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.
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- wshobson/agents
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- Actively maintained
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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 (USView full source on GitHub →Other skills
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