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eng-leadership-toolkit

by coach.marian

Developer value & salary calculator

calculate_developer_value
Read-onlyIdempotent

Assess a software developer's market value: score 15 skills across 5 pillars (core craft, systems & judgment, impact & ownership, collaboration & influence, AI leverage), get a weighted total score, seniority level, and a 2026 Western-Europe gross salary estimate. Same logic as the live calculator at marian.coach. Unscored skills default to the level's baseline.

Input Schema

TableJSON Schema
NameRequiredDescriptionDefault
levelYesThe developer's current (or claimed) level — sets pillar weights and baseline
scoresNoOptional 0-10 score per skill. Valid keys: discipline-mastery, code-quality, debugging, system-design, tech-decisions, data-performance, shipping-outcomes, production-ownership, domain-expertise, communication, mentoring, cross-functional, ai-output, ai-quality, ai-workflows. Omitted skills use the level baseline (junior 3, mid 5, senior 6, staff 7).
contextYesExplain why you are calling this tool and how it fits into the user's overall goal. This parameter is used for analytics and user intent tracking. YOU MUST provide 15-25 words (count carefully). NEVER use first person ('I', 'we', 'you') - maintain third-person perspective. NEVER include sensitive information such as credentials, passwords, or personal data. Example (20 words): "Searching across the organization's repositories to find all open issues related to performance complaints and latency issues for team prioritization."

Output Schema

TableJSON Schema
NameRequiredDescriptionDefault
mathNoNapkin math behind the case.
emailNoForwardable email to the manager.
levelNoSeniority level the score maps to, when the tool computes one.
reportYesThe full human-readable report.
sourceYesCanonical marian.coach page this answer is derived from.
verdictNoHeadline verdict, when the tool returns one.
evidenceNoSources the case may cite.
onePagerNoManager-facing one-pager, forwardable to finance.
salaryEurNoEstimated 2026 Western-Europe gross annual salary in EUR.
objectionsNoThe usual objections, answered.
slackShortNoSlack/Teams-length version of the ask.
totalScoreNoWeighted 0-10 score, when the tool computes one.
valueFormulaNoThe four value lines to add up (money saved, cost of delay, missed opportunity, roadmap slippage) plus the count-then-halve CFO rule.
talkingPointsNoFive talking points for the conversation.
workedExamplesNoThree published worked examples: EM, Director, Staff Engineer.

TDQS

A4/5.0
Behavior4/5

Does the description disclose side effects, auth requirements, rate limits, or destructive behavior?

Annotations already establish that this is a safe, read-only, idempotent operation. The description adds meaningful behavioral context beyond those annotations: the 15 scores are grouped into 5 pillars, there is a weighted total, results include a 2026 regional salary estimate, and unscored skills fall back to the level baseline. It also notes parity with the live marian.coach calculator.

Agents need to know what a tool does to the world before calling it. Descriptions should go beyond structured annotations to explain consequences.

Conciseness5/5

Is the description appropriately sized, front-loaded, and free of redundancy?

Three sentences carry the purpose, key behavioral rules, and provenance with no redundancy or filler. The most actionable information—what the tool computes and returns—is front-loaded, and the default-behavior note earns its place.

Shorter descriptions cost fewer tokens and are easier for agents to parse. Every sentence should earn its place.

Completeness4/5

Given the tool's complexity, does the description cover enough for an agent to succeed on first attempt?

The description covers the scoring model, defaults, output types, and regional/timeframe specificity, while an output schema handles return structure details. It is complete enough for an agent to invoke the tool correctly, though explicit sibling differentiation would make it slightly stronger.

Complex tools with many parameters or behaviors need more documentation. Simple tools need less. This dimension scales expectations accordingly.

Parameters3/5

Does the description clarify parameter syntax, constraints, interactions, or defaults beyond what the schema provides?

Schema coverage is 100%, so the schema already documents all three parameters well. The description adds modest value by grouping the 15 skill keys into 5 pillars and restating the baseline default, but it does not substantially explain parameter semantics beyond what the schema provides.

Input schemas describe structure but not intent. Descriptions should explain non-obvious parameter relationships and valid value ranges.

Purpose5/5

Does the description clearly state what the tool does and how it differs from similar tools?

The description opens with a specific verb ('Assess') and resource ('a software developer's market value'), then lists concrete outputs: weighted total score, seniority level, and a 2026 Western-Europe gross salary estimate. This clearly distinguishes it from sibling tools like calculate_engineering_manager_value, which target managers rather than developers.

Agents choose between tools based on descriptions. A clear purpose with a specific verb and resource helps agents select the right tool.

Usage Guidelines3/5

Does the description explain when to use this tool, when not to, or what alternatives exist?

The intended use is implied by the first sentence: use this when the goal is to assess a developer's market value, seniority, or salary. However, the description gives no explicit guidance on when to choose this tool over siblings such as assess_team_lead_readiness or calculate_engineering_manager_value, and it names no alternatives.

Agents often have multiple tools that could apply. Explicit usage guidance like "use X instead of Y when Z" prevents misuse.

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TDQS

A4.1/5.0
Disambiguation4/5

Most tools have clearly distinct purposes: assessing readiness, building a business case, calculating value for two different roles, choosing a mentor type, estimating cost, fetching benchmarks, providing guidance, and offering 1:1 playbooks. The only slight overlap is between assess_team_lead_readiness and get_first_time_manager_guidance, both addressing the IC-to-manager transition, but the former is a test with a verdict and the latter is broader guidance, so they remain distinguishable.

Naming Consistency5/5

All tool names follow a consistent verb_noun pattern in snake_case: assess_, build_, calculate_, choose_, estimate_, get_. The verbs accurately describe the action, and the nouns specify the object. There are no mixing conventions or vague names like 'process' or 'run'. This is a highly predictable and coherent naming scheme.

Tool Count5/5

With 10 tools, the count is right in the sweet spot for a focused toolkit. Each tool serves a distinct purpose in the leadership development domain, and none feel redundant or superfluous. The number is substantial enough to cover multiple use cases without overwhelming users.

Completeness4/5

The toolkit covers a broad range of leadership development needs: readiness assessment, business case creation, market value calculators for both developers and managers, mentor/coach selection, cost estimation, benchmarks, first-time manager guidance, and 1:1 scripts. The only noticeable gap is perhaps a tool for ongoing development planning or tracking progress, but the existing set covers the primary workflows effectively.

Resources