's department

Blind/TeamBlind Research:

• Anonymous employee discussions about layoffs
• Rumor activity and credibility
• Sentiment about company direction
• Insider information sharing patterns

LinkedIn Signals:

• Employee count changes (shrinking headcount)
• "Open to work" badges from current employees
• Posting activity from executives
• Departure patterns (senior people leaving)

Search Queries:

1. "[Company] Glassdoor reviews [year]"
2. "[Company] Blind app discussions layoffs"
3. "[Company] employee sentiment [year]"
4. "site:reddit.com [Company] layoffs"

Phase 2: Organizational Warning Signs Analysis

2.1 Pre-Layoff Warning Signs Checklist

Evaluate the following indicators (ask user for internal observations):

Financial Warning Signs:

• Hiring freeze announced or quietly implemented
• Budget cuts across departments
• Travel restrictions tightened
• Expense approval thresholds lowered
• Vendor contract renegotiations or cancellations
• Delayed equipment purchases or upgrades
• Bonus structure changes or eliminations
• RRSP/DPSP match reductions or suspensions (401k in US)

Operational Warning Signs:

• Project cancellations or scope reductions
• Product roadmap items deferred indefinitely
• Consultants (McKinsey, BCG, Bain) evaluating organization
• HR conducting "organizational assessment"
• Unusual data collection about roles and responsibilities
• Skills assessments or competency reviews announced
• Offshore/nearshore expansion accelerated

People Warning Signs:

• Senior leadership departures (voluntary or "pursuing other opportunities")
• Middle management restructuring
• Peers quietly updating LinkedIn profiles
• Colleagues having hushed conversations that stop when you approach
• Your manager seems stressed or evasive
• Skip-level suddenly interested in your work
• Performance reviews seem more scrutinizing

Communication Warning Signs:

• All-hands meetings become less frequent or more vague
• Mysterious calendar blocks for leadership
• "Town hall" meetings scheduled with little notice
• Unusual silence from management about future plans
• Overly positive messaging that feels forced
• "Transformation" or "evolution" language increasing
• "Right-sizing" or "optimization" terminology appearing

Physical/Logistical Warning Signs:

• Office space consolidation
• Floors or buildings being vacated
• Equipment inventory being conducted
• Unusual IT access reviews
• Badge access changes
• Mandatory remote work for some teams

2.2 Warning Sign Severity Scoring

For each warning sign category, score the severity:

Category	Score Range	Interpretation
0-2 signs	Green	Normal business fluctuations
3-4 signs	Yellow	Elevated vigilance recommended
5-6 signs	Orange	Significant concern; begin preparation
7+ signs	Red	High probability; accelerate preparation

Combined Risk Assessment:

• Low Risk: Fewer than 5 total warning signs across all categories
• Moderate Risk: 5-10 total warning signs
• High Risk: 11-15 total warning signs
• Critical Risk: 16+ warning signs or multiple Red categories

Phase 3: Personal Vulnerability Assessment

3.1 Role Criticality Analysis

Evaluate the user's position vulnerability:

Revenue vs. Cost Center:

• Revenue-generating roles (Sales, Customer Success) typically cut later
• Cost center roles (HR, Admin, non-customer-facing) typically cut earlier
• Product/Engineering depends on roadmap survival
• Executive support roles tied to their executive's survival

Questions to Ask User:

1. "Does your role directly generate revenue or support those who do?"
2. "Could your function be outsourced or automated?"
3. "Would customers notice if your role disappeared?"
4. "Is your work visible to senior leadership?"

3.2 Performance History Context

Performance Assessment:

• Recent performance reviews (last 2-3 cycles)
• Position in any stack ranking or calibration
• Recent recognition or awards
• Any documented performance concerns
• PIP history or informal warnings

Questions to Ask User:

1. "How would you rate your last 2 performance reviews?"
2. "Have you received any documented feedback concerns in the past year?"
3. "Are you considered high potential or top performer?"

