[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"skill:01M750HTZYREWX29FSQ58B12JV":3,"skill-same:01M750HTZYREWX29FSQ58B12JV":47},{"skillNo":4,"name":5,"nameZh":6,"description":7,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":12,"repositoryNo":13,"starsCount":14,"licenseSpdxId":15,"licenseFileUrl":6,"sourceHtmlUrl":16,"categories":17,"keywords":18,"publishedAt":19,"linkOnly":20,"markdownContent":21,"markdownBody":22,"frontMatter":23,"refName":24,"commitSha":25,"skillDirectory":26,"forksCount":27,"repositoryHtmlUrl":28,"repositoryHomepageUrl":29,"ownerHtmlUrl":30,"ownerBlogUrl":29,"ownerDescription":31,"updatedAt":32,"install":33,"resources":46},"01M750HTZYREWX29FSQ58B12JV","fundraise-team-hiring",null,"Use when a founder is shaping the team for a raise or hiring against the round. Triggers on \"team slide\", \"what hires do investors want\", \"how much equity for an early hire\", \"key hire before fundraising\", \"is my team fundable\", \"hiring plan for the round\". Connects the team story, the gap-filling hires, and the equity to grant.","SkillMedev\u002Fskills","SkillMedev","https:\u002F\u002Favatars.githubusercontent.com\u002Fu\u002F298078254?v=4","01M74ZSGTQ918CB0VXW4EG3RMX","SkillMe","01M74ZSGVBT497NA95CBT8JTY4",25,"MIT","https:\u002F\u002Fgithub.com\u002FSkillMedev\u002Fskills\u002Fblob\u002Fmain\u002Fskills\u002Ffundraise-team-hiring\u002FSKILL.md",[],[],"2026-11-11 17:59:37",false,"---\nname: fundraise-team-hiring\ndescription: Use when a founder is shaping the team for a raise or hiring against the round. Triggers on \"team slide\", \"what hires do investors want\", \"how much equity for an early hire\", \"key hire before fundraising\", \"is my team fundable\", \"hiring plan for the round\". Connects the team story, the gap-filling hires, and the equity to grant.\n---\n\n# Fundraise Team & Hiring\n\nInvestors fund a team's ability to learn faster than the market changes. \"Why\nthis team wins this bet\" must be answerable without hand-waving - and the gaps\nmust be named with a credible plan, not hidden. This skill builds both the story\nand the hiring plan behind it.\n\n## When to use this skill\n\nUse it while building the team slide in [[pitch-deck-builder]], when sizing the\noption pool in [[cap-table-manager]], and when use-of-funds in the ask is mostly\n\"key hires.\"\n\n## The team story investors fund\n\n- **Earned right to win**: the specific experience or insight that makes this\n  team unusually suited to *this* problem. Not a resume - a reason.\n- **Founder-market fit**: why you, why now, the unfair advantage you carry.\n- **Named gaps, owned**: every investor sees the holes. Naming them first\n  (\"we need a VP Eng by Q3, here's the pipeline\") signals self-awareness;\n  hiding them signals you can't see your own business.\n\n## The hires that de-risk a round\n\nThe most fundable use-of-funds is hiring that converts your biggest risk into a\nplan. Identify the one or two roles that most reduce investor doubt:\n\n- If the risk is \"can they build it\" -> a senior technical hire or co-founder.\n- If the risk is \"can they sell it\" -> a first sales\u002FGTM leader once there is\n  repeatable pull.\n- If the risk is \"can they keep them\" -> a hire that owns retention.\n\nHire against the *milestone* from [[fundraising-stage-selector]], not a generic\norg chart. A pre-seed company hiring a CFO is spending dilution on the wrong\nrisk.\n\n## Equity for early hires (rough bands, calibrate to stage and seniority)\n\n- First engineers (post-seed): ~0.25%-1.0%.\n- Early senior leaders \u002F first VPs: ~0.5%-2.0%.\n- Pre-product-market-fit co-founder-level hire: 1%-5%+, vesting over 4 years\n  with a 1-year cliff.\n\nAll early grants vest over 4 years with a 1-year cliff - no exceptions for\nfriends, advisors-turned-employees, or \"we trust each other.