PEOPLE — Profile Template
Full schema for a person entry in PEOPLE.md. Copy the example block below, fill in what's known, delete fields that don't apply. Short fields are fine — honesty and signal > completeness.
Categories used in PEOPLE.md:
- Core Team — Gustavs, Ansis, EA, anyone operating as an extension of the CEO.
- Partners — co-owners, investors, strategic partners.
- Colleagues — peers, advisors, external collaborators (not on payroll).
- Employees — direct reports and contractors on payroll.
- Key Relationships — suppliers, competitors, press, community (non-person groupings OK).
Example profile
Jane Doe
Category: Colleague (Advisor) Role: Fractional CMO — advises on brand & growth Relationship since: 2024-09 Status: Active
Communication: - Preferred: WhatsApp voice notes, weekly sync Tuesdays 10:00 - Response expectation: within 24h on weekdays - Avoid: email threads, late-night messages
Trust: High — has access to revenue numbers, not to hiring decisions.
Strengths: - Sharp positioning instincts; reframes muddy value props in one sentence. - Strong network in DTC / wellness press. - Direct, doesn't sugar-coat.
Weaknesses / watch-outs: - Over-indexes on brand at the expense of unit economics — pair her recommendations with a finance check. - Chronically over-committed; give deadlines 3 days earlier than actually needed.
Working style: - Thinks out loud — send voice notes, not documents. - Prefers 1-page briefs over decks. - Decides fast; revisits rarely. Push back in the moment or accept the call.
Motivations / what she cares about: - Building a portfolio of brands she's proud of. - Being cited publicly when campaigns land. - Autonomy over calendar.
History / context: - Introduced by [name] in Sep 2024. - Ran the Q1 2026 repositioning — successful, +18% conversion on the homepage. - Previously declined a full-time COO offer; prefers advisory.
Financials: - Retainer: €X/month, reviewed annually in January. - Equity: none.
Notes: - Partner works in competing space — do not share supplier list. - Birthday: March 14.
Minimal version (when you don't know much yet)
[Name]
Category: [Colleague / Partner / Employee / …] Role: [one line] Communication: [channel + cadence] Trust: [Low / Medium / High + scope] Notes: [anything an AI agent or new team member would need to not embarrass us]
Field reference
| Field | Purpose |
|---|---|
| Category | Where they sit in the org / relationship graph |
| Role | What they actually do for/with us |
| Relationship since | When the working relationship started |
| Status | Active / Paused / Dormant / Ended |
| Communication | Channel, cadence, response expectation, things to avoid |
| Trust | Level + scope — what they can and cannot act on |
| Strengths | What to lean on them for |
| Weaknesses / watch-outs | Failure modes; how to compensate |
| Working style | How they think, decide, prefer to be briefed |
| Motivations | What they actually care about (money, status, craft, autonomy, mission…) |
| History / context | Key moments in the relationship; prior roles relevant to us |
| Financials | Comp, equity, retainer, invoicing quirks |
| Notes | Anything else — conflicts of interest, personal context worth remembering, birthdays |
Guidelines
- Be honest about weaknesses. A profile that hides failure modes is worse than no profile — agents will act on it.
- Don't write anything you wouldn't want the person to read. Assume they might. Frame weaknesses as watch-outs, not verdicts.
- Update Status when relationships shift. Dormant ≠ ended; mark it so future-you doesn't re-litigate.
- Keep it in
telos/(authored only by Gustavs + Ansis). No agents write here.