@ruaruababa/vibe-kit 1.0.0

package/skills/team-composition-analysis/SKILL.md

@@ -0,0 +1,413 @@
+---
+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.
+- 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 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 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
+
+## 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/`.