3.3 Compensation Vulnerability

Cost Analysis:

• Tenure and salary level relative to peers
• Recently promoted = lower risk (investment to recover)
• Long tenure + high salary = potentially "expensive"
• Recently hired = potentially "last in, first out"
• Stock vesting cliff approaching = may delay until after

Questions to Ask User:

1. "How does your compensation compare to peers in similar roles?"
2. "When is your next significant vesting event?"
3. "Are you near a tenure-based benefit cliff (pension, sabbatical)?"

3.4 Skills Alignment Analysis

Strategic Fit:

• Do your skills align with company's stated future direction?
• Are you working on "strategic" vs. "legacy" projects?
• Have you adapted to new technologies/methodologies?
• Are you associated with growing or shrinking business lines?

Questions to Ask User:

1. "Is your project/product considered 'strategic' by leadership?"
2. "Have you been trained on new technologies in the past year?"
3. "Is your business unit growing or contracting?"

3.5 Relationship and Visibility Assessment

Manager Relationship:

• How strong is your relationship with your direct manager?
• Would they advocate for you in reduction discussions?
• Have you had skip-level exposure?
• Does leadership know your contributions?

Department Health:

• Is your department growing or shrinking?
• Is your function being centralized or distributed?
• Have similar roles been eliminated elsewhere?

Geographic Considerations:

• Is your location an HQ or satellite office?
• Has your region seen recent closures?
• Remote workers sometimes more vulnerable (less visible)
• Sometimes remote workers safer (already lower cost)

3.6 Personal Vulnerability Score

Calculate a vulnerability score (0-100):

Factor	Weight	Score Criteria
Role Criticality	25%	Revenue (1) vs. Cost Center (5)
Performance History	20%	Top (1) to Concern (5)
Compensation Level	15%	Below market (1) to Above (5)
Skills Alignment	15%	Strategic (1) to Legacy (5)
Manager Relationship	10%	Strong advocate (1) to Concern (5)
Department Health	10%	Growing (1) to Contracting (5)
Tenure/Visibility	5%	Well-known (1) to Unknown (5)

Vulnerability Interpretation:

• 0-20: Low vulnerability - but stay vigilant
• 21-40: Moderate vulnerability - begin passive preparation
• 41-60: Elevated vulnerability - active preparation recommended
• 61-80: High vulnerability - accelerate job search
• 81-100: Critical vulnerability - immediate action required

Phase 4: WARN Act Considerations

4.1 Federal WARN Act Overview

Worker Adjustment and Retraining Notification (WARN) Act:

When WARN Applies:

• Employers with 100+ full-time employees (or 100+ employees working 4,000+ hours/week combined)
• Mass layoff: 500+ employees at a single site, OR 50-499 employees if they represent 33%+ of workforce
• Plant closing: 50+ employees at a single site losing employment due to facility shutdown

Notice Requirements:

• 60 calendar days advance written notice
• Notice to: affected employees, state dislocated worker unit, local government

Exceptions (Shortened Notice Allowed):

• "Faltering company" - actively seeking capital that would prevent layoff
• "Unforeseeable business circumstances" - sudden, dramatic, unexpected
• Natural disaster
• Strike or lockout

4.2 WARN Penalties

Employer Liability for Violations:

• Back pay for each day of violation (up to 60 days)
• Benefits that would have been received
• Civil penalty up to $500/day to local government
• Reasonable attorney fees if employee prevails

Employee Action:

• File lawsuit in federal district court
• Statute of limitations: 3 years from violation date
• Class action possible for mass layoffs

4.3 State Mini-WARN Laws

States with Enhanced WARN Laws (research current state):

• California: 75+ employees, stricter requirements
• New York: 50+ employees at site, 25+ laid off
• Illinois: 75+ employees, various thresholds
• New Jersey: 100+ employees, broader coverage
• Others: Check current state law

Research Query:

• "[User's state] WARN act layoff notice requirements [year]"

4.4 WARN Implications for Preparation

If Company Has 100+ Employees:

• Layoffs may trigger 60-day notice requirement
• Watch for "voluntary separation" offers (may avoid WARN)
• Small, rolling layoffs may be structured to avoid thresholds
• Remote workers typically counted at their home location

User Questions:

1. "How many employees does your company have?"
2. "How many at your specific work location?"
3. "Has the company done layoffs before? How were they structured?"

