Series: Roles Inside a Venture Studio (Part 3 of 4)
Series Navigation:
Part 1: Core Studio Leadership
Part 2: Venture-Building Roles
Part 3: Specialized Support Functions (Current)
Part 4: The Studio Operating Model
Behind every successful venture portfolio stands a powerful platform team—the specialized professionals who build products, create brands, recruit talent, and keep operations running.
These roles are what make the venture studio model work. Rather than each startup hiring its own full team, studios centralize capabilities that serve multiple ventures. This creates efficiency, maintains quality, and enables studios to build more companies with less overhead.
Platform teams are the secret weapon of high-performing studios.
Understanding these specialized functions reveals how studios achieve their leverage—building multiple companies simultaneously without proportionally scaling headcount. For professionals considering studio careers, these roles offer unique opportunities to work across diverse ventures while developing deep expertise.
The Platform Team Philosophy
Before exploring specific roles, it's important to understand how platform teams think about their work.
Build, Support, Then Hand Off
The platform team lifecycle with ventures:
Stage 1: Build (Months 0-6)
Platform heavily involved
Creates core product/brand/GTM
Does the heavy lifting
Venture lean on studio
Deep collaboration
Stage 2: Support (Months 6-18)
Venture hiring own team
Platform provides guidance
Transition of knowledge
Decreasing involvement
Mentorship mode
Stage 3: Independence (Months 18+)
Venture fully self-sufficient
Platform minimally involved
Available for specific needs
Relationship maintained
Clean handoff complete
Platform teams build themselves out of jobs—that's success.
Balancing Portfolio vs. Individual Ventures
The perpetual tension:
Portfolio thinking:
Serve all ventures fairly
Build reusable assets
Maintain consistent quality
Efficient resource use
Institutional learning
Venture-specific needs:
Each venture is unique
Different stages and urgency
Custom requirements
Speed matters
Quality expectations
Great platform teams balance both.
Quality Standards vs. MVP Mentality
The balancing act:
Quality standards:
Professional execution
Studio reputation
Reusable components
Long-term thinking
Brand consistency
MVP philosophy:
Ship fast
Learn and iterate
Good enough is fine
Avoid perfection
Speed to market
Right answer depends on stage and context.
Product Design Team
Designers create the user experiences and visual identities for ventures.
Primary Responsibilities
User Research:
Customer interviews
User testing sessions
Journey mapping
Pain point identification
Behavioral analysis
Product Design:
User flows and wireframes
Interface design
Prototyping
Design systems
Interaction patterns
Brand Development:
Visual identity creation
Brand guidelines
Logo and typography
Color systems
Brand voice
Design Systems:
Component libraries
Pattern documentation
Reusable assets
Consistency frameworks
Efficiency tools
Typical Team Structure
Lead Product Designer:
Oversees design quality
Owns design systems
Mentors junior designers
Strategic design decisions
Portfolio-level thinking
Product Designers (2-4):
Assigned to specific ventures
End-to-end product design
User research execution
Collaboration with engineering
Iteration based on feedback
Brand Designer (1-2):
Brand identity creation
Marketing materials
Website design
Pitch deck design
Visual consistency
UX Researcher (0-1):
Dedicated user research
Testing coordination
Insight synthesis
Methodology expertise
Research operations
Ratio: Typically 1 designer per 2-3 active ventures
Day-to-Day Activities
Design Execution (60%):
Creating designs and prototypes
Iterating based on feedback
User testing
Working with engineers
Design reviews
Collaboration (25%):
Venture team meetings
Design critiques
Engineering handoff
Stakeholder presentations
Cross-venture coordination
Research (10%):
User interviews
Competitive analysis
Trend research
Testing sessions
Insight synthesis
Systems & Documentation (5%):
Design system updates
Component documentation
Process improvement
Tool evaluation
Knowledge sharing
Key Skills
Design craft:
Visual design excellence
User experience expertise
Prototyping proficiency
Design tool mastery
Interaction design
User understanding:
Empathy and listening
Research methodology
Behavioral analysis
Testing and validation
Insight synthesis
Collaboration:
Communication clarity
Engineering partnership
Stakeholder management
Feedback integration
Cross-functional work
Systems thinking:
Reusability mindset
Pattern recognition
Scalability consideration
Consistency maintenance
Documentation discipline
Challenges
1. Context Switching
Multiple ventures simultaneously
Different industries and users
Various stages and needs
Mental overhead
Design debt across portfolio
2. Balancing Speed and Quality
Fast enough for MVP
Good enough for launch
Professional standards
Venture urgency
Studio reputation
3. Handoff and Independence
Training venture teams
Knowledge transfer
Letting go of control
Ensuring quality continues
Building for transition
Career Progression
Junior Designer → Product Designer → Senior Designer → Lead Designer → Design Partner
Or transition to venture: Designer → Founding Product Designer → Head of Design → CPO
Engineering Team
Engineers build the products that become ventures.
