[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"skill:01M71TEB7YGH751N732JSX0TA5":3,"skill-same:01M71TEB7YGH751N732JSX0TA5":46},{"skillNo":4,"name":5,"nameZh":6,"description":6,"descriptionZh":6,"repositoryFullName":7,"ownerLogin":8,"ownerAvatarUrl":9,"ownerAccountNo":10,"ownerDisplayName":6,"repositoryNo":11,"starsCount":12,"licenseSpdxId":13,"licenseFileUrl":6,"sourceHtmlUrl":14,"categories":15,"keywords":16,"publishedAt":21,"linkOnly":22,"markdownContent":23,"markdownBody":24,"frontMatter":25,"refName":26,"commitSha":27,"skillDirectory":28,"forksCount":12,"repositoryHtmlUrl":29,"repositoryHomepageUrl":6,"ownerHtmlUrl":30,"ownerBlogUrl":6,"ownerDescription":6,"updatedAt":31,"install":32,"resources":45},"01M71TEB7YGH751N732JSX0TA5","team-composition-analysis",null,"javiertarazon\u002Fide-agente-free-jt7-","javiertarazon","https:\u002F\u002Favatars.githubusercontent.com\u002Fu\u002F153141207?v=4","01M71R52TB3S9HXKH6WSNT8A7V","01M71R52VG5KS2DKDDH4GDQ30A",0,"MIT","https:\u002F\u002Fgithub.com\u002Fjaviertarazon\u002Fide-agente-free-jt7-\u002Fblob\u002Frelease\u002Fv4.2.11-panel-pro\u002F.github\u002Fskills\u002Fteam-composition-analysis\u002FSKILL.md",[],[17,18,19,20],"analysis","Composition","team","team composition analysis","2026-11-10 13:02:02",false,"---\nname: team-composition-analysis\ndescription: \"This skill should be used when the user asks to \\\\\\\"plan team\"\n  structure\", \"determine hiring needs\", \"design org chart\", \"calculate\n  compensation\", \"plan equity allocation\", or requests organizational design and\n  headcount planning for a startup.\nmetadata:\n  version: 1.0.0\nrisk: unknown\nsource: community\n---\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## Use this skill when\n\n- Working on team composition analysis tasks or workflows\n- Needing guidance, best practices, or checklists for team composition analysis\n\n## Do not use this skill when\n\n- The task is unrelated to team composition analysis\n- You need a different domain or tool outside this scope\n\n## Instructions\n\n- Clarify goals, constraints, and required inputs.\n- Apply relevant best practices and validate outcomes.\n- Provide actionable steps and verification.\n- If detailed examples are required, open `resources\u002Fimplementation-playbook.md`.\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- 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- 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- 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## Role-by-Role Planning\n\n### Engineering Team\n\n**Pre-Seed:**\n- Founders write code\n- 0-1 contract developers\n\n**Seed:**\n- Engineering Lead (first $150K-$180K)\n- 2-3 Full-Stack Engineers ($120K-$150K)\n- 1 Frontend or Backend Specialist ($130K-$160K)\n\n**Series A:**\n- VP Engineering ($180K-$250K + equity)\n- 2-3 Senior Engineers ($150K-$180K)\n- 3-5 Mid-Level Engineers ($120K-$150K)\n- 1-2 Junior Engineers ($90K-$120K)\n- 1 DevOps\u002FInfrastructure ($140K-$170K)\n\n### Sales & Marketing\n\n**Pre-Seed:**\n- Founders do sales\n- Contract marketing help\n\n**Seed:**\n- First Sales Hire \u002F Head of Sales ($120K-$150K + commission)\n- Marketing\u002FGrowth Lead ($100K-$140K)\n- SDR or BDR (if B2B) ($50K-$70K + commission)\n\n**Series A:**\n- VP Sales ($150K-$200K + commission + equity)\n- 3-5 Account Executives ($80K-$120K + commission)\n- 2-3 SDRs\u002FBDRs ($50K-$70K + commission)\n- Marketing Manager ($90K-$130K)\n- Content\u002FDemand Gen ($70K-$100K)\n\n### Product Team\n\n**Pre-Seed:**\n- Founder as product lead\n\n**Seed:**\n- First Product Manager ($120K-$150K)\n- Contract designer\n\n**Series A:**\n- Head of Product ($150K-$180K)\n- 1-2 Product Managers ($120K-$150K)\n- Product Designer ($100K-$140K)\n- UX Researcher (optional) ($90K-$130K)\n\n### Customer Success\n\n**Pre-Seed:**\n- Founders handle support\n\n**Seed:**\n- First CS hire (optional) ($60K-$90K)\n\n**Series A:**\n- CS Manager ($100K-$130K)\n- 2-4 CS Representatives ($60K-$90K)\n- Support Engineer (technical) ($80K-$120K)\n\n### G&A (General & Administrative)\n\n**Pre-Seed:**\n- Contractors (accounting, legal)\n\n**Seed:**\n- Operations\u002FOffice