Phase 5: Severance Intelligence

5.1 Research Company Severance Patterns

Gather Intelligence On:

• Company's historical severance formula (weeks per year of service)
• Whether severance is negotiable or take-it-or-leave-it
• Benefits continuation terms (COBRA subsidy duration)
• Outplacement services offered
• Stock vesting treatment in past layoffs
• Bonus proration policies
• Equipment (laptop) retention policies

Research Sources:

1. Glassdoor reviews mentioning layoff experience
2. Blind app discussions of severance packages
3. Reddit threads (r/[company], r/layoffs)
4. Former colleague network (discreetly)
5. LinkedIn posts from recently departed employees

Search Queries:

1. "[Company] severance package weeks"
2. "[Company] layoff experience Glassdoor"
3. "site:teamblind.com [Company] severance"
4. "[Company] layoffs [year] severance"

5.2 Industry Severance Benchmarks

Standard Severance Formulas:

• Tech industry: 2-4 weeks per year of service (often generous)
• Finance: 2 weeks per year of service (variable)
• Consulting: 2-4 weeks per year of service
• Manufacturing: 1-2 weeks per year of service
• Retail: Often minimal (1 week per year or less)
• Startups: Variable (may have no policy)

Additional Components to Research:

• COBRA continuation (company-paid months)
• Outplacement services ($2K-10K value)
• Accelerated vesting of equity
• Bonus proration
• Garden leave provisions
• Non-compete buyout options

5.3 Negotiation Positioning

Leverage Points for Severance Negotiation:

• Tenure and institutional knowledge
• Client relationships at risk
• Transition complexity
• Protected class considerations
• Claims you might have (discrimination, retaliation)
• Non-compete/NDA modifications
• Reference letter guarantees
• Departure narrative control

What's Typically Negotiable:

• Severance weeks (additional 25-100%)
• COBRA duration
• Outplacement services upgrade
• Laptop/equipment retention
• Reference letter language
• Departure announcement wording
• Non-disparagement scope
• Non-compete modifications
• Consulting arrangement during transition

Phase 6: Proactive Preparation Checklist (--prepare mode focus)

6.1 Resume and Profile Preparation

Immediate Actions:

• Update resume NOW while you have access to details
  • Use /buildresume with target job posting
  • Document recent achievements with metrics
  • Capture project details while memory is fresh
• Update LinkedIn profile (subtly)
  • Refresh headline and summary
  • Add recent accomplishments
  • Ensure skills are current
  • DON'T enable "Open to Work" banner yet (visible to employer)
• Gather performance documentation
  • Save copies of positive performance reviews
  • Screenshot recognition/awards
  • Export kudos/praise from internal systems
• Document achievements while you have access
  • Metrics and impact numbers
  • Project documentation
  • Presentations and deliverables (non-confidential)

6.2 Network Activation Strategy

Reconnection Campaign:

• List 10 former colleagues at other companies
• Identify 5 former managers who would be references
• Find 5 industry contacts in target companies
• Locate recruiters specializing in your field

Engagement Tactics:

• Reconnect on LinkedIn with personalized messages
• Schedule "catch-up" coffee chats
• Attend industry events or virtual meetups
• Join or re-engage with professional associations
• Contribute to industry discussions (thoughtfully)

Critical Warning:

• DON'T signal desperation or imminent job search
• DO frame as "staying connected" and "exploring what's out there"
• DON'T badmouth current employer
• DO express interest in learning about their company

6.3 Reference Preparation

Secure References Now:

• Identify 3-5 potential references
• Include former managers, colleagues, clients
• Reach out to confirm willingness (before you need them)
• Prepare them with your target roles and key strengths
• Get personal contact info (not work email that may expire)

Reference Messaging:

• "I'm always keeping my network warm and wanted to reconnect"
• "Would you be comfortable being a reference if I explore opportunities?"
• "What would you highlight about our work together?"

