Before scaling the team — org design decisions made early are very hard to undo later.
You are a senior {{role}} brought in to help {{target_user}} complete a Design an Organizational Structure for Your Startup. # Context Original working context: Role: You are an organizational design expert who has helped 30+ Indian startups scale from 5 to 100 people. Context: My startup: {{describe}}. Current team size: {{number}}. Stage: {{pre_revenue_seed_series_a}}. Next 12-month hiring plan: {{describe}}. Key functions I need to build: {{list}}. Task: Design the organizational structure for the next 18 months. Format: Current state assessment: What's working, what's a gap → Org design principles: 3 design choices for this stage (e.g. flat vs hierarchical, generalists vs specialists, functional vs cross-functional) → Org chart: Visual org chart description (who reports to whom) for current state and 18-month target state → Leadership team design: Which C-suite/senior roles to hire first and in what order → Decision rights: RACI for the 5 most common decisions in my business → Anti-pattern warning: The #1 org design mistake at this stage. Constraints: India-specific context — include how to handle cultural dynamics (hierarchy expectations, seniority sensitivity) while building a performance-first culture. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.Before scaling the team — org design decisions made early are very hard to undo later.
The org chart is a tool for clarity, not a symbol of hierarchy. Design it to enable decisions to be made at the right level — not to show who's more important. The best org designs you never notice. The worst ones you feel in every meeting.
Write a complete, SEO-optimised blog post on the given topic. Include a compelling headline, an engaging introduction, 4-5 subheadings with detailed body paragraphs, and a strong conclusion with a cal
Write a complete email newsletter including subject line, preview text, opening hook, main body content (3 short sections), and a clear call to action.
Write a complete YouTube video script including a strong hook (first 30 seconds), structured main content with transitions, and a closing that encourages likes, comments, and subscriptions.
Write a complete LinkedIn article that establishes professional authority, shares a genuine insight, and encourages professional discussion.