\"\n\nGrant from a pool sized to the *actual* 18-month hiring plan: list the roles,\nassign each a band, sum it, add a small buffer. Investors often open by asking\nfor a 15-20% post-money pool; a plan-backed number usually lands closer to\n10-12%, and the difference is founder dilution you keep by showing the math.\nSize it deliberately in [[cap-table-manager]].\n\n## Worked example: seed-stage devtools company\n\n**Round:** $3M seed to reach $1M ARR in 18 months. **Team:** two technical\nco-founders, one contract designer.\n\n- Bad team slide: three headshots, university logos, a former employer's logo\n  wall, \"10+ years combined experience.\" No thesis, no gaps named. An investor\n  reads it as \"we hope the logos speak for us.\"\n- Good team narrative: \"We built the internal deploy tooling at [prior company]\n  that this product replaces - we've felt this pain at 200-engineer scale and\n  know exactly where the bodies are buried (earned right to win). Our gap is\n  go-to-market: neither of us has sold. We're hiring a founding GTM lead in the\n  first two quarters post-close - three candidates already in pipeline, all\n  with devtools sales backgrounds.\"\n- Hiring plan against the milestone ($1M ARR): founding GTM lead (1.0-1.5%,\n  the round's key de-risking hire), two product engineers (0.4% each), a\n  developer-relations hire in the back half if bottoms-up adoption is working\n  (0.3%). Total planned grants ≈ 2.5%; buffer to 3.5%; **pool ask: 10%\n  post-money**, defended with this list when the term sheet says 15%.\n- What they did *not* hire: a CFO, a VP of Sales before a single repeatable\n  deal, or a head of people for a team of six.\n\n## Anti-patterns\n\n- A team slide of logos with no \"why this team\" thesis.\n- Hiring senior executives before product-market fit to \"look fundable.\"\n- An option pool set at a round-number default instead of the hiring plan.\n- Handshake equity with no documented grant or vesting - a diligence landmine\n  ([[fundraise-readiness-audit]]).\n\n## Deliverable\n\nA team narrative (earned right to win + founder-market fit + named gaps), a\nprioritized list of the 1-2 risk-reducing hires tied to the round's milestone,\nand an equity-grant plan with vesting that rolls up into the option-pool size.\n\n## Quality bar\n\n- The \"why this team\" thesis survives the question \"couldn't a smart generic\n  team do this?\" - it names specific earned insight, not credentials.\n- Every named gap comes with a role, a rough timeline, and evidence of pipeline\n  or a sourcing plan - never a bare admission.\n- Each planned hire maps to a named risk the round must retire, not an org-chart\n  slot.\n- Every grant has a band, 4-year vesting with a 1-year cliff, and rolls up into\n  a pool number derived from the plan - no round-number pool defaults.\n- Nothing on the plan is a title the company only needs after the *next*\n  milestone.\n","# Fundraise Team & Hiring\n\nInvestors fund a team's ability to learn faster than the market changes. \"Why\nthis team wins this bet\" must be answerable without hand-waving - and the gaps\nmust be named with a credible plan, not hidden. This skill builds both the story\nand the hiring plan behind it.\n\n## When to use this skill\n\nUse it while building the team slide in [[pitch-deck-builder]], when sizing the\noption pool in [[cap-table-manager]], and when use-of-funds in the ask is mostly\n\"key hires.\"\n\n## The team story investors fund\n\n- **Earned right to win**: the specific experience or insight that makes this\n  team unusually suited to *this* problem. Not a resume - a reason.\n- **Founder-market fit**: why you, why now, the unfair advantage you carry.\n- **Named gaps, owned**: every investor sees the holes. Naming them first\n  (\"we need a VP Eng by Q3, here's the pipeline\") signals self-awareness;\n  hiding them signals you can't see your own business.