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For broader people leadership, culture and retention see chro-advisor.\"\ntags: [\"leadership\",\"operations\",\"people\",\"planning\"]\ntools: []\nlicense: MIT\nsource: https:\u002F\u002Fgithub.com\u002Fwshobson\u002Fagents\nsource_path: \"plugins\u002Fstartup-business-analyst\u002Fskills\u002Fteam-composition-analysis\"\nsource_commit: 4236bb91f8395b0435f1d8b8baf9e8e4c69a8620\n---\n# Team Composition Analysis\n\nDesign optimal team structures, hiring plans, compensation strategies, and equity allocation for early-stage startups from pre-seed through Series A.\n\n## Overview\n\nBuild the right team at the right time with appropriate compensation and equity. Plan role-by-role hiring aligned with revenue milestones, budget constraints, and market benchmarks.\n\n## Team Structure by Stage\n\n### Pre-Seed (0-$500K ARR)\n\n**Team Size: 2-5 people**\n\n**Core Roles:**\n\n- Founders (2-3): Product, engineering, business\n- First engineer (if needed)\n- Contract roles: Design, marketing\n\n**Focus:** Build and validate product-market fit\n\n### Seed ($500K-$2M ARR)\n\n**Team Size: 5-15 people**\n\n**Key Hires:**\n\n- Engineering lead + 2-3 engineers\n- First sales\u002Fbusiness development\n- Product manager\n- Marketing\u002Fgrowth lead\n\n**Focus:** Scale product and prove repeatable sales\n\n### Series A ($2M-$10M ARR)\n\n**Team Size: 15-50 people**\n\n**Department Build-Out:**\n\n- Engineering (40%): 6-20 people\n- Sales & Marketing (30%): 5-15 people\n- Customer Success (10%): 2-5 people\n- G&A (10%): 2-5 people\n- Product (10%): 2-5 people\n\n**Focus:** Scale revenue and build repeatable processes\n\n## Detailed section: Role-by-Role Planning\n\nOriginally a 1720-byte section in this SKILL.md. Moved to `references\u002Fdetails.md` to fit Codex's 8 KB skill body cap.\n\n## Compensation Strategy\n\n### Base Salary Benchmarks (US, 2024)\n\n**Engineering:**\n\n- Junior: $90K-$120K\n- Mid-Level: $120K-$150K\n- Senior: $150K-$180K\n- Staff\u002FPrincipal: $180K-$220K\n- Engineering Manager: $160K-$200K\n- VP Engineering: $180K-$250K\n\n**Sales:**\n\n- SDR\u002FBDR: $50K-$70K base + $50K-$70K commission\n- Account Executive: $80K-$120K base + $80K-$120K commission\n- Sales Manager: $120K-$160K base + $80K-$120K commission\n- VP Sales: $150K-$200K base + $150K-$200K commission\n\n**Product:**\n\n- Product Manager: $120K-$150K\n- Senior PM: $150K-$180K\n- Head of Product: $150K-$180K\n- VP Product: $180K-$220K\n\n**Marketing:**\n\n- Marketing Manager: $90K-$130K\n- Content\u002FDemand Gen: $70K-$100K\n- Head of Marketing: $130K-$170K\n- VP Marketing: $150K-$200K\n\n**Customer Success:**\n\n- CS Representative: $60K-$90K\n- CS Manager: $100K-$130K\n- VP Customer Success: $140K-$180K\n\n### Total Compensation Formula\n\n```\nTotal Comp = Base Salary × 1.30 (benefits & taxes) + Equity Value\n```\n\n**Fully-Loaded Cost:**\n\n- Base salary\n- Payroll taxes (7.65% FICA)\n- Benefits (health insurance, 401k): $10K-$15K per employee\n- Other (workspace, equipment, software): $5K-$10K per employee\n\n**Rule of Thumb:** Multiply base salary by 1.3-1.4 for fully-loaded cost\n\n### Geographic Adjustments\n\n**San Francisco \u002F New York:** +20-30% above benchmarks\n**Seattle \u002F Boston \u002F Los Angeles:** +10-20%\n**Austin \u002F Denver \u002F Chicago:** +0-10%\n**Remote \u002F Other US Cities:** -10-20%\n**International:** Varies widely by country\n\n## Equity Allocation\n\n### Equity by Role and Stage\n\n**Founders:**\n\n- First founder: 40-60%\n- Second founder: 20-40%\n- Third founder: 10-20%\n- Vesting: 4 years with 1-year cliff\n\n**Early Employees (Pre-Seed):**\n\n- First engineer: 0.5-2.0%\n- First 5 employees: 0.25-1.0% each\n\n**Seed Stage Hires:**\n\n- VP\u002FHead level: 0.5-1.5%\n- Senior IC: 0.1-0.5%\n- Mid-level: 0.05-0.25%\n- Junior: 0.01-0.1%\n\n**Series A Hires:**\n\n- C-level (CTO, CFO): 1.0-3.0%\n- VP level: 0.3-1.0%\n- Director level: 0.1-0.5%\n- Senior IC: 0.05-0.2%\n- Mid-level: 0.01-0.1%\n- Junior: 0.005-0.05%\n\n### Equity Pool Sizing\n\n**Option Pool by Round:**\n\n- Pre-Seed: 10-15% reserved\n- Seed: 10-15% top-up\n- Series A: 10-15% top-up\n- Series B+: 5-10% per round\n\n**Pre-Funding Dilution:**\nInvestors often require option pool creation before investment, diluting founders.