Primary Responsibilities
Product Development:
Build MVPs and prototypes
Implement features
Write clean, maintainable code
Testing and QA
Ship production-ready products
Technical Architecture:
Design system architecture
Technology stack decisions
Scalability planning
Security implementation
Performance optimization
Infrastructure:
Development environments
CI/CD pipelines
Cloud infrastructure
Monitoring and logging
Developer tools
Technical Guidance:
Code reviews
Best practices
Tool selection
Process development
Knowledge transfer
Typical Team Structure
VP Engineering / Technical Lead:
Technical strategy
Team leadership
Architecture oversight
Quality standards
Hiring and development
Senior Engineers (2-4):
Lead development efforts
Architecture decisions
Mentor junior engineers
Complex problem-solving
Quality ownership
Engineers (4-8):
Feature development
Product implementation
Testing and debugging
Code reviews
Continuous improvement
DevOps Engineer (1-2):
Infrastructure management
Deployment automation
System reliability
Security hardening
Performance monitoring
Ratio: Typically 2-3 engineers per active venture
Technology Stack Philosophy
Studios typically standardize:
Common choices:
Frontend: React, Next.js, TypeScript
Backend: Node.js, Python, Go
Mobile: React Native, Flutter
Infrastructure: AWS, GCP, Vercel
Database: PostgreSQL, MongoDB
Why standardization matters:
Reusable components
Shared knowledge
Faster development
Easier hiring
Portfolio synergies
But flexibility when needed:
Venture-specific requirements
Technical constraints
Existing integrations
Team expertise
Market standards
Day-to-Day Activities
Development (70%):
Writing code
Building features
Fixing bugs
Code reviews
Testing
Collaboration (20%):
Standup meetings
Planning sessions
Design collaboration
Stakeholder demos
Technical discussions
Learning & Improvement (10%):
Technology research
Tool evaluation
Process improvement
Documentation
Skill development
Key Skills
Technical excellence:
Full-stack capabilities
Clean code practices
Testing discipline
Performance awareness
Security consciousness
Product mindset:
User focus
Business understanding
Trade-off navigation
MVP thinking
Iteration comfort
Collaboration:
Communication clarity
Designer partnership
Stakeholder engagement
Code review effectiveness
Knowledge sharing
Systems thinking:
Architectural vision
Scalability planning
Reusability mindset
Technical debt management
Long-term thinking
Challenges
1. Technical Debt Management
Balance speed and quality
MVP vs. production-ready
Refactoring time
Documentation debt
Legacy code across portfolio
2. Resource Allocation
Multiple venture demands
Competing priorities
Capacity management
Context switching costs
Fair distribution
3. Build for Transition
Document thoroughly
Train venture teams
Avoid complex dependencies
Enable self-sufficiency
Maintain post-handoff
Career Progression
Engineer → Senior Engineer → Tech Lead → VP Engineering → CTO
Or transition to venture: Engineer → Founding Engineer → VP Engineering → CTO
Marketing & Growth Team
Marketers build brands, acquire customers, and drive growth.
