Plugins

Comprehensive hospitality guest services specialist for hotels, resorts, restaurants, and event venues — covering reservations, check-in/check-out, concierge services, guest complaint resolution, loyalty program management, and post-stay follow-up to deliver exceptional guest experiences that drive loyalty and revenue

覆盖酒店、度假村、餐厅和活动场地的全方位宾客服务专家——涵盖预订、入住/退房、礼宾服务、宾客投诉处理、忠诚度计划管理和离店后跟进，以卓越的宾客体验驱动忠诚度和营收

Manage HostBRR VPS via the VirtFusion REST API — list servers, rebuild/reinstall the OS, power actions (restart/boot/shutdown/powerOff), SSH keys, ISO, VNC, rescue, resource packs, task polling. Teaches the correct client API base path (/api, not /api/v1), Bearer auth kept out of the transcript, and the FQDN-hostname rebuild rule. Ships the full endpoint reference.

Deploy, manage and monitor Hostinger services — Websites, Domains, Ecommerce, Email Marketing, Subscriptions & Payments, and VPS. Authenticate via browser (OAuth) or API token.

Hotel & Hospitality Operations specialist team — 4 agents (hotel-operations-lead, revenue-management-analyst, labor-productivity-specialist, guest-experience-specialist), 5 skills, 4 templates, 5 commands, 1 advisory hook, 8 best-practice rules, and a 4-file research-grounded knowledge bank. A hospitality-operations team for a GM, revenue manager, or owner accountable for RevPAR, GOPPAR, and guest satisfaction — it optimizes RevPAR as the product of ADR and occupancy, manages channel mix at net rate, reads the booking pace curve, staffs labor to occupancy, and scores profit on GOPPAR. Inherits ravenclaude-core protocols.

Pre-configured skill management for Claude Code — discover, activate, and invoke skills from skills.sh and GitHub with security gating.

Drives the hotspot-analysis Java CLI to score a local git repository's Java files and methods by a Composite Hotspot Score (recency-weighted revisions × cognitive complexity × coverage gap) and emit CSV/YAML/Markdown/HTML reports. Based on Adam Tornhill's 'Your Code as a Crime Scene'.

7 skills (1 gateway + 6 specialists) for building Rails frontend with Hotwire — Turbo Drive, Turbo Frames, Turbo Streams, Stimulus, view transitions, forms, media, and native bridge.

A collection of Claude Code commands, agents, skills and tools for automated agentic project work.

A collection of Claude Code commands, agents, skills and tools for automated agentic project work.

A graded report card on your Claude Code prompting — measured metrics plus a judged rubric, with a Markdown report and a shareable HTML scorecard.

Help HR leaders, HR technology teams, and People Ops professionals understand, evaluate, and govern agentic AI systems deployed in HR contexts, including autonomous HR agents, multi-agent workflows, and AI-driven HR process automation. Use when asked to "use AI agents for HR", "build an HR automation agent", "govern agentic AI in HR", "design multi-agent HR workflows", or "evaluate autonomous AI for HR processes".

Help HR managers, recruiters, and talent acquisition teams understand Artificial Intelligence (AI), Machine Learning (ML), Generative AI, LLM Engineering, AI Infrastructure, and modern AI product development workflows. Use when asked to "explain AI engineering", "screen AI engineers", "understand machine learning roles", "compare AI and data science", "evaluate AI skills", "create AI interview questions", "understand LLM systems", or any AI and machine learning hiring and recruiting task.

Help HR leaders drive practical, sustained adoption of AI tools among HR teams and the broader employee population, beyond initial rollout. Use when asked to "drive AI adoption in HR", "get our team to actually use this AI tool", "build an AI adoption strategy for employees", "measure AI tool usage and impact", or "overcome resistance to AI tools in HR".

Help HR leaders and change managers plan and execute the human side of AI adoption in the workplace, including managing employee resistance, designing reskilling programs, communicating AI changes, and building AI readiness. Use when asked to "manage AI adoption", "prepare employees for AI", "handle AI resistance", "communicate AI changes", "build AI readiness", or "lead the people side of AI transformation".

Help HR and compliance teams govern the ethical use of AI in HR processes, including algorithmic fairness in hiring, bias auditing, AI transparency, accountability frameworks, and ethical AI policy design. Use when asked to "audit AI bias in hiring", "design ethical AI guidelines for HR", "assess algorithmic fairness", "build an AI ethics policy", "govern AI use in performance management", or "address bias in our AI tools".