\n\n**Example:**\n\n```\nPre-money: $10M\nInvestors want 15% option pool post-money\n\nCalculation:\nPost-money: $15M ($10M + $5M investment)\nOption pool: $2.25M (15% × $15M)\nFounders diluted by pool creation before new money\n```\n\n## Organizational Design\n\n### Reporting Structure\n\n**Pre-Seed:**\n\n```\nFounders (flat structure)\n├── Contractors\n└── First hires (report to founders)\n```\n\n**Seed:**\n\n```\nCEO\n├── Engineering Lead (2-4 engineers)\n├── Sales\u002FGrowth Lead (1-2 reps)\n├── Product Manager\n└── Operations\n```\n\n**Series A:**\n\n```\nCEO\n├── CTO \u002F VP Engineering (6-20 people)\n│   ├── Engineering Manager(s)\n│   └── Individual Contributors\n├── VP Sales (5-15 people)\n│   ├── Sales Manager\n│   ├── Account Executives\n│   └── SDRs\n├── Head of Product (2-5 people)\n│   ├── Product Managers\n│   └── Designers\n├── Head of Customer Success (2-5 people)\n└── CFO \u002F Finance Lead (2-5 people)\n    ├── Recruiter\n    └── Operations\n```\n\n### Span of Control\n\n**Manager Ratios:**\n\n- First-line managers: 4-8 direct reports\n- Directors: 3-5 direct reports (managers)\n- VPs: 3-5 direct reports (directors)\n- CEO: 5-8 direct reports (executive team)\n\n## Full-Time vs. Contract\n\n### Use Full-Time for:\n\n- Core product development\n- Sales (revenue-generating roles)\n- Mission-critical operations\n- Institutional knowledge roles\n\n### Use Contractors for:\n\n- Specialized short-term needs (legal, accounting)\n- Variable workload (design, marketing campaigns)\n- Skills outside core competency\n- Testing role before FTE hire\n- Geographic expansion before permanent presence\n\n### Cost Comparison\n\n**Full-Time:**\n\n- Lower hourly cost\n- Benefits and overhead\n- Long-term commitment\n- Cultural fit matters\n\n**Contract:**\n\n- Higher hourly rate ($75-$200\u002Fhour vs. $40-$100\u002Fhour FTE equivalent)\n- No benefits or overhead\n- Flexible engagement\n- Easier to scale up\u002Fdown\n\n## Hiring Velocity\n\n### Realistic Timeline\n\n**Role Opening to Hire:**\n\n- Junior: 6-8 weeks\n- Mid-Level: 8-12 weeks\n- Senior: 12-16 weeks\n- Executive: 16-24 weeks\n\n**Time to Productivity:**\n\n- Junior: 4-6 months\n- Mid-Level: 2-4 months\n- Senior: 1-3 months\n- Executive: 3-6 months\n\n### Planning Buffer\n\nAlways add 2-3 months buffer to hiring plans.\n\n**Example:**\nIf need engineer by July 1:\n\n- Start recruiting: April 1 (12 weeks)\n- Productivity: September 1 (2 months ramp)\n\n## Budget Planning\n\n### Compensation as % of Revenue\n\n**Early Stage (Seed):**\n\n- Total comp: 120-150% of revenue (burning cash to grow)\n- Engineering: 50-60%\n- Sales: 30-40%\n- Other: 20-30%\n\n**Growth Stage (Series A):**\n\n- Total comp: 70-100% of revenue\n- Engineering: 35-45%\n- Sales: 25-35%\n- Other: 20-30%\n\n### Headcount Budget Formula\n\n```\nTotal Comp Budget = Σ (Role Count × Fully-Loaded Cost × % of Year)\n\nExample:\n3 Engineers × $202K × 100% = $606K\n2 AEs × $230K × 75% (mid-year start) = $345K\n1 PM × $162K × 100% = $162K\nTotal: $1.1M\n```\n\n\n## Quick Start\n\nTo plan team composition:\n\n1. **Identify stage** - Pre-seed, seed, or Series A\n2. **Define roles** - What functions are needed now\n3. **Prioritize hires** - Critical path for business goals\n4. **Set compensation** - Base salary + equity by level\n5. **Plan timeline** - Account for recruiting and ramp time\n6. **Calculate budget** - Fully-loaded cost × headcount\n7. **Design org chart** - Reporting structure and span of control\n8. **Allocate equity** - Fair allocation that preserves pool\n","# Team Composition Analysis\n\nDesign optimal team structures, hiring plans, compensation strategies, and equity allocation for early-stage startups from pre-seed through Series A.