Primary Responsibilities
Brand Development:
Positioning and messaging
Brand identity guidance
Voice and tone
Story development
Market positioning
Content Creation:
Blog posts and articles
Social media content
Email campaigns
Video and multimedia
SEO content
Growth Marketing:
Customer acquisition
Channel testing
Conversion optimization
Analytics and tracking
Growth experiments
Demand Generation:
Lead generation
Campaign management
Marketing automation
Nurture programs
Performance marketing
Typical Team Structure
Head of Marketing:
Marketing strategy
Team leadership
Brand oversight
Budget management
Cross-venture coordination
Growth Marketers (1-2):
Customer acquisition
Channel optimization
Analytics and testing
Performance marketing
Conversion focus
Content Marketers (1-2):
Content strategy
Writing and creation
SEO optimization
Editorial calendar
Thought leadership
Marketing Operations (0-1):
Tools and systems
Automation
Analytics setup
Process efficiency
Data management
Ratio: Typically 1 marketer per 3-4 ventures
Day-to-Day Activities
Content Creation (40%):
Writing and editing
Content production
Social media
Email campaigns
Asset creation
Campaign Management (30%):
Channel management
Ad campaign setup
Testing and optimization
Performance monitoring
Budget allocation
Analysis & Strategy (20%):
Analytics review
Performance analysis
Strategy development
Experiment design
Reporting
Collaboration (10%):
Venture team meetings
Content reviews
Campaign planning
Knowledge sharing
Cross-venture learning
Key Skills
Marketing craft:
Copywriting excellence
Channel expertise
Analytics proficiency
Testing methodology
Creative thinking
Growth mindset:
Data-driven decisions
Experimentation culture
Customer psychology
Funnel understanding
Conversion optimization
Brand thinking:
Positioning clarity
Messaging discipline
Story development
Audience understanding
Consistency maintenance
Technical capability:
Marketing tools
Analytics platforms
Automation systems
SEO/SEM knowledge
Basic coding sometimes
Challenges
1. Early-Stage Marketing
Limited budget
No brand recognition
Unknown products
Small audience
Unproven channels
2. Portfolio Breadth
Different industries
Diverse audiences
Various business models
Multiple channels
Learning curves
3. Metrics and Attribution
Early-stage measurement
Small sample sizes
Attribution complexity
Long sales cycles
ROI demonstration
Talent & Recruiting Team
The talent team builds both the studio and its ventures.
Primary Responsibilities
Founder Recruitment:
Source potential founders
Screen applications
Conduct interviews
Assess fit
Manage pipeline
Executive Search:
Identify executive candidates
Conduct searches
Facilitate interviews
Negotiate offers
Onboard leaders
Team Building Support:
Help ventures recruit
Provide guidance
Screen candidates
Facilitate processes
Offer market insights
Talent Strategy:
Compensation frameworks
Equity guidelines
Hiring processes
Assessment methodologies
Market intelligence
Typical Team Structure
Head of Talent:
Talent strategy
Founder recruitment
Executive search
Team leadership
Compensation philosophy
Talent Partners (1-2):
Founder pipeline
Executive searches
Venture support
Candidate assessment
Network building
Recruiters (1-2):
Sourcing and screening
Interview coordination
Candidate experience
Pipeline management
Administrative execution
Ratio: 1-2 talent professionals per 5-8 ventures
Day-to-Day Activities
Sourcing (40%):
Outbound recruiting
Network building
Application review
Referral cultivation
Pipeline development
Assessment (30%):
Interviews and screening
Reference checks
Skill assessment
Cultural fit evaluation
Feedback synthesis
Coordination (20%):
Interview scheduling
Candidate communication
Offer negotiation
Onboarding support
Process management
Strategy (10%):
Market research
Compensation analysis
Process improvement
Playbook development
Network cultivation
Key Skills
Recruiting excellence:
Sourcing capability
Assessment accuracy
Selling ability
Negotiation skill
Process efficiency
People judgment:
Pattern recognition
Cultural fit assessment
Potential evaluation
Red flag detection
Reference synthesis
Relationship building:
Network development
Candidate experience
Hiring manager partnership
Ecosystem engagement
Long-term cultivation
Strategic thinking:
Talent market understanding
Compensation knowledge
Organizational design
Team composition
Culture development
Challenges
1. Founder Assessment
Predicting founder success
Evaluating potential
Assessing fit
Cultural alignment
Limited data points
2. Competing for Talent
Limited resources
Unproven ventures
Startup risks
Studio model unknown
Market competition
3. Building for Transition
Train venture teams
Enable self-sufficiency
Knowledge transfer
Process handoff
Maintain quality
Operations & Business Support
The operations team keeps the studio running smoothly.
