team-composition-analysis

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

Quality

54%

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Passed

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tessl review fix ./skills/team-composition-analysis/SKILL.md

Quality

Content

42%Scale 1-5

Reviews the quality of instructions and guidance provided to agents. Good implementation is clear, handles edge cases, and produces reliable results.

This skill reads more like a comprehensive reference document than an actionable skill file. It contains useful domain knowledge (salary benchmarks, equity allocation, org structures) but is far too verbose for a SKILL.md, inlining hundreds of lines of reference data that should live in the referenced supporting files. The workflow is present but lacks validation steps, and the actionability is limited to informational guidance rather than concrete executable steps.

Suggestions

Move the detailed salary benchmarks, equity tables, and org chart examples into the referenced files (references/compensation-benchmarks.md, etc.) and keep only a concise summary in SKILL.md

Remove the tautological 'Use this skill when / Do not use this skill when' section and the overview paragraph that restates the title

Add validation checkpoints to the Quick Start workflow, such as 'Verify total equity allocation sums to <100%' or 'Cross-check compensation budget against runway'

Include a concrete worked example showing input (e.g., 'Seed-stage B2B SaaS, $1.5M raised, 3 founders') and expected output format for the team composition analysis

Dimension	Reasoning	Score
Conciseness	The skill is extremely verbose at ~400+ lines, extensively listing salary ranges, org charts, and role descriptions that Claude already knows or could infer. Much of this is reference data that should be in separate files rather than inlined. The 'Use this skill when / Do not use this skill when' section is tautological and wastes tokens.	2 / 5
Actionability	The skill provides concrete salary ranges, equity percentages, and formulas (e.g., fully-loaded cost formula, headcount budget formula), which are somewhat actionable. However, there's no executable code, no specific tool usage, and the guidance is more informational/reference than step-by-step executable. The Quick Start section lists steps but they're high-level directions rather than concrete actions.	3 / 5
Workflow Clarity	The Quick Start provides an 8-step sequence that is reasonable for a planning task, but lacks any validation checkpoints or feedback loops. There's no guidance on how to verify the output quality, validate assumptions, or iterate on the plan. For a non-destructive advisory skill this is acceptable but still missing verification steps.	3 / 5
Progressive Disclosure	The skill references external files (references/compensation-benchmarks.md, references/equity-calculator.md, examples/seed-stage-hiring-plan.md, examples/org-chart-evolution.md, resources/implementation-playbook.md) which is good structure, but none of these files exist in the bundle. Meanwhile, the SKILL.md itself inlines massive amounts of reference data (salary benchmarks, equity tables, org charts) that should be in those referenced files, defeating the purpose of progressive disclosure.	3 / 5
	Total	11 / 20 Passed

Description

66%Scale 1-5

Based on the skill's description, can an agent find and select it at the right time? Clear, specific descriptions lead to better discovery.

The description does a solid job of specifying concrete capabilities and scoping them to a clear domain (early-stage startups). Its main weakness is the absence of an explicit 'Use when...' clause, which would help Claude know precisely when to select this skill. Adding trigger guidance and a few more synonyms would elevate it significantly.

Suggestions

Add an explicit 'Use when...' clause, e.g., 'Use when the user asks about startup hiring, founding team composition, employee equity, or compensation planning for early-stage companies.'

Include common synonyms and related terms like 'org design', 'stock options', 'vesting schedules', 'salary bands', 'headcount planning', and 'cap table' to improve trigger term coverage.

Dimension	Reasoning	Score
Specificity	Lists several specific actions: 'team structures', 'hiring plans', 'compensation strategies', and 'equity allocation'. Also specifies the scope ('early-stage startups from pre-seed through Series A'). Minor gaps — could mention specific deliverables like org charts, cap tables, or offer letter templates.	4 / 5
Completeness	The 'what' is clearly stated with multiple concrete capabilities. However, there is no explicit 'when' clause (e.g., 'Use when...'). The absence of a 'when' clause caps this at 3 per the rubric guidelines.	3 / 5
Trigger Term Quality	Includes good natural keywords users would say: 'team structures', 'hiring plans', 'compensation', 'equity allocation', 'pre-seed', 'Series A', 'startups'. Missing some common synonyms like 'org design', 'headcount planning', 'stock options', 'vesting', 'salary bands', or 'founding team'.	4 / 5
Distinctiveness Conflict Risk	The combination of startup-specific HR/organizational topics with the stage qualifier ('pre-seed through Series A') creates a fairly distinct niche. Minor overlap risk with general HR skills or broader startup advisory skills, but the specificity of the stage and topic combination reduces conflict.	4 / 5
	Total	15 / 20 Passed

Validation

90%

Warnings & errors only

Checks the skill against the spec for correct structure and formatting. All validation checks must pass before discovery and implementation can be scored.

Validation — 10 / 11 Passed

Validation for skill structure

Criteria	Description	Result
frontmatter_unknown_keys	Unknown frontmatter key(s) found; consider removing or moving to metadata	Warning

	Total	10 / 11 Passed

Repository: administrakt0r/AI-Agents-Safe-Coding-Skills
Path: skills/team-composition-analysis/SKILL.md
Commit: debb2ec

Reviewed: 18 hours ago

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