claudegoodies
Skill

team-composition-analysis

From wshobson

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.

Facts

Repository
wshobson/agents
Status
Actively maintained
Last commit

Source preview

The instructions Claude Code reads when this skill runs.

# Team Composition Analysis

Design optimal team structures, hiring plans, compensation strategies, and equity allocation for early-stage startups from pre-seed through Series A.

## Overview

Build 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.

## Team Structure by Stage

### Pre-Seed (0-$500K ARR)

**Team Size: 2-5 people**

**Core Roles:**

- Founders (2-3): Product, engineering, business
- First engineer (if needed)
- Contract roles: Design, marketing

**Focus:** Build and validate product-market fit

### Seed ($500K-$2M ARR)

**Team Size: 5-15 people**

**Key Hires:**

- Engineering lead + 2-3 engineers
- First sales/business development
- Product manager
- Marketing/growth lead

**Focus:** Scale product and prove repeatable sales

### Series A ($2M-$10M ARR)

**Team Size: 15-50 people**

**Department Build-Out:**

- Engineering (40%): 6-20 people
- Sales & Marketing (30%): 5-15 people
- Customer Success (10%): 2-5 people
- G&A (10%): 2-5 people
- Product (10%): 2-5 people

**Focus:** Scale revenue and build repeatable processes

## Detailed section: Role-by-Role Planning

Originally a 1720-byte section in this SKILL.md. Moved to `references/details.md` to fit Codex's 8 KB skill body cap.

## Compensation Strategy

### Base Salary Benchmarks (US
View full source on GitHub →

Other skills