\n\n## The hires that de-risk a round\n\nThe most fundable use-of-funds is hiring that converts your biggest risk into a\nplan. Identify the one or two roles that most reduce investor doubt:\n\n- If the risk is \"can they build it\" -> a senior technical hire or co-founder.\n- If the risk is \"can they sell it\" -> a first sales\u002FGTM leader once there is\n  repeatable pull.\n- If the risk is \"can they keep them\" -> a hire that owns retention.\n\nHire against the *milestone* from [[fundraising-stage-selector]], not a generic\norg chart. A pre-seed company hiring a CFO is spending dilution on the wrong\nrisk.\n\n## Equity for early hires (rough bands, calibrate to stage and seniority)\n\n- First engineers (post-seed): ~0.25%-1.0%.\n- Early senior leaders \u002F first VPs: ~0.5%-2.0%.\n- Pre-product-market-fit co-founder-level hire: 1%-5%+, vesting over 4 years\n  with a 1-year cliff.\n\nAll early grants vest over 4 years with a 1-year cliff - no exceptions for\nfriends, advisors-turned-employees, or \"we trust each other.\"\n\nGrant from a pool sized to the *actual* 18-month hiring plan: list the roles,\nassign each a band, sum it, add a small buffer. Investors often open by asking\nfor a 15-20% post-money pool; a plan-backed number usually lands closer to\n10-12%, and the difference is founder dilution you keep by showing the math.\nSize it deliberately in [[cap-table-manager]].\n\n## Worked example: seed-stage devtools company\n\n**Round:** $3M seed to reach $1M ARR in 18 months. **Team:** two technical\nco-founders, one contract designer.\n\n- Bad team slide: three headshots, university logos, a former employer's logo\n  wall, \"10+ years combined experience.\" No thesis, no gaps named. An investor\n  reads it as \"we hope the logos speak for us.\"\n- Good team narrative: \"We built the internal deploy tooling at [prior company]\n  that this product replaces - we've felt this pain at 200-engineer scale and\n  know exactly where the bodies are buried (earned right to win). Our gap is\n  go-to-market: neither of us has sold. We're hiring a founding GTM lead in the\n  first two quarters post-close - three candidates already in pipeline, all\n  with devtools sales backgrounds.\"\n- Hiring plan against the milestone ($1M ARR): founding GTM lead (1.0-1.5%,\n  the round's key de-risking hire), two product engineers (0.4% each), a\n  developer-relations hire in the back half if bottoms-up adoption is working\n  (0.3%). Total planned grants ≈ 2.5%; buffer to 3.5%; **pool ask: 10%\n  post-money**, defended with this list when the term sheet says 15%.\n- What they did *not* hire: a CFO, a VP of Sales before a single repeatable\n  deal, or a head of people for a team of six.\n\n## Anti-patterns\n\n- A team slide of logos with no \"why this team\" thesis.\n- Hiring senior executives before product-market fit to \"look fundable.\"\n- An option pool set at a round-number default instead of the hiring plan.\n- Handshake equity with no documented grant or vesting - a diligence landmine\n  ([[fundraise-readiness-audit]]).\n\n## Deliverable\n\nA team narrative (earned right to win + founder-market fit + named gaps), a\nprioritized list of the 1-2 risk-reducing hires tied to the round's milestone,\nand an equity-grant plan with vesting that rolls up into the option-pool size.\n\n## Quality bar\n\n- The \"why this team\" thesis survives the question \"couldn't a smart generic\n  team do this?\" - it names specific earned insight, not credentials.\n- Every named gap comes with a role, a rough timeline, and evidence of pipeline\n  or a sourcing plan - never a bare admission.\n- Each planned hire maps to a named risk the round must retire, not an org-chart\n  slot.\n- Every grant has a band, 4-year vesting with a 1-year cliff, and rolls up into\n  a pool number derived from the plan - no round-number pool defaults.\n- Nothing on the plan is a title the company only needs after the *next*\n  milestone.