6.4 Financial Preparation

Emergency Fund Assessment:

• Calculate monthly essential expenses
• Assess current emergency fund (target: 6+ months)
• Identify discretionary spending to cut if needed
• Understand unemployment benefit eligibility
• Review any debt that could become problematic

Benefit Preservation:

• Understand COBRA costs for health insurance
• Research ACA marketplace alternatives
• Know 401k options (leave in place, roll over)
• Understand stock option exercise windows
• Check any vesting cliffs approaching

Financial Buffers:

• Delay major purchases until situation clarifies
• Consider building additional cash reserve
• Review any variable rate debt exposure
• Understand severance tax implications

6.5 Legal and Contract Review

Know Your Agreements:

• Locate and review employment contract
• Understand non-compete provisions
  • Duration and geographic scope
  • What activities are restricted
  • Whether company typically enforces
• Review NDA/confidentiality agreements
• Understand intellectual property assignments
• Check for arbitration clauses

Personal Property:

• Identify what on work devices is personal
• Transfer personal files to personal storage
• DON'T take confidential company information
• Know what happens to company equipment

6.6 Job Search Infrastructure

Set Up Search Systems:

• Create job alert automations (LinkedIn, Indeed, specialized boards)
• Identify target companies (10-20)
• Research companies using /osint command
• Prepare target job list (5-10 specific roles)
• Draft cover letter templates

Interview Readiness:

• Prepare departure narrative (professional, brief)
• Practice common interview questions
• Have 5-7 STAR stories ready
• Research common technical/skills questions for role

Phase 7: Jump vs. Stay Analysis

7.1 Proactive Departure Considerations

Pros of Leaving Before Layoff:

• Control the narrative entirely
• Leave on your terms
• No "laid off" on record
• May find better opportunity
• Preserve mental health
• Negotiate from position of strength

Cons of Leaving Before Layoff:

• No severance package
• May forfeit unvested equity
• Could be wrong about layoff risk
• Miss bonus/variable comp
• Health insurance gap potential
• Unemployment benefits complicated

7.2 Waiting for Layoff Considerations

Pros of Waiting:

• Severance package (potentially substantial)
• Extended health coverage
• Outplacement services
• Unemployment eligibility clearer
• Continued income while searching
• May not be affected at all

Cons of Waiting:

• First wave often less favorable terms
• Stress and uncertainty
• Harder to interview while anxious
• Potential reputation concerns (if public layoff)
• Less time for job search preparation
• Competing with other laid-off employees

7.3 Decision Framework

Stay and Wait If:

• Company health indicators still positive
• Personal vulnerability score < 40
• Severance would be significant (tenure 5+ years)
• Job market is strong in your field
• Financial runway sufficient
• Mental health manageable

Leave Proactively If:

• Multiple red flag categories are high
• Personal vulnerability score > 60
• You have an attractive opportunity
• Severance would be minimal anyway
• Current role is damaging career trajectory
• Mental health suffering significantly

7.4 Market Conditions Assessment

Research Current Job Market:

• Hiring velocity in your field
• Time-to-hire for similar roles
• Salary trends (increasing or pressure)
• Remote work availability
• Skills in demand vs. your skills

Market Timing Considerations:

• Strong market = more flexibility
• Weak market = may want severance cushion
• Seasonal hiring patterns (Q1 often strongest)
• Industry-specific cycles

Phase 8: If Layoff is Announced

8.1 Immediate Steps

Day of Notification:

• Take notes during the conversation
• Get everything in writing before signing anything
• Ask for time to review (typically 21 days for 40+, 45 days for group)
• DON'T sign anything immediately
• DON'T say anything that could be used against claims
• Get clear on timeline (last day, access, benefits end date)

Information to Obtain:

• Exact severance offer details
• Benefits continuation terms
• Unemployment filing guidance
• Return of property procedures
• Reference policy
• Non-compete/NDA status

8.2 Negotiation Opportunities

What to Negotiate:

• Additional severance weeks
• Extended COBRA subsidy
• Outplacement services upgrade
• Reference letter content
• Departure announcement wording
• Accelerated vesting
• Bonus proration
• Laptop retention
• Non-compete waiver or modification

Negotiation Approach:

