Job Architecture and Leveling

Job Architecture and Leveling System

A Comprehensive Guide for Growing Technology Companies

Introduction: Why Job Architecture Matters {#introduction}

A well-designed job architecture and leveling system is the backbone of fair, consistent, and scalable talent management. For companies with 50-1,000 employees, this becomes critical as you transition from informal growth patterns to systematic career development.

Without clear levels and progression paths, companies experience:

  • Inconsistent hiring - Different managers applying different standards for "senior" roles

  • Promotion confusion - Employees unclear about advancement requirements

  • Compensation inequity - Similar work at different pay levels due to unclear role definitions

  • Retention challenges - High performers leaving due to unclear growth opportunities

  • Scaling difficulties - Inability to maintain quality standards as team size grows

What This Document Will Help You Achieve

By implementing the frameworks in this guide, you'll have:

  • Clear career progression paths for all technical roles

  • Objective criteria for hiring, promotion, and compensation decisions

  • Consistent role definitions that scale across teams and locations

  • Fair and transparent advancement opportunities

  • Tools for identifying and developing high-potential employees

Core Principles of Effective Job Architecture

Clarity Over Complexity: Levels should be easily understood by employees and managers Growth-Oriented: Each level should represent meaningful advancement in skills and impact Business-Aligned: Levels should reflect increasing business value and organizational needs Fair and Inclusive: Criteria should be objective and free from bias Future-Flexible: Framework should accommodate emerging roles and technologies

Career Progression Framework Design {#progression-framework}

Universal Level Structure

Most technology companies benefit from a 6-8 level structure that provides clear progression while avoiding over-complexity.

Recommended 7-Level Framework

Level 1: Associate/Junior (0-2 years experience)

  • Entry-level contributors learning fundamental skills

  • Requires close supervision and structured work

  • Focus on skill development and basic execution

Level 2: Mid-Level (2-4 years experience)

  • Competent individual contributors with proven basic skills

  • Can work independently on well-defined tasks

  • Beginning to mentor junior team members

Level 3: Senior (4-7 years experience)

  • Experienced contributors who can lead technical initiatives

  • Minimal supervision required for complex work

  • Actively mentors others and influences team decisions

Level 4: Staff/Principal (7+ years experience)

  • Technical leaders with significant expertise and judgment

  • Drives architectural decisions and technical strategy

  • Influences multiple teams and organizational technical direction

Level 5: Senior Staff/Senior Principal (10+ years experience)

  • Organization-wide technical leaders and subject matter experts

  • Sets technical vision and strategy across multiple domains

  • Significant influence on company-wide technical decisions

Level 6: Distinguished/Fellow (15+ years experience)

  • Industry-recognized experts with exceptional technical judgment

  • Influences technical strategy and innovation company-wide

  • External thought leadership and representation

Management Track Parallel Structure:

  • M1: Engineering Manager (manages individual contributors)

  • M2: Senior Engineering Manager (manages managers or large teams)

  • M3: Director of Engineering (multiple teams, strategic responsibility)

  • M4: VP Engineering/CTO (organizational leadership)

Level Progression Criteria Framework

Each level advancement should demonstrate growth across four key dimensions:

Technical Expertise

  • Depth: Mastery of core technologies and domains

  • Breadth: Understanding of adjacent technologies and systems

  • Innovation: Ability to design novel solutions and improvements

  • Architecture: Systems thinking and large-scale design capability

Impact and Execution

  • Scope: Size and complexity of problems solved

  • Quality: Reliability, maintainability, and excellence of deliverables

  • Speed: Efficiency and productivity in execution

  • Results: Measurable business and technical outcomes

Leadership and Influence

  • Mentoring: Developing junior team members and sharing knowledge

  • Collaboration: Working effectively across teams and functions

  • Communication: Technical and business communication effectiveness

  • Decision Making: Quality of technical and strategic decisions

Business Acumen

  • Customer Focus: Understanding of user needs and business requirements

  • Strategic Thinking: Alignment of technical decisions with business goals

  • Risk Management: Balancing technical debt, innovation, and delivery

  • Resource Optimization: Efficient use of time, budget, and team resources

Individual Contributor vs. Management Tracks {#ic-vs-management}

The Dual-Track Philosophy

Modern technology organizations recognize that management and individual contribution require different skills and should offer equivalent advancement opportunities and compensation.

