AgentSkillsCN

team-composition-analysis

通过 Rube MCP（Composio）自动执行 Teamcamp 任务。在使用最新架构前，务必先搜索相关工具。

SKILL.md
--- frontmatter
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 desi
category: Development & Code Tools
source: antigravity
tags: [ai, workflow, template, design, marketing]
url: https://github.com/sickn33/antigravity-awesome-skills/tree/main/skills/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

code
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