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@be57c0b
by Seth Hobsonwshobson/agents40k stars
4,281

Design optimal team structures, hiring plans, compensation strategies, and equity allocation for early-stage startups from pre-seed through Series A. Use this skill when planning headcount, determining which roles to hire next, setting compensation or equity ranges, designing org structure, or building a hiring budget aligned to funding milestones.

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Use this Skill: https://skilld.dev/gh/wshobson/agents/team-composition-analysis

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referencesdetails.md

≈443 tokens on demand. Your agent reads this file only when SKILL.md points to it.

team-composition-analysis — detailed sections

Role-by-Role Planning

Engineering Team

Pre-Seed:

  • Founders write code
  • 0-1 contract developers

Seed:

  • Engineering Lead (first $150K-$180K)
  • 2-3 Full-Stack Engineers ($120K-$150K)
  • 1 Frontend or Backend Specialist ($130K-$160K)

Series A:

  • VP Engineering ($180K-$250K + equity)
  • 2-3 Senior Engineers ($150K-$180K)
  • 3-5 Mid-Level Engineers ($120K-$150K)
  • 1-2 Junior Engineers ($90K-$120K)
  • 1 DevOps/Infrastructure ($140K-$170K)

Sales & Marketing

Pre-Seed:

  • Founders do sales
  • Contract marketing help

Seed:

  • First Sales Hire / Head of Sales ($120K-$150K + commission)
  • Marketing/Growth Lead ($100K-$140K)
  • SDR or BDR (if B2B) ($50K-$70K + commission)

Series A:

  • VP Sales ($150K-$200K + commission + equity)
  • 3-5 Account Executives ($80K-$120K + commission)
  • 2-3 SDRs/BDRs ($50K-$70K + commission)
  • Marketing Manager ($90K-$130K)
  • Content/Demand Gen ($70K-$100K)

Product Team

Pre-Seed:

  • Founder as product lead

Seed:

  • First Product Manager ($120K-$150K)
  • Contract designer

Series A:

  • Head of Product ($150K-$180K)
  • 1-2 Product Managers ($120K-$150K)
  • Product Designer ($100K-$140K)
  • UX Researcher (optional) ($90K-$130K)

Customer Success

Pre-Seed:

  • Founders handle support

Seed:

  • First CS hire (optional) ($60K-$90K)

Series A:

  • CS Manager ($100K-$130K)
  • 2-4 CS Representatives ($60K-$90K)
  • Support Engineer (technical) ($80K-$120K)

G&A (General & Administrative)

Pre-Seed:

  • Contractors (accounting, legal)

Seed:

  • Operations/Office Manager ($70K-$100K)
  • Contract CFO

Series A:

  • CFO or Finance Lead ($150K-$200K)
  • Recruiter ($80K-$120K)
  • Office Manager / EA ($60K-$90K)

Source: SKILL.md on GitHub

Third-party checks

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    No security issues detected. The skill provides informational benchmarks and guidelines for startup hiring and team structure without any code execution or external data access.

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    Risk: LOW · No issues

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    Score: 93/100 · 2 sections analyzed

Provenance

Signed by skilld at be57c0b. This ties the file your Agent reads to that commit on GitHub. It does not review the instructions.

Last checked against GitHub 3 days ago.

Activeupdated 4 months ago

Capability

version
1.0.0

Topics

  • startup
  • hiring
  • compensation
  • equity
  • org-structure
  • headcount-planning
  • series-a
  • seed-stage
  • team-building

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What it does

Design optimal team structures, hiring plans, compensation strategies, and equity allocation for early-stage startups from pre-seed through Series A. Provides role-by-role salary benchmarks, fully-loaded cost calculations, equity grant ranges, and organizational design patterns tied to funding stage and headcount.

Generated from the current SKILL.md.

Frequently asked

Does this skill provide specific equity percentages for my stage?
Yes. It includes equity ranges by role and funding stage, from founder allocations (40-60% for first founder) through Series A hires (C-level 1.0-3.0%, VP 0.3-1.0%, etc.), plus option pool sizing guidance for each round.
What salary benchmarks does this cover?
US 2024 benchmarks for engineering (junior through VP), sales (SDR through VP), product, marketing, and customer success roles, with geographic adjustments for SF, Seattle, Austin, remote, and international locations.
Can I use this to plan hiring timeline and budget?
Yes. The skill includes realistic recruiting-to-productivity timelines (6-24 weeks depending on seniority), compensation-as-percentage-of-revenue targets by stage, and a headcount budget formula with fully-loaded cost calculations.
Does this cover org structure design?
Yes. It provides reporting structures and span-of-control guidelines for pre-seed through Series A, including manager ratios and example org charts by stage.
Does this address full-time vs. contract hiring decisions?
Yes. It lists when to use each model, cost comparisons, and hourly rate ranges ($75-$200 for contractors vs. $40-$100 FTE equivalent).

Generated from the current SKILL.md. These answers refresh after source changes.