Individual Contributor Track Characteristics

Core Focus Areas:

  • Technical excellence and deep expertise

  • Architectural thinking and system design

  • Innovation and problem-solving

  • Technical mentorship and knowledge sharing

Career Progression Path:

Junior Engineer → Mid Engineer → Senior Engineer → Staff Engineer → 
Senior Staff Engineer → Principal/Distinguished Engineer

Advancement Criteria:

  • Increasing technical complexity and scope of work

  • Growing influence on technical decisions and architecture

  • Expanding mentorship and knowledge-sharing responsibilities

  • Greater business impact through technical contributions

Management Track Characteristics

Core Focus Areas:

  • People leadership and team development

  • Process optimization and team efficiency

  • Strategic planning and resource allocation

  • Cross-functional collaboration and communication

Career Progression Path:

Individual Contributor → Engineering Manager → Senior Manager → 
Director → VP Engineering

Advancement Criteria:

  • Team size and organizational scope

  • Strategic responsibility and business impact

  • Leadership effectiveness and team outcomes

  • Cross-functional influence and collaboration

Transition Guidelines Between Tracks

IC to Management Transition

Prerequisites:

  • Demonstrated technical competence at current level

  • Evidence of mentoring and leadership interest

  • Strong communication and interpersonal skills

  • Understanding of people management fundamentals

Transition Process:

  1. Shadow Management: Observe manager responsibilities

  2. Lead Projects: Manage temporary initiatives and team members

  3. Mentoring Programs: Formal junior developer mentoring

  4. Management Training: Leadership and people management skills

  5. Trial Period: Temporary management role with support and feedback

Management to IC Transition

Prerequisites:

  • Maintained technical currency during management role

  • Clear career goals and motivation for transition

  • Realistic expectations about compensation and role changes

  • Plan for skill updating if needed

Transition Process:

  1. Technical Assessment: Evaluate current skill level

  2. Skill Refresher: Training or projects to update technical skills

  3. Gradual Transition: Reduce management responsibilities while increasing technical work

  4. Mentoring Support: Pair with senior IC for guidance and support

Compensation Parity Framework

Ensuring equivalent compensation opportunities across tracks is critical for maintaining dual-track credibility.

Salary Band Alignment

IC Level
Management Level
Equivalent Scope
Compensation Range

Senior Engineer

N/A

Individual excellence

$120K-$160K

Staff Engineer

Engineering Manager

Team/project leadership

$150K-$200K

Senior Staff

Senior Manager

Multi-team influence

$180K-$240K

Principal

Director

Organizational impact

$220K-$300K

Distinguished

VP Engineering

Company-wide influence

$280K-$400K

Equity and Bonus Considerations

  • IC Track: Higher equity allocation to reflect business impact through technology

  • Management Track: Performance bonuses tied to team outcomes and business metrics

  • Both Tracks: Equal access to leadership development and external recognition opportunities

Core Technical Role Competency Matrices {#competency-matrices}

Software Engineering Competency Matrix

Junior Engineer (Level 1)

Technical Skills:

  • Basic programming proficiency in 1-2 languages

  • Understanding of fundamental CS concepts (data structures, algorithms)

  • Version control basics (Git workflow)

  • Simple debugging and testing skills

  • Basic understanding of development tools and IDE

Execution & Delivery:

  • Completes well-defined tasks with guidance

  • Writes clean, readable code following team standards

  • Participates in code reviews constructively

  • Estimates simple tasks with reasonable accuracy

  • Documents work clearly for team understanding

Collaboration & Leadership:

  • Asks thoughtful questions and seeks help appropriately

  • Communicates progress and blockers clearly

  • Participates actively in team meetings and ceremonies

  • Receives feedback well and implements improvements

  • Shows initiative in learning and skill development

Business Impact:

