Team Composition Analysis V2

Team Composition Analysis

Overview

This public intake copy packages plugins/antigravity-awesome-skills/skills/team-composition-analysis from https://github.com/sickn33/antigravity-awesome-skills into the native Omni Skills editorial shape without hiding its origin.

Use it when the operator needs the upstream workflow, support files, and repository context to stay intact while the public validator and private enhancer continue their normal downstream flow.

This intake keeps the copied upstream files intact and uses the external_source block in metadata.json plus ORIGIN.md as the provenance anchor for review.

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

Imported source sections that did not map cleanly to the public headings are still preserved below or in the support files. Notable imported sections: Team Structure by Stage, Role-by-Role Planning, Compensation Strategy, Equity Allocation, Organizational Design, Full-Time vs. Contract.

When to Use This Skill

Use this section as the trigger filter. It should make the activation boundary explicit before the operator loads files, runs commands, or opens a pull request.

• Working on team composition analysis tasks or workflows
• Needing guidance, best practices, or checklists for team composition analysis
• The task is unrelated to team composition analysis
• You need a different domain or tool outside this scope
• Use when the request clearly matches the imported source intent: Design optimal team structures, hiring plans, compensation strategies, and equity allocation for early-stage startups from pre-seed through Series A.
• Use when the operator should preserve upstream workflow detail instead of rewriting the process from scratch.

Operating Table

Workflow

This workflow is intentionally editorial and operational at the same time. It keeps the imported source useful to the operator while still satisfying the public intake standards that feed the downstream enhancer flow.

1. Clarify goals, constraints, and required inputs.
2. Apply relevant best practices and validate outcomes.
3. Provide actionable steps and verification.
4. If detailed examples are required, open resources/implementation-playbook.md.
5. Confirm the user goal, the scope of the imported workflow, and whether this skill is still the right router for the task.
6. Read the overview and provenance files before loading any copied upstream support files.
7. Load only the references, examples, prompts, or scripts that materially change the outcome for the current request.

Imported Workflow Notes

Imported: 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.

Imported: 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.

Imported: 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

Examples

Example 1: Ask for the upstream workflow directly

Use @team-composition-analysis-v2 to handle <task>. Start from the copied upstream workflow, load only the files that change the outcome, and keep provenance visible in the answer.

Explanation: This is the safest starting point when the operator needs the imported workflow, but not the entire repository.

Example 2: Ask for a provenance-grounded review

Review @team-composition-analysis-v2 against metadata.json and ORIGIN.md, then explain which copied upstream files you would load first and why.

Explanation: Use this before review or troubleshooting when you need a precise, auditable explanation of origin and file selection.

Example 3: Narrow the copied support files before execution

Use @team-composition-analysis-v2 for <task>. Load only the copied references, examples, or scripts that change the outcome, and name the files explicitly before proceeding.

Explanation: This keeps the skill aligned with progressive disclosure instead of loading the whole copied package by default.

Example 4: Build a reviewer packet

Review @team-composition-analysis-v2 using the copied upstream files plus provenance, then summarize any gaps before merge.

Explanation: This is useful when the PR is waiting for human review and you want a repeatable audit packet.

Imported Usage Notes

Imported: Quick Start

To plan team composition:

1. Identify stage - Pre-seed, seed, or Series A
2. Define roles - What functions are needed now
3. Prioritize hires - Critical path for business goals
4. Set compensation - Base salary + equity by level
5. Plan timeline - Account for recruiting and ramp time
6. Calculate budget - Fully-loaded cost × headcount
7. Design org chart - Reporting structure and span of control
8. Allocate equity - Fair allocation that preserves pool

For detailed compensation benchmarks and hiring plan templates, see references/ and examples/.

Best Practices

Treat the generated public skill as a reviewable packaging layer around the upstream repository. The goal is to keep provenance explicit and load only the copied source material that materially improves execution.

• Keep the imported skill grounded in the upstream repository; do not invent steps that the source material cannot support.
• Prefer the smallest useful set of support files so the workflow stays auditable and fast to review.
• Keep provenance, source commit, and imported file paths visible in notes and PR descriptions.
• Point directly at the copied upstream files that justify the workflow instead of relying on generic review boilerplate.
• Treat generated examples as scaffolding; adapt them to the concrete task before execution.
• Route to a stronger native skill when architecture, debugging, design, or security concerns become dominant.

Troubleshooting

Problem: The operator skipped the imported context and answered too generically

Symptoms: The result ignores the upstream workflow in plugins/antigravity-awesome-skills/skills/team-composition-analysis, fails to mention provenance, or does not use any copied source files at all. Solution: Re-open metadata.json, ORIGIN.md, and the most relevant copied upstream files. Check the external_source block first, then restate the provenance before continuing.

Problem: The imported workflow feels incomplete during review

Symptoms: Reviewers can see the generated SKILL.md, but they cannot quickly tell which references, examples, or scripts matter for the current task. Solution: Point at the exact copied references, examples, scripts, or assets that justify the path you took. If the gap is still real, record it in the PR instead of hiding it.

Problem: The task drifted into a different specialization

Symptoms: The imported skill starts in the right place, but the work turns into debugging, architecture, design, security, or release orchestration that a native skill handles better. Solution: Use the related skills section to hand off deliberately. Keep the imported provenance visible so the next skill inherits the right context instead of starting blind.

Related Skills

• @00-andruia-consultant - Use when the work is better handled by that native specialization after this imported skill establishes context.
• @00-andruia-consultant-v2 - Use when the work is better handled by that native specialization after this imported skill establishes context.
• @10-andruia-skill-smith - Use when the work is better handled by that native specialization after this imported skill establishes context.
• @10-andruia-skill-smith-v2 - Use when the work is better handled by that native specialization after this imported skill establishes context.

Additional Resources

Use this support matrix and the linked files below as the operator packet for this imported skill. They should reflect real copied source material, not generic scaffolding.

Imported Reference Notes

Imported: 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

Imported: 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)

Imported: 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

Imported: 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

Imported: 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)

Imported: 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

Imported: 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)

Imported: 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

Imported: 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.