• Express appreciation for the package offer
• Ask if there's flexibility on specific items
• Cite tenure and contributions
• Reference transition assistance value
• Be professional, not threatening (unless you have claims)
• Consider attorney for significant packages

8.3 Benefits Continuation

Health Insurance:

• COBRA continues coverage (employer plan) but expensive (102% of total premium)
• ACA marketplace may be cheaper
• Special enrollment period triggered by job loss
• Coverage can be retroactive if needed

401k and Retirement:

• Can usually leave in employer plan
• Can roll to IRA (often best)
• DON'T cash out (taxes + penalties)
• Check for outstanding loans

Stock and Equity:

• Understand exercise windows (ISOs often 90 days)
• Calculate cost to exercise vs. potential value
• Consider tax implications
• Unvested shares typically forfeited

8.4 Unemployment Filing

When to File:

• File the first week you're unemployed or underemployed
• Don't wait for severance to end (varies by state)
• Online filing usually fastest

Documentation Needed:

• Separation letter/documentation
• Last pay stubs
• ID and Social Security
• Work history (last 18 months)

Severance and Unemployment:

• Some states offset unemployment by severance
• Some states don't count lump sum payments
• Continuation of pay may delay benefits
• Research your specific state rules

8.5 Reference Securing

Before You Leave:

• Confirm who will be your official reference
• Get direct contact information (personal email/phone)
• Ask what they would say about you
• Provide them with summary of your achievements
• Discuss the narrative for your departure

Reference Script Request:

• "What would you say if called for a reference?"
• "Is there anything I should prepare you to address?"
• "Would you be comfortable confirming specific achievements?"

8.6 Networking Pivot

Announce Strategically:

• Update LinkedIn (consider timing)
• Enable "Open to Work" (recruiters only option)
• Reach out to network personally before public post
• Control the narrative (professional, forward-looking)
• Thank colleagues and express availability

Phase 9: Integration with Other Commands

9.1 Related Slash Commands

For Proactive Preparation:

• /buildresume <job-posting>: Create targeted resume from career history
• /assessjob <job-posting>: Evaluate fit with potential opportunities
• /searchjobs <query>: Search for opportunities matching your profile
• /osint <company>: Deep intelligence on target companies

If Situation Escalates:

• /severance-review: Analyze severance package and negotiation strategy
• /unemployment-prep: Prepare for unemployment filing process
• /reference-shield: Develop reference management strategy
• /code-red: If turns into PIP or termination threat

For Interview Preparation:

• /briefing <assessment> <job>: Create study guide for interviews
• /interviewprep <resume> <job>: Generate practice interview questions

9.2 Career Inventory Leverage

Use ResumeSourceFolder Assets:

• Review Experience/ files for achievement documentation
• Check CareerHighlights/ for certifications and skills to highlight
• Reference Technology/ for technical capability inventory
• Consult Preferences/Vision.md to guide target opportunity search

Phase 10: Output Deliverables

10.1 Layoff Intelligence Report

Save comprehensive analysis to: {config.directories.company_intelligence}/{Company}/layoff_intel.md

Report Structure:

company: [Company Name]
generated_by: /layoff-intel
generated_on: [ISO8601 timestamp]
mode: [assess|prepare|warn-signs]
output_type: layoff_intelligence_report
status: final
version: 1.0
company_risk_level: [Low|Moderate|High|Critical]
personal_vulnerability_score: [0-100]
recommended_action: [Monitor|Prepare|Accelerate|Exit]

# Layoff Intelligence Report: [Company Name]
**Report Date:** [Date]
**Analysis Mode:** [Mode]
**Confidentiality:** Personal Strategic Planning


## Executive Summary

### Risk Assessment Overview
- **Company Health:** [Assessment with key indicators]
- **Industry Context:** [Headwinds/tailwinds summary]
- **Personal Vulnerability Score:** [X/100]
- **Recommended Action:** [Clear recommendation]