Primary Responsibilities
Finance & Accounting:
Financial reporting
Budgeting and forecasting
Venture accounting
Payroll and benefits
Compliance and tax
Legal & Compliance:
Entity formation
Contract review
IP protection
Regulatory compliance
Risk management
Business Operations:
Systems and tools
Office management
Vendor relationships
Process efficiency
Administrative support
Data & Analytics:
Portfolio metrics
Performance tracking
Data infrastructure
Reporting automation
Insight generation
Typical Team Structure
COO or VP Operations:
Overall operations
Team leadership
Process development
Efficiency optimization
Studio infrastructure
Finance Manager:
Financial operations
Venture accounting
Budgets and forecasts
Investor reporting
Financial analysis
Legal/Compliance (0.5-1):
Contract management
Entity setup
IP strategy
Regulatory guidance
Risk mitigation
Business Operations (1-2):
Tools and systems
Office management
Vendor coordination
Process execution
Administrative support
Data/Analytics (0-1):
Data infrastructure
Portfolio dashboards
Metrics tracking
Analysis and insights
Reporting automation
Day-to-Day Activities
Operations Execution (50%):
Financial processing
Legal review
System administration
Vendor management
Administrative tasks
Support & Service (30%):
Team support
Venture assistance
Question answering
Problem resolution
Resource coordination
Process & Systems (15%):
Process improvement
Tool evaluation
Documentation
Automation
Efficiency gains
Strategy & Planning (5%):
Strategic planning
Budget development
Risk assessment
Policy development
Long-term thinking
Key Skills
Operational excellence:
Process discipline
Attention to detail
Efficiency mindset
Quality focus
System thinking
Financial acumen:
Accounting knowledge
Financial modeling
Budget management
Metrics understanding
Analysis capability
Legal awareness:
Contract understanding
Risk assessment
Compliance knowledge
IP basics
Regulatory awareness
Technology:
Tools proficiency
System integration
Automation mindset
Data literacy
Technical comfort
How Platform Teams Collaborate
Success requires tight coordination across functions.
Cross-Functional Venture Teams
For each active venture:
Core team:
Designer (primary)
Engineers (2-3)
Marketer (support)
Plus venture lead/founder
Support team:
Talent (as needed)
Operations (as needed)
Partners (strategic)
Other specialists (episodic)
Communication Rhythms
Daily:
Venture team standups
Quick sync among core team
Slack/asynchronous coordination
Issue escalation
Weekly:
Venture team planning
Cross-functional sync
Platform team meeting
Progress reviews
Monthly:
Venture portfolio review
Resource allocation
Strategic planning
Learning sharing
Resource Allocation Process
How ventures get platform resources:
Request process:
Venture lead submits request
Studio partner reviews
Platform lead assesses capacity
Prioritization decision
Resource assignment
Prioritization criteria:
Venture stage and urgency
Strategic importance
Resource availability
Expected impact
Timeline needs
Capacity management:
Track platform utilization
Balance across ventures
Hire when necessary
Outsource when appropriate
Optimize allocation
Platform Team Career Paths
Multiple progression options available.
Within Studio
Individual contributor track:
Designer/Engineer/Marketer
Senior level
Lead level
Principal/Staff level
Specialist expertise
Management track:
Team member
Senior team member
Team lead
Director
VP of function
Partner
To Ventures
Common transitions:
Platform designer → Founding designer
Platform engineer → Founding engineer
Platform marketer → Head of marketing
Talent specialist → Head of people
Building ventures is the ultimate career path.
External Opportunities
Platform experience valuable for:
Startup roles (expertise + speed)
Consulting (multi-company perspective)
Corporate innovation (studio methodology)
VC operating partners (portfolio thinking)
Starting own studio (complete knowledge)
Conclusion: Platform Teams as Force Multipliers
Specialized support functions are what enable venture studios to build at scale.
Key Takeaways:
Product Design: Create experiences and brands. 1 designer per 2-3 ventures. Build, guide, hand off.
Engineering: Build products and infrastructure. 2-3 engineers per venture. Standardize while remaining flexible.
Marketing: Develop brands and drive growth. 1 marketer per 3-4 ventures. Early-stage expertise critical.
Talent: Recruit founders and build teams. Portfolio-wide support. Founder assessment is art and science.
Operations: Keep studio running. Finance, legal, systems. Enable smooth operations.
Success factors:
Build for transition
Balance portfolio and ventures
Maintain quality standards
Enable learning across ventures
Create efficient processes
The outcome: Strong platform teams enable studios to build more companies, faster and better, than possible otherwise—creating genuine competitive advantage.
In the final part, we'll explore how all these roles come together in the studio operating model.
Continue Reading: [Part 4: The Studio Operating Model →]
Series Navigation:
Part 1: Core Studio Leadership
Part 2: Venture-Building Roles
Part 3: Specialized Support Functions (Current)
Part 4: The Studio Operating Model
References
Note: This article synthesizes platform team structures from leading venture studios, drawing from public information about team compositions, role definitions, and operating models.
Explore venture studios: Visit VentureStudiosHub.com to discover platform team opportunities.