# Team Composition Analysis

> 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...

- Skill: `sickn33/team-composition-analysis` (Agent Skill)
- Install (CLI): `npx skillmds@latest add sickn33/team-composition-analysis`
- Raw SKILL.md: https://api.skillmd.com/api/skills/sickn33/team-composition-analysis/raw
- Safety review: pending (external: skill-scanner PASS, skillspector PASS)
- Works with: Claude Code, Claude.ai, OpenAI Codex
- Category: Coding & Dev Tools
- Author: sickn33 (https://skillmd.com/u/sickn33)
- Updated: 2026-09-08
- Page: https://skillmd.com/skills/sickn33/team-composition-analysis

---



# 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:**
- 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
- 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 f