Sticky Message Antipattern Detector

Scenario: SaaS product announcement email

Trigger: User pastes a 400-word product email that opens "At Acme, we believe that communication is the key to great teams. That is why we are incredibly excited to announce our amazing new unified platform, which represents our strategic commitment to driving better outcomes. Our customers — over 5,000 of them — have been asking for integrations, a better inbox, and smarter notifications. We think you will love it." Audience: "Product managers at mid-market SaaS companies who already use our product."

Process: (1) Audience baseline notes PMs already believe "communication matters" and already use the product. (2) AP-02: buried lead — the actual news (unified platform) is in sentence 2 but buried under belief framing; the real "what changed" is unspecified. (3) AP-03: three co-equal "asks" (integrations, inbox, notifications) with no hierarchy. (4) AP-04: "communication is the key to great teams" is pure common-sense sedation for this audience. (5) AP-05: "incredibly excited", "amazing", "strategic commitment", "better outcomes" — four stretched words in two sentences. (6) AP-06: "over 5,000 customers" is a bare stat with no human scale. (7) AP-07: "driving better outcomes", "strategic commitment" are strategy-level with no behavioral anchor. (8) AP-08: three themes crammed into one email.

Output: antipattern-report.md with scorecard showing 8 hits. Top 3: (1) cut the opening "we believe" sentence and lead with the single biggest user-visible change; (2) pick ONE of the three features as the core of this email and demote the other two to a "also shipping" line; (3) replace "amazing", "strategic commitment", "better outcomes" with a concrete behavioral claim. Handoff note: "Structural rework — lead repositioning plus scope reduction to one feature."

Scenario: Nonprofit fundraising letter

Trigger: User pastes a 600-word letter that leads with organizational history, cites "We reached 1.2 million children across 14 countries", and closes with "We are committed to lasting impact." Audience: "First-time donors, $25–$100 range."

Process: (1) Baseline notes first-time donors do not know the org, care about individual impact, are moved by specific stories. (2) AP-02: buried lead — the "why you should give" is absent from sentence 1. (3) AP-06: 1.2M children / 14 countries is a bare stat with no Rokia-style anchor; high severity because this is the emotional close. (4) AP-04: "committed to lasting impact" is common-sense sedation. (5) AP-07: "lasting impact", "sustainable outcomes" are strategy-talk. (6) AP-09: entire letter is direct assertion with no springboard story.

Output: Scorecard shows 5 hits. Top 3: (1) open with a single named beneficiary (Rokia effect); (2) replace the 1.2M stat with a one-child story or an analogy that scales to a donor's $50 gift; (3) cut the commitment-to-impact sentence. Handoff note: "Rewrite from core message — this letter is architected around the org, not the donor's decision."

Scenario: Internal strategy memo

Trigger: CEO pastes a 500-word memo: "Team, our North Star is net revenue retention. We will drive synergies across BUs, maximize shareholder value, and align around operational excellence. Quality is non-negotiable, our people are our greatest asset, and I am confident we will achieve excellence together." Audience: "All 400 employees, roles from engineering to facilities."

Process: (1) Baseline: most employees do not know NRR, BUs, or what "shareholder value" means for their week. (2) AP-04: "quality is non-negotiable", "our people are our greatest asset", "I am confident" — three consecutive common-sense sentences. (3) AP-05: "synergies", "operational excellence", "excellence together" — three stretched words. (4) AP-07: entire memo is at strategy level with zero action-level sentences; invokes the Boeing 727 / JFK test and fails. (5) AP-08: NRR, synergies, shareholder value, quality, people, excellence — six co-equal themes.

Output: Scorecard shows all-strategy, all-common-sense, heavy stretch. Top 3: (1) add a "what changes for you on Monday" paragraph per role category; (2) cut the entire "quality / people / excellence" paragraph (common-sense sedation); (3) replace "North Star is NRR" with the actual number and the behavior change needed to hit it. Handoff note: "Rewrite from core message — this is the canonical 'maximize shareholder value' failure at scale."