fundraise-team-hiring — independently scanned and version-tracked by SaferSkills.
SaferSkills independently audited fundraise-team-hiring (Agent Skill) and scored it 100/100 (green). The audit ran 55 deterministic rules across Security, Supply Chain, Maintenance, Transparency, and Community; it found 0 high-severity and 0 lower-severity findings. The full rule-by-rule trace and per-finding evidence are below. Free, methodology-open.
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Every scanned point with the score it earned and what moved between them.
First recorded scan — no prior version to compare against.
The primary manifest — the file an agent reads to learn what this artifact does.
Investors fund a team's ability to learn faster than the market changes. "Why this team wins this bet" must be answerable without hand-waving - and the gaps must be named with a credible plan, not hidden. This skill builds both the story and the hiring plan behind it.
Use it while building the team slide in [[pitch-deck-builder]], when sizing the option pool in [[cap-table-manager]], and when use-of-funds in the ask is mostly "key hires."
team unusually suited to this problem. Not a resume - a reason.
("we need a VP Eng by Q3, here's the pipeline") signals self-awareness; hiding them signals you can't see your own business.
The most fundable use-of-funds is hiring that converts your biggest risk into a plan. Identify the one or two roles that most reduce investor doubt:
repeatable pull.
Hire against the milestone from [[fundraising-stage-selector]], not a generic org chart. A pre-seed company hiring a CFO is spending dilution on the wrong risk.
with a 1-year cliff.
All early grants vest over 4 years with a 1-year cliff - no exceptions for friends, advisors-turned-employees, or "we trust each other."
Grant from a pool sized to the actual 18-month hiring plan: list the roles, assign each a band, sum it, add a small buffer. Investors often open by asking for a 15-20% post-money pool; a plan-backed number usually lands closer to 10-12%, and the difference is founder dilution you keep by showing the math. Size it deliberately in [[cap-table-manager]].
Round: $3M seed to reach $1M ARR in 18 months. Team: two technical co-founders, one contract designer.
wall, "10+ years combined experience." No thesis, no gaps named. An investor reads it as "we hope the logos speak for us."
that this product replaces - we've felt this pain at 200-engineer scale and know exactly where the bodies are buried (earned right to win). Our gap is go-to-market: neither of us has sold. We're hiring a founding GTM lead in the first two quarters post-close - three candidates already in pipeline, all with devtools sales backgrounds."
the round's key de-risking hire), two product engineers (0.4% each), a developer-relations hire in the back half if bottoms-up adoption is working (0.3%). Total planned grants ≈ 2.5%; buffer to 3.5%; pool ask: 10% post-money, defended with this list when the term sheet says 15%.
deal, or a head of people for a team of six.
([[fundraise-readiness-audit]]).
A team narrative (earned right to win + founder-market fit + named gaps), a prioritized list of the 1-2 risk-reducing hires tied to the round's milestone, and an equity-grant plan with vesting that rolls up into the option-pool size.
team do this?" - it names specific earned insight, not credentials.
or a sourcing plan - never a bare admission.
slot.
a pool number derived from the plan - no round-number pool defaults.
milestone.
~30 seconds. Free. No account. Every finding cites a rule and a line of evidence.