  • Understands basic user requirements and business context

  • Focuses on delivering working software that meets specifications

  • Considers edge cases and error handling in implementations

  • Shows awareness of performance and security basics

Mid-Level Engineer (Level 2)

Technical Skills:

  • Solid proficiency in primary language/framework

  • Good understanding of system design basics

  • Database design and query optimization fundamentals

  • API design and integration experience

  • Testing strategies (unit, integration, basic automation)

Execution & Delivery:

  • Works independently on moderately complex features

  • Breaks down larger tasks into manageable components

  • Provides accurate estimates for own work

  • Identifies and resolves technical blockers

  • Balances technical debt with feature delivery

Collaboration & Leadership:

  • Mentors junior developers informally

  • Provides constructive code review feedback

  • Contributes to technical discussions and decisions

  • Collaborates effectively with product and design teams

  • Takes ownership of feature areas or components

Business Impact:

  • Understands product requirements and user needs

  • Makes technical decisions that balance quality and speed

  • Considers maintainability and scalability in solutions

  • Contributes to improving team processes and practices

Senior Engineer (Level 3)

Technical Skills:

  • Expert proficiency in multiple technologies

  • Strong system design and architecture skills

  • Performance optimization and debugging expertise

  • Security best practices and implementation

  • Advanced testing and quality assurance practices

Execution & Delivery:

  • Leads complex technical projects end-to-end

  • Designs scalable and maintainable solutions

  • Identifies and mitigates technical risks proactively

  • Drives technical decisions and trade-off analysis

  • Delivers high-quality solutions consistently

Collaboration & Leadership:

  • Formal mentoring of junior and mid-level engineers

  • Leads technical design discussions and decision-making

  • Influences team technical standards and practices

  • Effective cross-functional collaboration and communication

  • Resolves technical conflicts and builds consensus

Business Impact:

  • Translates business requirements into technical solutions

  • Identifies opportunities for technical improvements

  • Balances technical excellence with business priorities

  • Contributes to technical strategy and roadmap planning

Staff Engineer (Level 4)

Technical Skills:

  • Deep expertise in multiple domains and technologies

  • Advanced system architecture and distributed systems knowledge

  • Expert-level debugging and performance optimization

  • Security architecture and risk assessment capabilities

  • Innovation in technical approaches and tooling

Execution & Delivery:

  • Architected and delivers complex, multi-team initiatives

  • Sets technical vision and strategy for major components

  • Drives technical excellence across multiple teams

  • Manages technical debt and architectural evolution

  • Delivers solutions that scale with business growth

Collaboration & Leadership:

  • Technical leadership across multiple teams and functions

  • Mentors and develops senior engineers

  • Influences engineering culture and practices organization-wide

  • Represents technical perspective in strategic business discussions

  • Builds consensus on complex technical decisions

Business Impact:

  • Aligns technical strategy with business objectives

  • Identifies and drives high-impact technical investments

  • Anticipates future technical needs based on business trajectory

  • Contributes to product strategy through technical insight

Senior Staff Engineer (Level 5)

Technical Skills:

  • Industry-recognized expertise in specialized domains

  • Ability to evaluate and adopt emerging technologies strategically

  • Expert system architecture for complex, large-scale systems

  • Advanced knowledge of multiple technology stacks and paradigms

  • Innovation that influences industry practices

Execution & Delivery:

  • Defines and executes company-wide technical initiatives

  • Drives architectural decisions that impact entire organization

  • Manages technical strategy across multiple product areas

  • Champions engineering excellence and best practices company-wide

  • Anticipates and prepares for future technical challenges

Collaboration & Leadership:

  • Technical thought leadership within and outside the organization

  • Develops and influences other staff-level engineers

  • Partners with executive team on technical strategy

  • External representation of company technical capabilities

  • Builds technical communities and knowledge-sharing practices

Business Impact:

