Remote supports our employees' development and growth within our organization. We are a startup growing quickly, and that can translate to opportunity for our Remoters now and in the future.

We've created an organization-wide career paths (also knowns as job levels) blueprint. Our career paths exist for you to track and take ownership of your own career progression and manage expectations for every step of the way. We want our team members at Remote to understand that part of career progress is creating their own path, how each of us define our career journey and progression may look different.

Every role impacts the company and yourself in different ways:

• Expectations - More advanced roles entail different and typically higher expectations as to how your work impacts the company and others.
• Compensation - Advancing to a new role warrants compensation review. Higher expectations typically translates to higher pay. No track guarantees higher pay than the other, this means you will not get a higher salary as a people manager than you'd do as an individual contributor with an equal level of impact.
• Timing - Promotions are not necessarily tied to performance reviews. Evolving to a new role may happen at any point.
• Progress - You can move tracks (i.e.: People Management to Individual Contributor) and if performance and experience dictates even revert to a previous role.

Remote Career Paths Blueprint (Non-Engineering)

Double click the image to see a larger view. These job titles are most common but the titles could vary based on the team and industry norms. If you are introducing a job title outside of the below, please reach out to the People team beforehand.

Please note, to ensure alignment and understanding across the organization, we do not use "Lead" or "Leader" in non-engineering job titles at Remote.

**Remote does not currently offer an internship program. We are very excited about the potential to offer an internship program in the future but until then, all team members at Remote are at Role 2 or above.

** It’s important to note that certain moves between the Individual Contributor track and the People Management track, within the same job family, may not mean an increase in overall compensation. This is for the simple fact that there might be a learning curve (example: leadership skills and experience) when moving from the IC track to the People Management track. E.g. - Role 5/IC5 in the IC track is benchmarked higher than Role 5/Manager in the market, this may mean that when people move within their job family from the IC track to the Management track there might be no change in salary or there might be a pay freeze until leadership competencies are developed.

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<aside> 🏉 Remote Department Competencies

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Audit of Department Competencies Q3 2023

International Operations & Biz Ops Competencies

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Individual Contributor Roles

• Role 1: Intern, Individual Contributor
• Role 2: Coordinator, Individual Contributor
• Role 3: Specialist or Manager, Individual Contributor
• Role 4: Senior Specialist or Senior Manager, Individual Contributor