\n\n## Overview\n\nBuild the right team at the right time with appropriate compensation and equity. Plan role-by-role hiring aligned with revenue milestones, budget constraints, and market benchmarks.\n\n## Team Structure by Stage\n\n### Pre-Seed (0-$500K ARR)\n\n**Team Size: 2-5 people**\n\n**Core Roles:**\n\n- Founders (2-3): Product, engineering, business\n- First engineer (if needed)\n- Contract roles: Design, marketing\n\n**Focus:** Build and validate product-market fit\n\n### Seed ($500K-$2M ARR)\n\n**Team Size: 5-15 people**\n\n**Key Hires:**\n\n- Engineering lead + 2-3 engineers\n- First sales\u002Fbusiness development\n- Product manager\n- Marketing\u002Fgrowth lead\n\n**Focus:** Scale product and prove repeatable sales\n\n### Series A ($2M-$10M ARR)\n\n**Team Size: 15-50 people**\n\n**Department Build-Out:**\n\n- Engineering (40%): 6-20 people\n- Sales & Marketing (30%): 5-15 people\n- Customer Success (10%): 2-5 people\n- G&A (10%): 2-5 people\n- Product (10%): 2-5 people\n\n**Focus:** Scale revenue and build repeatable processes\n\n## Detailed section: Role-by-Role Planning\n\nOriginally a 1720-byte section in this SKILL.md. Moved to `references\u002Fdetails.md` to fit Codex's 8 KB skill body cap.\n\n## Compensation Strategy\n\n### Base Salary Benchmarks (US, 2024)\n\n**Engineering:**\n\n- Junior: $90K-$120K\n- Mid-Level: $120K-$150K\n- Senior: $150K-$180K\n- Staff\u002FPrincipal: $180K-$220K\n- Engineering Manager: $160K-$200K\n- VP Engineering: $180K-$250K\n\n**Sales:**\n\n- SDR\u002FBDR: $50K-$70K base + $50K-$70K commission\n- Account Executive: $80K-$120K base + $80K-$120K commission\n- Sales Manager: $120K-$160K base + $80K-$120K commission\n- VP Sales: $150K-$200K base + $150K-$200K commission\n\n**Product:**\n\n- Product Manager: $120K-$150K\n- Senior PM: $150K-$180K\n- Head of Product: $150K-$180K\n- VP Product: $180K-$220K\n\n**Marketing:**\n\n- Marketing Manager: $90K-$130K\n- Content\u002FDemand Gen: $70K-$100K\n- Head of Marketing: $130K-$170K\n- VP Marketing: $150K-$200K\n\n**Customer Success:**\n\n- CS Representative: $60K-$90K\n- CS Manager: $100K-$130K\n- VP Customer Success: $140K-$180K\n\n### Total Compensation Formula\n\n```\nTotal Comp = Base Salary × 1.30 (benefits & taxes) + Equity Value\n```\n\n**Fully-Loaded Cost:**\n\n- Base salary\n- Payroll taxes (7.65% FICA)\n- Benefits (health insurance, 401k): $10K-$15K per employee\n- Other (workspace, equipment, software): $5K-$10K per employee\n\n**Rule of Thumb:** Multiply base salary by 1.3-1.4 for fully-loaded cost\n\n### Geographic Adjustments\n\n**San Francisco \u002F New York:** +20-30% above benchmarks\n**Seattle \u002F Boston \u002F Los Angeles:** +10-20%\n**Austin \u002F Denver \u002F Chicago:** +0-10%\n**Remote \u002F Other US Cities:** -10-20%\n**International:** Varies widely by country\n\n## Equity Allocation\n\n### Equity by Role and Stage\n\n**Founders:**\n\n- First founder: 40-60%\n- Second founder: 20-40%\n- Third founder: 10-20%\n- Vesting: 4 years with 1-year cliff\n\n**Early Employees (Pre-Seed):**\n\n- First engineer: 0.5-2.0%\n- First 5 employees: 0.25-1.0% each\n\n**Seed Stage Hires:**\n\n- VP\u002FHead level: 0.5-1.5%\n- Senior IC: 0.1-0.5%\n- Mid-level: 0.05-0.25%\n- Junior: 0.01-0.1%\n\n**Series A Hires:**\n\n- C-level (CTO, CFO): 1.0-3.0%\n- VP level: 0.3-1.0%\n- Director level: 0.1-0.5%\n- Senior IC: 0.05-0.2%\n- Mid-level: 0.01-0.1%\n- Junior: 0.005-0.05%\n\n### Equity Pool Sizing\n\n**Option Pool by Round:**\n\n- Pre-Seed: 10-15% reserved\n- Seed: 10-15% top-up\n- Series A: 10-15% top-up\n- Series B+: 5-10% per round\n\n**Pre-Funding Dilution:**\nInvestors often require option pool creation before investment, diluting founders.