  • Technical decisions directly impact business success

  • Identifies technical opportunities for competitive advantage

  • Influences product direction through technical insights

  • Drives technical innovation that creates business value

Data Engineering Competency Matrix

Junior Data Engineer (Level 1)

Technical Skills:

  • Basic SQL proficiency and database concepts

  • Understanding of data formats (JSON, CSV, Parquet)

  • Introduction to data processing tools (Python/SQL)

  • Basic ETL/ELT concepts and simple pipeline creation

  • Version control for data and code

Data & Analytics:

  • Data quality basics and validation techniques

  • Understanding of data modeling fundamentals

  • Basic data visualization and reporting

  • Introduction to data warehouse concepts

  • Simple data transformation and cleaning

Tools & Platforms:

  • Familiarity with cloud data platforms (AWS/GCP/Azure basics)

  • Basic use of data processing frameworks

  • Introduction to workflow orchestration tools

  • Data integration tools and APIs

  • Basic monitoring and alerting concepts

Mid-Level Data Engineer (Level 2)

Technical Skills:

  • Advanced SQL and query optimization

  • Proficiency in Python/Scala for data processing

  • ETL/ELT design patterns and best practices

  • Data pipeline architecture and design

  • API development and data service creation

Data & Analytics:

  • Advanced data modeling (dimensional, data vault)

  • Data quality frameworks and automated testing

  • Performance tuning and optimization

  • Data governance and compliance basics

  • Statistical analysis and data profiling

Tools & Platforms:

  • Cloud data platform expertise (Snowflake, Redshift, BigQuery)

  • Workflow orchestration (Airflow, Prefect, dbt)

  • Stream processing (Kafka, Kinesis, Pub/Sub)

  • Container and infrastructure as code basics

  • Data cataloging and metadata management

Senior Data Engineer (Level 3)

Technical Skills:

  • Expert-level data architecture and system design

  • Advanced streaming and real-time data processing

  • Data security and privacy implementation

  • Microservices architecture for data systems

  • Advanced programming and optimization techniques

Data & Analytics:

  • Enterprise data modeling and architecture

  • Advanced data quality and observability frameworks

  • Machine learning pipeline development

  • Data product development and management

  • Cross-platform data integration expertise

Tools & Platforms:

  • Multi-cloud data platform architecture

  • Advanced orchestration and workflow management

  • Infrastructure automation and DevOps for data

  • Data mesh and decentralized data architecture

  • Advanced monitoring and incident response

DevOps/Site Reliability Engineering Competency Matrix

Junior DevOps Engineer (Level 1)

Infrastructure & Operations:

  • Basic Linux system administration

  • Understanding of networking fundamentals (TCP/IP, DNS, HTTP)

  • Version control systems and basic CI/CD concepts

  • Cloud platform basics (AWS/GCP/Azure)

  • Monitoring and logging fundamentals

Automation & Tooling:

  • Basic scripting (Bash, Python)

  • Infrastructure as Code introduction (Terraform, CloudFormation)

  • Configuration management basics (Ansible, Chef, Puppet)

  • Container basics (Docker fundamentals)

  • Basic security practices and access management

Reliability & Performance:

  • System monitoring and alerting setup

  • Basic performance monitoring and tuning

  • Incident response participation

  • Backup and disaster recovery basics

  • Change management and deployment processes

Mid-Level DevOps Engineer (Level 2)

Infrastructure & Operations:

  • Advanced Linux administration and troubleshooting

  • Network architecture and security implementation

  • Multi-cloud platform management

  • Database administration and optimization

  • Advanced monitoring and observability tools

Automation & Tooling:

  • Advanced CI/CD pipeline design and implementation

  • Infrastructure as Code best practices and advanced patterns

  • Configuration management at scale

  • Container orchestration (Kubernetes, Docker Swarm)

  • Security automation and compliance tooling

Reliability & Performance:

  • SLI/SLO definition and monitoring

  • Performance optimization and capacity planning

  • Incident management and post-mortem processes

  • Disaster recovery planning and testing

  • Chaos engineering and resilience testing

Senior DevOps/SRE Engineer (Level 3)