Manager ($70K-$100K)\n- Contract CFO\n\n**Series A:**\n- CFO or Finance Lead ($150K-$200K)\n- Recruiter ($80K-$120K)\n- Office Manager \u002F EA ($60K-$90K)\n\n## Compensation Strategy\n\n### Base Salary Benchmarks (US, 2024)\n\n**Engineering:**\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- 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- Product Manager: $120K-$150K\n- Senior PM: $150K-$180K\n- Head of Product: $150K-$180K\n- VP Product: $180K-$220K\n\n**Marketing:**\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- 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- 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- 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- First engineer: 0.5-2.0%\n- First 5 employees: 0.25-1.0% each\n\n**Seed Stage Hires:**\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- 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- 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```\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```\nFounders (flat structure)\n├── Contractors\n└── First hires (report to founders)\n```\n\n**Seed:**\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```\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- 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- Core product development\n- Sales (revenue-generating roles)\n- Mission-critical operations\n- Institutional knowledge roles\n\n### Use Contractors for:\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- Lower hourly cost\n- Benefits and overhead\n- Long-term commitment\n- Cultural fit matters\n\n**Contract:**\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- 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- 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- 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- 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- 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## Additional Resources\n\n### Reference Files\n- **`references\u002Fcompensation-benchmarks.md`** - Detailed salary data by role, level, and location\n- **`references\u002Fequity-calculator.md`** - Equity sizing formulas and dilution scenarios\n\n### Example Files\n- **`examples\u002Fseed-stage-hiring-plan.md`** - Complete hiring plan for seed-stage SaaS company\n- **`examples\u002Forg-chart-evolution.md`** - Organizational design from 5 to 50 people\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\nFor detailed compensation benchmarks and hiring plan templates, see `references\u002F` and `examples\u002F`.\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## Use this skill when\n\n- Working on team composition analysis tasks or workflows\n- Needing guidance, best practices, or checklists for team composition analysis\n\n## Do not use this skill when\n\n- The task is unrelated to team composition analysis\n- You need a different domain or tool outside this scope\n\n## Instructions\n\n- Clarify goals, constraints, and required inputs.\n- Apply relevant best practices and validate outcomes.\n- Provide actionable steps and verification.\n- If detailed examples are required, open `resources\u002Fimplementation-playbook.md`.\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- 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- 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- 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## Role-by-Role Planning\n\n### Engineering Team\n\n**Pre-Seed:**\n- Founders write code\n- 0-1 contract developers\n\n**Seed:**\n- Engineering Lead (first $150K-$180K)\n- 2-3 Full-Stack Engineers ($120K-$150K)\n- 1 Frontend or Backend Specialist ($130K-$160K)\n\n**Series A:**\n- VP Engineering ($180K-$250K + equity)\n- 2-3 Senior Engineers ($150K-$180K)\n- 3-5 Mid-Level Engineers ($120K-$150K)\n- 1-2 Junior Engineers ($90K-$120K)\n- 1 DevOps\u002FInfrastructure ($140K-$170K)\n\n### Sales & Marketing\n\n**Pre-Seed:**\n- Founders do sales\n- Contract marketing help\n\n**Seed:**\n- First Sales Hire \u002F Head of Sales ($120K-$150K + commission)\n- Marketing\u002FGrowth Lead ($100K-$140K)\n- SDR or BDR (if B2B) ($50K-$70K + commission)\n\n**Series