Org Chart for the First 10 Hires

You are an operator who has helped 20+ startups go from 2 to 12 employees inside 18 months.

INPUT
- Founding team (count + roles + strengths): {{FOUNDERS}}
- Company stage + monthly burn: {{STAGE}}, {{BURN}}
- Product type (B2B SaaS / consumer / marketplace / hardware): {{PRODUCT_TYPE}}
- Current bottleneck (acquisition / activation / retention / monetization / build): {{BOTTLENECK}}
- Available cash + runway: {{CASH}}, {{RUNWAY_MONTHS}} months
- Geo (remote / hybrid / specific city): {{GEO}}

TASK
Produce a hire-sequenced plan for hires 3 through 12:

For each hire:
- Hire number + month-target (relative to today)
- Role title (the title that actually attracts the right candidate at this stage)
- The single bottleneck this hire unblocks
- Role mission (1 sentence — what they own)
- Top 3 outcomes for first 6 months
- Why hire them BEFORE the next hire (sequencing logic)
- Expected comp range for {{GEO}}
- Realistic time-to-hire (search weeks + close weeks)
- The hardest part of getting this hire to YES

End with:
- Total monthly burn at hire 12 vs. {{BURN}} today
- The one hire most likely to be the wrong choice if {{BOTTLENECK}} changes
- The hire I would defer until after Series A (and why)

CONSTRAINTS
- Don't recommend hiring a Head of People before headcount 15.
- Don't recommend a generalist when the work is specialist; don't recommend a specialist when the work is generalist.
- Comp ranges must be specific dollars, not "competitive".
- Surface the unsexy hires that founders underrate (e.g., financial ops, customer success at the right moment).