\n\n**Example:**\n\n```\nPre-money: $10M\nInvestors want 15% option pool post-money\n\nCalculation:\nPost-money: $15M ($10M + $5M investment)\nOption pool: $2.25M (15% × $15M)\nFounders diluted by pool creation before new money\n```\n\n## Organizational Design\n\n### Reporting Structure\n\n**Pre-Seed:**\n\n```\nFounders (flat structure)\n├── Contractors\n└── First hires (report to founders)\n```\n\n**Seed:**\n\n```\nCEO\n├── Engineering Lead (2-4 engineers)\n├── Sales\u002FGrowth Lead (1-2 reps)\n├── Product Manager\n└── Operations\n```\n\n**Series A:**\n\n```\nCEO\n├── CTO \u002F VP Engineering (6-20 people)\n│   ├── Engineering Manager(s)\n│   └── Individual Contributors\n├── VP Sales (5-15 people)\n│   ├── Sales Manager\n│   ├── Account Executives\n│   └── SDRs\n├── Head of Product (2-5 people)\n│   ├── Product Managers\n│   └── Designers\n├── Head of Customer Success (2-5 people)\n└── CFO \u002F Finance Lead (2-5 people)\n    ├── Recruiter\n    └── Operations\n```\n\n### Span of Control\n\n**Manager Ratios:**\n\n- First-line managers: 4-8 direct reports\n- Directors: 3-5 direct reports (managers)\n- VPs: 3-5 direct reports (directors)\n- CEO: 5-8 direct reports (executive team)\n\n## Full-Time vs. Contract\n\n### Use Full-Time for:\n\n- Core product development\n- Sales (revenue-generating roles)\n- Mission-critical operations\n- Institutional knowledge roles\n\n### Use Contractors for:\n\n- Specialized short-term needs (legal, accounting)\n- Variable workload (design, marketing campaigns)\n- Skills outside core competency\n- Testing role before FTE hire\n- Geographic expansion before permanent presence\n\n### Cost Comparison\n\n**Full-Time:**\n\n- Lower hourly cost\n- Benefits and overhead\n- Long-term commitment\n- Cultural fit matters\n\n**Contract:**\n\n- Higher hourly rate ($75-$200\u002Fhour vs. $40-$100\u002Fhour FTE equivalent)\n- No benefits or overhead\n- Flexible engagement\n- Easier to scale up\u002Fdown\n\n## Hiring Velocity\n\n### Realistic Timeline\n\n**Role Opening to Hire:**\n\n- Junior: 6-8 weeks\n- Mid-Level: 8-12 weeks\n- Senior: 12-16 weeks\n- Executive: 16-24 weeks\n\n**Time to Productivity:**\n\n- Junior: 4-6 months\n- Mid-Level: 2-4 months\n- Senior: 1-3 months\n- Executive: 3-6 months\n\n### Planning Buffer\n\nAlways add 2-3 months buffer to hiring plans.\n\n**Example:**\nIf need engineer by July 1:\n\n- Start recruiting: April 1 (12 weeks)\n- Productivity: September 1 (2 months ramp)\n\n## Budget Planning\n\n### Compensation as % of Revenue\n\n**Early Stage (Seed):**\n\n- Total comp: 120-150% of revenue (burning cash to grow)\n- Engineering: 50-60%\n- Sales: 30-40%\n- Other: 20-30%\n\n**Growth Stage (Series A):**\n\n- Total comp: 70-100% of revenue\n- Engineering: 35-45%\n- Sales: 25-35%\n- Other: 20-30%\n\n### Headcount Budget Formula\n\n```\nTotal Comp Budget = Σ (Role Count × Fully-Loaded Cost × % of Year)\n\nExample:\n3 Engineers × $202K × 100% = $606K\n2 AEs × $230K × 75% (mid-year start) = $345K\n1 PM × $162K × 100% = $162K\nTotal: $1.1M\n```\n\n\n## Quick Start\n\nTo plan team composition:\n\n1. **Identify stage** - Pre-seed, seed, or Series A\n2. **Define roles** - What functions are needed now\n3. **Prioritize hires** - Critical path for business goals\n4. **Set compensation** - Base salary + equity by level\n5. **Plan timeline** - Account for recruiting and ramp time\n6. **Calculate budget** - Fully-loaded cost × 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