Can the cash carry these hires to the next round?
Paste your startup's facts - cash, monthly costs, revenue, the plan start, the next funding milestone, the option pool - and a team table: everyone on payroll now and every hire you plan, with function, level, base, equity, location and start month. Your browser prices every row against the skill's salary bands for its location, works out the fully-loaded cost, when recruiting must start and when each hire is productive, the runway month by month with and without the plan, comp as a share of revenue and what the plan leaves in the option pool. Free, before you sign in, and nothing is uploaded. Then the review lane puts the hires in order and the memo lane writes the board memo.
The companies, people and numbers are invented. Two are plan reviews (the seed company also carries its board memo, one click after the review) and one is a memo; each comes with a saved model reply, so you can see the whole page without signing in or spending a credit.
What this does, and what it does not
A hiring plan is usually a list of roles and start months in a spreadsheet, priced at base salary and checked against nothing. The skill behind this page plans the other way round: identify the stage, define the roles, prioritise the hires on the critical path to the next milestone, set pay and equity by level and location, plan the timeline with recruiting and ramp time, and calculate the budget at fully-loaded cost. Its numbers are arithmetic the page can do for you - a senior engineer takes 12 to 16 weeks to hire and one to three months to ramp, base times 1.3 is what a hire really costs, a seed senior IC gets 0.1 to 0.5% - so a plan that starts a hire next month with no search open, or grants more than the pool holds, is flagged before any model sees it.
The review answers every flag, puts every planned hire in order with a start month and a reason, changes pay or grants where they fall outside the skill's ranges (never below a band to stretch runway), and names the roles the stage needs that the plan lacks. When the cash runs out by the milestone it must move, hold or cut a hire. The memo turns the plan - or the reviewed plan, one click after the review - into the five sections a board reads. Every figure in a reply must come from your input or the page's arithmetic; nothing is invented.
The paid lanes see up to 60 rows of the team table with the page's arithmetic. Your plan stays in this browser unless you run a lane. The salary and equity figures are the skill's US 2024 benchmarks, not market data for your city and role: use them as a sanity check, and take equity, 409A and contractor-classification questions to your lawyer and accountant. Derived from the agent skill @wshobson/team-composition-analysis (wshobson/agents, MIT: team structure by stage, compensation benchmarks and location adjustments, the fully-loaded cost formula, equity by role and stage and pool sizing, spans of control, full-time against contract, hiring velocity and the headcount budget). Sources are listed in llms.txt.