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.
- If detailed examples are required, open
resources/implementation-playbook.md.
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:
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:
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
- 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
Total Compensation Formula
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
- Other (workspace, equipment, software): $5K-$10K per employee
Rule of Thumb: Multiply base salary by 1.3-1.4 for fully-loaded cost
Geographic Adjustments
San Francisco / New York: +20-30% above benchmarks
Seattle / Boston / Los Angeles: +10-20%
Austin / Denver / Chicago: +0-10%
Remote / Other US Cities: -10-20%
International: Varies widely by country
Equity Allocation
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%
- Senior IC: 0.05-0.2%
- Mid-level: 0.01-0.1%
- Junior: 0.005-0.05%
Equity Pool Sizing
Option Pool by Round:
- Pre-Seed: 10-15% reserved
- Seed: 10-15% top-up
- Series A: 10-15% top-up
- Series B+: 5-10% per round
Pre-Funding Dilution:
Investors often require option pool creation before investment, diluting founders.
Example:
Pre-money: $10M
Investors want 15% option pool post-money
Calculation:
Post-money: $15M ($10M + $5M investment)
Option pool: $2.25M (15% × $15M)
Founders diluted by pool creation before new money
Organizational Design
Reporting Structure
Pre-Seed:
Founders (flat structure)
├── Contractors
└── First hires (report to founders)
Seed:
CEO
├── Engineering Lead (2-4 engineers)
├── Sales/Growth Lead (1-2 reps)
├── Product Manager
└── Operations
Series A:
CEO
├── CTO / VP Engineering (6-20 people)
│ ├── Engineering Manager(s)
│ └── Individual Contributors
├── VP Sales (5-15 people)
│ ├── Sales Manager
│ ├── Account Executives
│ └── SDRs
├── Head of Product (2-5 people)
│ ├── Product Managers
│ └── Designers
├── Head of Customer Success (2-5 people)
└── CFO / Finance Lead (2-5 people)
├── Recruiter
└── Operations
Span of Control
Manager Ratios:
- First-line managers: 4-8 direct reports
- Directors: 3-5 direct reports (managers)
- VPs: 3-5 direct reports (directors)
- CEO: 5-8 direct reports (executive team)
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
- Testing role before FTE hire
- Geographic expansion before permanent presence
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
- Easier to scale up/down
Hiring Velocity
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
- Executive: 3-6 months
Planning Buffer
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)
Budget Planning
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%
- Other: 20-30%
Headcount Budget Formula
Total Comp Budget = Σ (Role Count × Fully-Loaded Cost × % of Year)
Example:
3 Engineers × $202K × 100% = $606K
2 AEs × $230K × 75% (mid-year start) = $345K
1 PM × $162K × 100% = $162K
Total: $1.1M
Additional Resources
Reference Files
references/compensation-benchmarks.md - Detailed salary data by role, level, and locationreferences/equity-calculator.md - Equity sizing formulas and dilution scenarios
Example Files
examples/seed-stage-hiring-plan.md - Complete hiring plan for seed-stage SaaS companyexamples/org-chart-evolution.md - Organizational design from 5 to 50 people
Quick Start
To plan team composition:
- Identify stage - Pre-seed, seed, or Series A
- Define roles - What functions are needed now
- Prioritize hires - Critical path for business goals
- Set compensation - Base salary + equity by level
- Plan timeline - Account for recruiting and ramp time
- Calculate budget - Fully-loaded cost × headcount
- Design org chart - Reporting structure and span of control
- Allocate equity - Fair allocation that preserves pool
For detailed compensation benchmarks and hiring plan templates, see references/ and examples/.
Limitations
- Use this skill only when the task clearly matches the scope described above.
- Do not treat the output as a substitute for environment-specific validation, testing, or expert review.
- Stop and ask for clarification if required inputs, permissions, safety boundaries, or success criteria are missing.