Define the task type first — this skill covers 8 distinct workstreams. Identify which one applies, then use the corresponding playbook below.

Example quick output for a press release request: produce a 300-400 word release with headline, dateline, lead (who/what/when/where/why), 2 quotes, boilerplate, and media contact — not a generic template dump.

Progress:

• Identify workstream and stakeholder (who requested, what decision depends on this)
• Gather constraints (budget, deadline, audience, existing brand guidelines)
• Draft core artifact (document, plan, or message)
• Check alignment with brand voice and existing public statements (no contradictions)
• Define success metric (reach, sentiment shift, applications, media pickups)
• Deliver with next-step recommendation

1. Brand Identity

• Start with "who do we want to be" (mission/vision), not "what do we look like" (visual).
• Mission = why we exist now. Vision = where we're going. Values = how we behave (3-5 max, each with a behavioral example, not an adjective).
• Visual identity brief goes to designers with: brand personality (3 adjectives), competitor visual map, mandatory elements (logo, colors, typography).

2. PR & Media Relations

• Build a media list segmented by beat (tech, business, trade press), not a mass blast.
• Press release structure: Headline → Dateline → Lead paragraph (5 W's) → Supporting quotes → Boilerplate → Contact.
• Pitch journalists individually with a one-line "why this matters to your readers," never the press release as the pitch itself.
• For press conferences: define 1 key message, 3 supporting points, anticipated hostile questions with prepared answers.

3. Digital Reputation Monitoring

• Set up tracking for: brand name, product names, exec names, common misspellings, competitor comparisons.
• Classify mentions: Critical (needs response <24h), Negative (respond <72h), Neutral/Positive (amplify).
• Respond to negative reviews publicly (acknowledge + offer offline resolution), never argue publicly.
• SEO reputation = own the first page: corporate site, LinkedIn, Glassdoor/Wikipedia-type profiles, owned content addressing common search queries about the company.

4. Corporate Events

• Define event goal as one measurable outcome (e.g., "50 qualified candidate leads," not "raise awareness").
• Hackathons/open days need: clear format, judging/engagement criteria, follow-up plan within 1 week (else the goodwill decays).
• Budget check: venue/logistics ~40%, marketing/promotion ~25%, content/speakers ~20%, contingency ~15%.

5. CSR & Philanthropy

• Pick initiatives aligned with business identity (a tech company sponsoring STEM education beats random donations) — authenticity drives credibility.
• Every CSR initiative needs a measurable social outcome AND a communications plan; uncommunicated CSR has no reputation value, but over-promoted CSR reads as opportunistic — ratio guideline: 80% substance, 20% promotion.

6. Internal Communications

• Cascade model: leadership → managers → all-hands, with managers given talking points before the all-hands announcement (they should never learn big news from an email blast to everyone).
• Channel mix: urgent/time-sensitive → direct message/email; ongoing culture → intranet/portal; big moments → town hall/video.
• Measure engagement (open rates, portal visits, pulse survey sentiment), not just distribution.

7. Employer Branding

• Define EVP (Employee Value Proposition) across 5 dimensions: compensation, career growth, work environment, company reputation, work-life balance — identify the 2 strongest to lead with.
• Candidate-facing content should feature real employees, not stock photos or corporate-speak.
• Track funnel: career page visits → applications → offer acceptance rate → employer review scores (Glassdoor-type).

8. Partnerships & Collaborations

• Vet partners for reputational alignment first, reach/prestige second.
• Structure every partnership with explicit mutual value exchange (what each side gets), named owners on both sides, and a joint communications plan for announcement.