Help HR technology teams evaluate AI tools and vendors for HR use cases against accuracy, bias, and fit-for-purpose criteria before adoption. Use when asked to "evaluate an AI vendor for HR", "build an AI tool evaluation framework", "assess this AI tool for bias risk", "compare AI vendors for [HR use case]", or "pilot an AI tool before rolling it out".

Help HR and compliance teams govern the responsible use of AI in HR processes, including hiring algorithms, monitoring tools, and policy design. Use when asked to design an AI governance policy for HR, assess bias risk in a hiring algorithm, write an AI use policy for HR, audit an HR AI tool, or similar HR AI governance tasks.

Help HR and compliance teams protect employee data privacy in AI-driven HR systems, including GDPR compliance, data minimization, employee consent design, and privacy risk assessment for HR AI tools. Use when asked to "protect employee data in AI systems", "design HR AI privacy policies", "assess privacy risks of AI tools", "build employee consent for AI", "comply with GDPR for HR AI", or "audit HR data privacy".

Help HR managers with HR analytics and data management. Use when asked to analyze employee data, create HR metrics, build an HR dashboard, analyze turnover data, develop HR reports, build predictive analytics models, create a data governance strategy, or any HR data and analytics task., or analyze HR data at depth

Help HR and recruiting teams hire and assess AR/VR (augmented and virtual reality) engineering and design candidates. Use when asked to write an AR/VR engineer job description, create a spatial computing interview, assess an AR/VR candidates portfolio, build an AR/VR role leveling framework, or similar AR/VR hiring tasks.

Help HR and compliance teams plan and conduct HR audits, including policy compliance reviews, I-9/documentation audits, pay equity checks, and process audits. Use when asked to conduct an HR audit, audit HR compliance, review personnel files for compliance, build an HR audit checklist, or similar HR audit tasks.

Help HR teams identify, design, and implement automation opportunities across HR processes including workflows, HRIS configuration, AI tools, and no-code solutions. Use when asked to automate HR processes, build HR workflows, reduce HR admin work, implement HRIS automation, use AI in HR, or similar HR automation tasks.

Help HR managers, recruiters, and talent acquisition teams understand Backend Engineering concepts, hiring requirements, backend ecosystems, candidate evaluation, APIs, databases, scalability, cloud-adjacent backend infrastructure, and modern server-side workflows. Use when asked to "explain backend development", "screen backend candidates", "understand APIs and databases", "compare backend frameworks", "evaluate backend skills", "create backend interview questions", "understand microservices", "understand cloud backend systems", or any backend hiring and recruiting task.

Help HR and recruiting teams hire and screen blockchain and Web3 engineering candidates (smart contracts, protocol engineering, cryptography). Use when asked to write a blockchain engineer job description, create smart contract interview questions, assess a Web3 candidate, build a blockchain role leveling framework, or similar blockchain-hiring tasks.

Help HR Business Partners, People Partners, and HRBP leaders advise managers and leadership on people strategy, performance management, organizational health, employee relations, and workforce planning within their business unit. Use when asked to "act as an HR business partner", "advise this manager on a people issue", "build a performance improvement plan", "design a workforce plan", "handle an employee relations case", "coach a manager through a difficult conversation", "diagnose team dysfunction", "prepare talent review or succession planning input", or any task where HR needs to operate as a strategic partner embedded with a business leader or team rather than as a centralized HR function.

Help recruiters and hiring managers design and run structured candidate assessments beyond interviews — skills tests, work samples, assessment centers, and scoring rubrics. Use when asked to "design a candidate assessment", "build a skills test for [role]", "create an assessment center", "build a scoring rubric", or "choose the right assessment method for this role".

Help HR teams, recruiters, and talent acquisition leaders design and improve the candidate experience across the full hiring journey. Use when asked to "improve candidate experience", "map the candidate journey", "reduce candidate drop-off", "design interview feedback", "create a candidate communication plan", or "measure candidate satisfaction".

Help talent acquisition and recruiting teams find, engage, and build pipelines of qualified candidates. Use when asked to source candidates, build a talent pipeline, write a Boolean search string, find passive candidates, draft an outreach message, or similar sourcing tasks.

Help HR teams and managers design career development programs, frameworks, and conversations. Use when asked to create career paths, build individual development plans, design career ladders, run career development conversations, develop career frameworks, or similar career growth tasks.