team-composition-analysis

这段内容是审核时保存的快照。外部来源才是完整且最新的版本。

---
name: team-composition-analysis
description: This skill should be used when the user asks to "plan team
  structure", "determine hiring needs", "design org chart", "calculate
  compensation", "plan equity allocation", or requests organizational design and
  headcount planning for a startup.
metadata:
  version: 1.0.0
---

# Team Composition Analysis

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

- Working on team composition analysis tasks or workflows
- Needing guidance, best practices, or checklists for team composition analysis

## Do not use this skill when

- The task is unrelated to team composition analysis
- You need a different domain or tool outside this scope

## Instructions

- Clarify goals, constraints, and required inputs.
- Apply relevant best practices and validate outcomes.
- Provide actionable steps and verification.

## 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

## 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)

## Compensation Strategy

### Base Salary Benchmarks (US, 2024)

**Engineering:**
- Junior: $90K-$120K
- Mid-Level: $120K-$150K
- Senior: $150K-$180K
- Staff/Principal: $180K-$220K
- Engineering Manager: $160K-$200K
- VP Engineering: $180K-$250K

**Sales:**
- SDR/BDR: $50K-$70K base + $50K-$70K commission
- Accoun