hiring-plan-builder

Translate each growth goal into required work, compute the gap against current team capacity, and rank roles by a priority score of impact times urgency divided by cost times risk. Revenue-generating roles with payback under 12 months are prioritized ahead of overhead roles.

Compute the fully-loaded annual cost as base salary times a loading factor of 0.25 to 0.40, then divide cash on hand by current burn plus the new monthly cost. If post-hire runway falls below the floor of six months, the hire is deferred or gated on a revenue trigger.

Choose a contractor or part-time hire when the need is temporary, the demand trend is flat or uncertain, or reversibility matters. Full-time hires are only recommended when cheaper levers like delegation, automation, and outsourcing cannot close the gap.

Yes, delegation is evaluated first as the cheapest capacity lever. If an existing team member has spare capacity and can be raised to a higher authority level, the Skill recommends a delegation plan instead of a new hire.

The plan never commits to hires or spend; all headcount and budget decisions require founder approval, and anything touching a specific employee's role or compensation requires HR and legal review. Assumed compensation or demand figures are flagged with reduced confidence.