\n",{"name":5,"description":7},"main","97a13607d669157a4a16d5ba79b77f208319f7b9","skills\u002Ffundraise-team-hiring",3,"https:\u002F\u002Fgithub.com\u002FSkillMedev\u002Fskills","https:\u002F\u002Fskillme.dev","https:\u002F\u002Fgithub.com\u002FSkillMedev","MCP-native catalog of Claude Agent Skills. Browse, recommend, install, and auto-apply skills in chat. Open source, every skill free and clonable on GitHub.","2026-10-14 03:19:31",{"source":8,"skillName":5,"commands":34,"prompt":44,"zipAvailable":45},[35,38,41],{"tool":36,"command":37},"npx","npx skills add SkillMedev\u002Fskills --skill fundraise-team-hiring",{"tool":39,"command":40},"bunx","bunx skills add SkillMedev\u002Fskills --skill fundraise-team-hiring",{"tool":42,"command":43},"pnpm","pnpm dlx skills add SkillMedev\u002Fskills --skill fundraise-team-hiring","安装技能，技能地址：https:\u002F\u002Fgithub.com\u002FSkillMedev\u002Fskills\u002Fblob\u002Fmain\u002Fskills\u002Ffundraise-team-hiring\u002FSKILL.md",true,[],[48,58,65,72,79,86],{"skillNo":49,"name":50,"nameZh":51,"description":52,"descriptionZh":53,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":12,"repositoryNo":13,"starsCount":14,"licenseSpdxId":15,"licenseFileUrl":6,"sourceHtmlUrl":54,"categories":55,"keywords":56,"publishedAt":57},"01M75271B256DF3FX2VG5VRYEE","zone-2-cardio-plan","有氧运动计划","Use when someone asks to build a steady-state cardio plan, train an aerobic base or Zone 2, structure easy or endurance weekly cardio, train by heart-rate zones, or improve resting heart rate, VO2, or endurance. Builds a heart-rate-zone aerobic training block with session structure, modality choice, and progression. General fitness guidance, not medical advice. Do NOT use to design a strength or lifting program (use Strength Training Plan), high-intensity interval conditioning, HIIT, or circuits (use Conditioning & HIIT Program), or a mobility\u002Fflexibility routine (use Mobility Routine).","当有人要求制定稳态有氧训练计划、进行有氧基础训练或达到第二区间、安排轻松或耐力型的每周有氧训练、按心率区间训练，或提高静息心率、最大摄氧量或耐力时，可以使用此方案。该方案构建了一个包含训练计划结构、训练方式选择和进度安排的心率区间有氧训练模块。本方案仅提供一般健身指导，不构成医疗建议。请勿用于设计力量或举重训练计划（请使用力量训练计划）、高强度间歇训练 (HIIT) 或循环训练（请使用体能训练和 HIIT 计划），或灵活性\u002F柔韧性训练（请使用灵活性训练计划）。","https:\u002F\u002Fgithub.com\u002FSkillMedev\u002Fskills\u002Fblob\u002Fmain\u002Fskills\u002Fzone-2-cardio-plan\u002FSKILL.md",[],[],"2026-11-11 18:27:18",{"skillNo":59,"name":60,"nameZh":6,"description":61,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":12,"repositoryNo":13,"starsCount":14,"licenseSpdxId":15,"licenseFileUrl":6,"sourceHtmlUrl":62,"categories":63,"keywords":64,"publishedAt":57},"01M7526VP1QBBKYBE17S1WR86Y","youtube-script-writer","Writes retention-engineered long-form YouTube scripts on a hook\u002Fbody\u002Fpayoff architecture - a first-30-seconds hook that survives the retention cliff, a beat-sheet body with mini-hooks and bridges, timed pattern interrupts, and a payoff that over-delivers - with B-roll and editing cues marked inline. Use when someone says \"script my next video\", \"my retention graph dies at the start\", \"tighten this draft\", or \"outline a video on X\". Do NOT use for the 3-second opener of TikTok, Reels, or Shorts - use video-hook-writer instead; do NOT use for spoken voiceover synced to on-screen tutorial actions - use narration-script instead; do NOT use for a sales demo built on a buyer's discovery notes - use demo-script instead; do NOT use to design the thumbnail and title - use thumbnail-concept instead.","https:\u002F\u002Fgithub.com\u002FSkillMedev\u002Fskills\u002Fblob\u002Fmain\u002Fskills\u002Fyoutube-script-writer\u002FSKILL.md",[],[],{"skillNo":66,"name":67,"nameZh":6,"description":68,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":12,"repositoryNo":13,"starsCount":14,"licenseSpdxId":15,"licenseFileUrl":6,"sourceHtmlUrl":69,"categories":70,"keywords":71,"publishedAt":57},"01M7526P2T0WKMHDXS4Q58237T","win-back-campaign","Designs segmented win-back email sequences for dormant users - dormancy tiers, a three-beat sequence with a