Career Ladder and Composition of Product Development Teams
The benefits of establishing scaling career ladders are multiple:
- An objective and transparent way of acknowledging a person's professional level
- A fair foundation when determining compensation
- Motivation for people to challenge their own status quo
- A tool to attract top talent from the open market
- A tool to retain talent in the company
- Overall internal expertise will raise because people are motivated to grow within any discipline without having to transition to manager or other tracks
🫂 Everyone wins
Everyone wins when there’s a career ladder:
- Management: a good manager should provide regular feedback about how well employees are meeting their current obligations, as well as developing and demonstrating the career skills they’ll need to grow. A career ladder provides an unbiased framework to structure these discussions.
- Recruiting: a good career ladder should make it fairly easy to level-set prospective candidates. Teams can establish a standard set of questions and hiring bar for each level, and do an apples-to-apples comparison between people.
- HR compensation ranges: before we start hiring engineers, we need to decide what to pay
them. We want internal tiers and a way to match these to industry market rates.
- Employees: Transparency, clarity and fairness of expectations and responsibilities per level.
Inspires growth and development of a person's career.
🧐 Rules of thumb
- Ladder level is not tied to a specific role or corporate level
- Being Tech Lead for a team does not require nor provide a specific ladder level
- Each level provides a comprehensive set of guidelines
- Promotions are given after consistent performance on the next level