A:**\n- VP Sales ($150K-$200K + commission + equity)\n- 3-5 Account Executives ($80K-$120K + commission)\n- 2-3 SDRs\u002FBDRs ($50K-$70K + commission)\n- Marketing Manager ($90K-$130K)\n- Content\u002FDemand Gen ($70K-$100K)\n\n### Product Team\n\n**Pre-Seed:**\n- Founder as product lead\n\n**Seed:**\n- First Product Manager ($120K-$150K)\n- Contract designer\n\n**Series A:**\n- Head of Product ($150K-$180K)\n- 1-2 Product Managers ($120K-$150K)\n- Product Designer ($100K-$140K)\n- UX Researcher (optional) ($90K-$130K)\n\n### Customer Success\n\n**Pre-Seed:**\n- Founders handle support\n\n**Seed:**\n- First CS hire (optional) ($60K-$90K)\n\n**Series A:**\n- CS Manager ($100K-$130K)\n- 2-4 CS Representatives ($60K-$90K)\n- Support Engineer (technical) ($80K-$120K)\n\n### G&A (General & Administrative)\n\n**Pre-Seed:**\n- Contractors (accounting, legal)\n\n**Seed:**\n- Operations\u002FOffice Manager ($70K-$100K)\n- Contract CFO\n\n**Series A:**\n- CFO or Finance Lead ($150K-$200K)\n- Recruiter ($80K-$120K)\n- Office Manager \u002F EA ($60K-$90K)\n\n## Compensation Strategy\n\n### Base Salary Benchmarks (US, 2024)\n\n**Engineering:**\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- 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- Product Manager: $120K-$150K\n- Senior PM: $150K-$180K\n- Head of Product: $150K-$180K\n- VP Product: $180K-$220K\n\n**Marketing:**\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- 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- 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- 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- First engineer: 0.5-2.0%\n- First 5 employees: 0.25-1.0% each\n\n**Seed Stage Hires:**\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- 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- 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```\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```\nFounders (flat structure)\n├── Contractors\n└── First hires (report to founders)\n```\n\n**Seed:**\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```\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- 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- Core product development\n- Sales (revenue-generating roles)\n- Mission-critical operations\n- Institutional knowledge roles\n\n### Use Contractors for:\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- Lower hourly cost\n- Benefits and overhead\n- Long-term commitment\n- Cultural fit matters\n\n**Contract:**\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- 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- 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- 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- 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- 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## Additional Resources\n\n### Reference Files\n- **`references\u002Fcompensation-benchmarks.md`** - Detailed salary data by role, level, and location\n- **`references\u002Fequity-calculator.md`** - Equity sizing formulas and dilution scenarios\n\n### Example Files\n- **`examples\u002Fseed-stage-hiring-plan.md`** - Complete hiring plan for seed-stage SaaS company\n- **`examples\u002Forg-chart-evolution.md`** - Organizational design from 5 to 50 people\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\nFor detailed compensation benchmarks and hiring plan templates, see `references\u002F` and `examples\u002F`.\n",{},"release\u002Fv4.2.11-panel-pro","a92ea02bcf7e2b3dbaf46d49696c29a3cb490d4f",".github\u002Fskills\u002Fteam-composition-analysis","https:\u002F\u002Fgithub.com\u002Fjaviertarazon\u002Fide-agente-free-jt7-","https:\u002F\u002Fgithub.com\u002Fjaviertarazon","2026-07-12 07:10:45",{"source":7,"skillName":5,"commands":33,"prompt":43,"zipAvailable":44},[34,37,40],{"tool":35,"command":36},"npx","npx skills add javiertarazon\u002Fide-agente-free-jt7- --skill team-composition-analysis",{"tool":38,"command":39},"bunx","bunx skills add javiertarazon\u002Fide-agente-free-jt7- --skill team-composition-analysis",{"tool":41,"command":42},"pnpm","pnpm dlx 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