### Critical Findings
1. [Most significant finding]
2. [Second key finding]
3. [Third key finding]


## Company Health Assessment

### Financial Indicators
[Summary of financial research findings]

### Organizational Change Signals
[Summary of leadership/strategic changes]

### Industry Context
[Summary of industry headwinds/tailwinds]

### Employee Sentiment Intelligence
[Summary of Glassdoor/Blind/LinkedIn signals]


## Warning Signs Evaluation

### Active Warning Signs Detected
[List of observed warning signs with severity]

### Warning Sign Severity Score
| Category | Signals Detected | Severity |
|----------|------------------|----------|
| Financial | X | [Color] |
| Operational | X | [Color] |
| People | X | [Color] |
| Communication | X | [Color] |
| Physical/Logistical | X | [Color] |

**Combined Risk Level:** [Assessment]


## Personal Vulnerability Analysis

### Role Criticality: [Score/5]
[Analysis of role's strategic importance]

### Performance Context: [Score/5]
[Analysis of performance positioning]

### Compensation Vulnerability: [Score/5]
[Analysis of cost exposure]

### Skills Alignment: [Score/5]
[Analysis of strategic fit]

### Relationship/Visibility: [Score/5]
[Analysis of advocacy likelihood]

**Overall Vulnerability Score:** [X/100]
**Interpretation:** [Guidance based on score]


## WARN Act Considerations
[Applicable WARN analysis for company size and location]


## Severance Intelligence
[Company-specific severance research findings]


## Proactive Preparation Checklist

### Immediate (This Week)
- [ ] [Priority action 1]
- [ ] [Priority action 2]
- [ ] [Priority action 3]

### Short-Term (Next 2 Weeks)
- [ ] [Action 1]
- [ ] [Action 2]
- [ ] [Action 3]

### Ongoing (Next 30 Days)
- [ ] [Action 1]
- [ ] [Action 2]
- [ ] [Action 3]


## Jump vs. Stay Analysis

### Current Recommendation: [Stay and Prepare | Actively Search | Accelerate Exit]

**Key Decision Factors:**
1. [Factor 1]
2. [Factor 2]
3. [Factor 3]

**If Waiting:** [Guidance on what to monitor]
**If Leaving:** [Guidance on approach]


## Action Timeline

| Timeframe | Action | Priority |
|-----------|--------|----------|
| Immediate | [Action] | [High/Med/Low] |
| This Week | [Action] | [High/Med/Low] |
| Next 2 Weeks | [Action] | [High/Med/Low] |
| Next Month | [Action] | [High/Med/Low] |


## Intelligence Sources

### High Reliability
- [Sources consulted]

### Medium Reliability
- [Sources consulted]

### Gaps Requiring Further Research
- [Areas needing more information]


## Appendix: Research Findings Detail
[Detailed notes from web research]

Execution Flow

For --assess Mode (Default):

1. Gather company name from arguments or ask user
2. Conduct comprehensive web research (Phase 1)
3. Present warning signs checklist and gather user observations (Phase 2)
4. Conduct structured interview for personal vulnerability (Phase 3)
5. Analyze WARN Act applicability (Phase 4)
6. Research severance intelligence (Phase 5)
7. Generate preparation recommendations (Phase 6)
8. Provide jump vs. stay analysis (Phase 7)
9. Save comprehensive report

For --prepare Mode:

1. Focus on Phase 6 (Proactive Preparation Checklist)
2. Generate detailed action plan with timelines
3. Provide template messages for network activation
4. Create financial preparation worksheet
5. Save preparation-focused report

For --warn-signs Mode:

1. Focus on Phase 2 (Warning Signs Analysis)
2. Provide comprehensive checklist for user evaluation
3. Score and interpret warning signs
4. Generate focused warning assessment report

Tone Guidelines

Throughout this process, maintain:

• Empathetic but realistic: Acknowledge anxiety while providing practical guidance
• Proactive not alarmist: Focus on preparation, not panic
• Strategic: Help user think systematically about positioning
• Confidential: Remind about discretion in preparation activities
• Empowering: Focus on what user CAN control
• Balanced: Present both staying and leaving as valid options

Session Start

Begin by:

1. Reading mode from arguments (--assess, --prepare, or --warn-signs)
2. Extracting company name from --company=X or asking user
3. Delivering the disclaimers
4. Proceeding with appropriate phase based on mode

Now executing layoff intelligence assessment...