Update Checklist - Team & Hiring

Update Cadence

Quarterly Review - Or when actively hiring. Increase to bi-weekly during active hiring periods.

Pre-Update Checklist

Before You Start

[ ] Review current team capacity vs. workload
[ ] Assess hiring pipeline status
[ ] Check team satisfaction and engagement
[ ] Review compensation against market

Update Process

1. Hiring Plan (hiring-plan.md)

[ ] Hiring priorities still accurate?
[ ] Timeline to hire still realistic?
[ ] Budget allocated for new hires?
[ ] Role descriptions current?
[ ] Candidate pipeline healthy?

2. Role Descriptions (role-descriptions.md)

[ ] Responsibilities accurately reflect needs?
[ ] Required vs. nice-to-have skills clear?
[ ] Growth path documented?
[ ] Success metrics defined?
[ ] Compensation range competitive?

3. Compensation Framework (compensation-framework.md)

[ ] Market data current (within 6 months)?
[ ] Equity pool adequate for planned hires?
[ ] Benefits competitive for role level?
[ ] Performance review framework clear?
[ ] Equity vesting schedule standard?

4. Culture & Operating Principles (culture-principles.md)

[ ] Operating principles being followed?
[ ] New team member onboarding effective?
[ ] Remote/hybrid policies working?
[ ] Communication norms clear?
[ ] Decision-making process documented?

5. Advisory Board (advisory-board.md)

[ ] Advisory meetings scheduled?
[ ] Advisory engagement appropriate?
[ ] Equity grants aligned with value provided?
[ ] Advisory expertise being leveraged?
[ ] Board composition balanced?

Hiring Pipeline Metrics

Track weekly during active hiring: - [ ] Open positions - [ ] Candidates in pipeline (by stage) - [ ] Time to hire (days) - [ ] Offer acceptance rate - [ ] Quality of hire (performance at 90 days)

Team Capacity Planning

Assess quarterly: - [ ] Current workload vs. capacity - [ ] Bottlenecks and constraints - [ ] Critical path dependencies - [ ] Skills gaps identified - [ ] Training needs

Organization Design

Review: - [ ] Reporting structure optimal? - [ ] Span of control reasonable? - [ ] Cross-functional collaboration working? - [ ] Decision-making clear? - [ ] Communication channels effective?

Team Health Indicators

Monitor: - [ ] Retention rate - [ ] Time to productivity (new hires) - [ ] Internal promotion rate - [ ] Employee satisfaction (informal check-ins) - [ ] Burnout signals

Compensation Benchmarking

Annual review or when hiring: - [ ] Market data for each role (Radford, Option Impact, etc.) - [ ] Internal equity considerations - [ ] Geographic adjustments (if remote) - [ ] Total compensation competitiveness - [ ] Equity稀释 impact on founding team

00-Command-Center: Include hiring milestones in sprint
01-Product: Product roadmap informs hiring priorities
04-Marketing: Marketing leadership may be first hire
05-Beta: Customer success may require early hire
07-Fundraising: Team quality critical for investors
08-Operations: Technical hires critical for deployment

When to Accelerate Hiring

Increase cadence if: - Customer demand exceeding capacity - Key team members burning out - Critical skills gaps slowing progress - Fundraising success requires team scaling - Competitive pressure for talent

Red Flags

⚠️ If you notice: - Open positions unfilled >90 days - Top candidates rejecting offers - Compensation below market - Team satisfaction declining - High early attrition (<6 months) - Span of control too wide (>8 direct reports)

Time Budget

Quarterly review: 3-4 hours (comprehensive assessment) Monthly pulse check: 1 hour (pipeline and capacity) During active hiring: 5-10 hours/week (sourcing, interviewing)

Last Updated: YYYY-MM-DD Next Review: [Quarterly date]