single proportional incentive, and a suppression rule - and measures success by re-activation, not opens. Use when someone says \"our users went quiet\", \"design a win-back campaign\", \"how do I re-engage lapsed customers\", \"should we email people who haven't logged in for months\", or lifecycle messaging has stopped landing with a lapsed segment. Do NOT use for recovering an unfinished checkout - use abandoned-cart-sequence instead. Do NOT use for diagnosing and fixing why active customers cancel - use churn-reduction instead. Do NOT use for building always-on onboarding or nurture flows - use email-drip-builder instead.","https:\u002F\u002Fgithub.com\u002FSkillMedev\u002Fskills\u002Fblob\u002Fmain\u002Fskills\u002Fwin-back-campaign\u002FSKILL.md",[],[],{"skillNo":73,"name":74,"nameZh":6,"description":75,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":12,"repositoryNo":13,"starsCount":14,"licenseSpdxId":15,"licenseFileUrl":6,"sourceHtmlUrl":76,"categories":77,"keywords":78,"publishedAt":57},"01M7526HF2RCDJ50P93WRZRHVV","wikipedia-style","Writes neutral, verifiable, encyclopedic prose following Wikipedia's core content policies and manual of style - NPOV, inline citations, notability-backed claims, and a strict ban on promotional language. Use when someone asks \"write this like a Wikipedia article\", \"draft a Wikipedia page for this company or person\", \"make this neutral and encyclopedic\", or \"why does my article draft keep getting rejected\". Do NOT use for persuasive or opinion writing - use op-ed-writer instead; for thesis-driven academic papers, use academic-essay; for verifying claims in existing text, use fact-checker.","https:\u002F\u002Fgithub.com\u002FSkillMedev\u002Fskills\u002Fblob\u002Fmain\u002Fskills\u002Fwikipedia-style\u002FSKILL.md",[],[],{"skillNo":80,"name":81,"nameZh":6,"description":82,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":12,"repositoryNo":13,"starsCount":14,"licenseSpdxId":15,"licenseFileUrl":6,"sourceHtmlUrl":83,"categories":84,"keywords":85,"publishedAt":57},"01M7526D43CTGRKGKNQ2GB0KVX","whitepapers","Structures and writes authoritative B2B whitepapers - a standalone executive summary, a data-sized problem statement, methodology, evidence-driven findings, recommendations, and a soft call to action - flagging every claim that needs a real citation. Use when a marketer asks \"write a whitepaper on this topic\", \"turn our research into a lead-gen asset\", \"make this credible enough for executives\", or a draft reads like a product pitch instead of analysis. Do NOT use for customer-story-driven proof - use case-study-builder instead; for policy audiences, use policy-brief.","https:\u002F\u002Fgithub.com\u002FSkillMedev\u002Fskills\u002Fblob\u002Fmain\u002Fskills\u002Fwhitepapers\u002FSKILL.md",[],[],{"skillNo":87,"name":88,"nameZh":6,"description":89,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":12,"repositoryNo":13,"starsCount":14,"licenseSpdxId":15,"licenseFileUrl":6,"sourceHtmlUrl":90,"categories":91,"keywords":92,"publishedAt":57},"01M75268423Y3K50SY5WC2NX2G","white-space-analysis","Finds unmet market gaps by ranking jobs-to-be-done on importance versus satisfaction, overlaying them against current solutions and workarounds, and validating that each gap is real, winnable, and worth winning. Use when someone asks \"where are the gaps in this market\", \"what's underserved here\", \"where should we play next\", or is hunting for product, feature, or market-entry opportunities. Do NOT use for profiling competitors and building battle cards - use competitive-intelligence instead; for putting a dollar figure on an identified opportunity - use market-sizing instead; for extracting jobs-to-be-done from raw customer interviews - use jtbd-extractor instead.","https:\u002F\u002Fgithub.com\u002FSkillMedev\u002Fskills\u002Fblob\u002Fmain\u002Fskills\u002Fwhite-space-analysis\u002FSKILL.md",[],[]]