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plugins/startup-business-analyst/skills/team-composition-analysis/SKILL.md
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@@ -19,6 +19,7 @@ Build the right team at the right time with appropriate compensation and equity.
**Team Size: 2-5 people**
**Core Roles:**
- Founders (2-3): Product, engineering, business
- First engineer (if needed)
- Contract roles: Design, marketing
@@ -30,6 +31,7 @@ Build the right team at the right time with appropriate compensation and equity.
**Team Size: 5-15 people**
**Key Hires:**
- Engineering lead + 2-3 engineers
- First sales/business development
- Product manager
@@ -42,6 +44,7 @@ Build the right team at the right time with appropriate compensation and equity.
**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
@@ -55,15 +58,18 @@ Build the right team at the right time with appropriate compensation and equity.
### 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)
@@ -73,15 +79,18 @@ Build the right team at the right time with appropriate compensation and equity.
### 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)
@@ -91,13 +100,16 @@ Build the right team at the right time with appropriate compensation and equity.
### 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)
@@ -106,12 +118,15 @@ Build the right team at the right time with appropriate compensation and equity.
### 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)
@@ -119,13 +134,16 @@ Build the right team at the right time with appropriate compensation and equity.
### 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)
@@ -135,6 +153,7 @@ Build the right team at the right time with appropriate compensation and equity.
### Base Salary Benchmarks (US, 2024)
**Engineering:**
- Junior: $90K-$120K
- Mid-Level: $120K-$150K
- Senior: $150K-$180K
@@ -143,24 +162,28 @@ Build the right team at the right time with appropriate compensation and equity.
- VP Engineering: $180K-$250K
**Sales:**
- SDR/BDR: $50K-$70K base + $50K-$70K commission
- Account Executive: $80K-$120K base + $80K-$120K commission
- Sales Manager: $120K-$160K base + $80K-$120K commission
- VP Sales: $150K-$200K base + $150K-$200K commission
**Product:**
- Product Manager: $120K-$150K
- Senior PM: $150K-$180K
- Head of Product: $150K-$180K
- VP Product: $180K-$220K
**Marketing:**
- Marketing Manager: $90K-$130K
- Content/Demand Gen: $70K-$100K
- Head of Marketing: $130K-$170K
- VP Marketing: $150K-$200K
**Customer Success:**
- CS Representative: $60K-$90K
- CS Manager: $100K-$130K
- VP Customer Success: $140K-$180K
@@ -172,6 +195,7 @@ Total Comp = Base Salary × 1.30 (benefits & taxes) + Equity Value
```
**Fully-Loaded Cost:**
- Base salary
- Payroll taxes (7.65% FICA)
- Benefits (health insurance, 401k): $10K-$15K per employee
@@ -192,22 +216,26 @@ Total Comp = Base Salary × 1.30 (benefits & taxes) + Equity Value
### Equity by Role and Stage
**Founders:**
- First founder: 40-60%
- Second founder: 20-40%
- Third founder: 10-20%
- Vesting: 4 years with 1-year cliff
**Early Employees (Pre-Seed):**
- First engineer: 0.5-2.0%
- First 5 employees: 0.25-1.0% each
**Seed Stage Hires:**
- VP/Head level: 0.5-1.5%
- Senior IC: 0.1-0.5%
- Mid-level: 0.05-0.25%
- Junior: 0.01-0.1%
**Series A Hires:**
- C-level (CTO, CFO): 1.0-3.0%
- VP level: 0.3-1.0%
- Director level: 0.1-0.5%
@@ -218,6 +246,7 @@ Total Comp = Base Salary × 1.30 (benefits & taxes) + Equity Value
### Equity Pool Sizing
**Option Pool by Round:**
- Pre-Seed: 10-15% reserved
- Seed: 10-15% top-up
- Series A: 10-15% top-up
@@ -227,6 +256,7 @@ Total Comp = Base Salary × 1.30 (benefits & taxes) + Equity Value
Investors often require option pool creation before investment, diluting founders.
**Example:**
```
Pre-money: $10M
Investors want 15% option pool post-money
@@ -242,6 +272,7 @@ Founders diluted by pool creation before new money
### Reporting Structure
**Pre-Seed:**
```
Founders (flat structure)
├── Contractors
@@ -249,6 +280,7 @@ Founders (flat structure)
```
**Seed:**
```
CEO
├── Engineering Lead (2-4 engineers)
@@ -258,6 +290,7 @@ CEO
```
**Series A:**
```
CEO
├── CTO / VP Engineering (6-20 people)
@@ -279,6 +312,7 @@ CEO
### Span of Control
**Manager Ratios:**
- First-line managers: 4-8 direct reports
- Directors: 3-5 direct reports (managers)
- VPs: 3-5 direct reports (directors)
@@ -287,12 +321,14 @@ CEO
## Full-Time vs. Contract
### Use Full-Time for:
- Core product development
- Sales (revenue-generating roles)
- Mission-critical operations
- Institutional knowledge roles
### Use Contractors for:
- Specialized short-term needs (legal, accounting)
- Variable workload (design, marketing campaigns)
- Skills outside core competency
@@ -302,12 +338,14 @@ CEO
### Cost Comparison
**Full-Time:**
- Lower hourly cost
- Benefits and overhead
- Long-term commitment
- Cultural fit matters
**Contract:**
- Higher hourly rate ($75-$200/hour vs. $40-$100/hour FTE equivalent)
- No benefits or overhead
- Flexible engagement
@@ -318,12 +356,14 @@ CEO
### Realistic Timeline
**Role Opening to Hire:**
- Junior: 6-8 weeks
- Mid-Level: 8-12 weeks
- Senior: 12-16 weeks
- Executive: 16-24 weeks
**Time to Productivity:**
- Junior: 4-6 months
- Mid-Level: 2-4 months
- Senior: 1-3 months
@@ -335,6 +375,7 @@ Always add 2-3 months buffer to hiring plans.
**Example:**
If need engineer by July 1:
- Start recruiting: April 1 (12 weeks)
- Productivity: September 1 (2 months ramp)
@@ -343,12 +384,14 @@ If need engineer by July 1:
### Compensation as % of Revenue
**Early Stage (Seed):**
- Total comp: 120-150% of revenue (burning cash to grow)
- Engineering: 50-60%
- Sales: 30-40%
- Other: 20-30%
**Growth Stage (Series A):**
- Total comp: 70-100% of revenue
- Engineering: 35-45%
- Sales: 25-35%
@@ -369,10 +412,12 @@ Total: $1.1M
## Additional Resources
### Reference Files
- **`references/compensation-benchmarks.md`** - Detailed salary data by role, level, and location
- **`references/equity-calculator.md`** - Equity sizing formulas and dilution scenarios
### Example Files
- **`examples/seed-stage-hiring-plan.md`** - Complete hiring plan for seed-stage SaaS company
- **`examples/org-chart-evolution.md`** - Organizational design from 5 to 50 people