Infrastructure & Operations:

  • Enterprise infrastructure architecture and design

  • Advanced security architecture and implementation

  • Multi-region and global infrastructure management

  • Advanced database clustering and replication

  • Cost optimization and resource management

Automation & Tooling:

  • Platform engineering and developer experience optimization

  • Advanced Kubernetes and service mesh architecture

  • GitOps and advanced deployment strategies

  • Tool chain integration and developer productivity

  • Advanced security and compliance automation

Reliability & Performance:

  • Site reliability engineering best practices

  • Advanced incident management and crisis response

  • Capacity planning and performance engineering

  • Service level management and reliability culture

  • Advanced chaos engineering and fault tolerance

Skill Assessment and Promotion Criteria {#assessment-criteria}

Assessment Framework Structure

A comprehensive skill assessment should evaluate both demonstrated competence (what someone has already accomplished) and growth potential (their ability to succeed at the next level).

Multi-Source Assessment Approach

Self-Assessment (20% weight)

  • Employee completes detailed competency self-evaluation

  • Career goals and development interests

  • Examples of work and accomplishments

  • Areas for growth and development plans

Manager Assessment (40% weight)

  • Direct observation of daily work and impact

  • Achievement of goals and project outcomes

  • Collaboration and leadership effectiveness

  • Growth trajectory and potential evaluation

Peer Feedback (25% weight)

  • 360-degree feedback from colleagues

  • Cross-functional collaboration assessment

  • Technical contribution and expertise recognition

  • Mentoring and knowledge-sharing evaluation

Work Portfolio Review (15% weight)

  • Code/design quality and architecture decisions

  • Technical documentation and knowledge sharing

  • Project impact and business outcomes

  • Innovation and problem-solving examples

Promotion Readiness Criteria

Technical Competency Requirements

Current Level Mastery (Must Have)

  • Consistently performing at current level expectations

  • Meeting or exceeding performance standards

  • Technical skills fully developed for current responsibilities

  • No significant skill gaps or performance issues

Next Level Demonstration (Must Have)

  • Evidence of operating at next level in multiple areas

  • Taking on responsibilities beyond current role scope

  • Solving problems typical of the next level

  • Influence and impact appropriate to next level

Growth Trajectory (Should Have)

  • Consistent improvement and skill development over time

  • Proactive learning and adaptation to new technologies

  • Seeking and successfully handling increased responsibility

  • Positive feedback on development and growth

Behavioral and Leadership Assessment

Collaboration Excellence

  • Effective cross-team and cross-functional partnership

  • Constructive participation in meetings and discussions

  • Conflict resolution and consensus building

  • Support for team success beyond individual contributions

Communication Proficiency

  • Clear technical and business communication

  • Effective documentation and knowledge sharing

  • Presentation skills appropriate to level

  • Active listening and feedback integration

Mentoring and Development

  • Investment in junior team member growth

  • Knowledge sharing and best practice dissemination

  • Patient and effective teaching and guidance

  • Building team capability and expertise

Business Impact Focus

  • Understanding of business context and priorities

  • Alignment of technical decisions with business goals

  • Customer and user-focused thinking

  • Contribution to business outcomes and success

Assessment Process and Timeline

Quarterly Check-ins

  • Progress review against development goals

  • Feedback on current performance and areas for improvement

  • Adjustment of development plans and focus areas

  • Career discussion and advancement timeline planning

Annual Performance Review

  • Comprehensive assessment across all competency areas

  • Promotion readiness evaluation and decision

  • Career development planning for the following year

  • Goal setting and success criteria definition

Promotion Panel Process

Panel Composition:

  • Direct manager (required)

  • Skip-level manager or director (required)

  • Senior technical contributor in related area (required)

  • Cross-functional partner (product, design, etc.) (optional)

  • HR business partner or talent development (optional)

Evaluation Process:

  1. Documentation Review - Assessment materials and work portfolio

  2. Calibration Discussion - Panel alignment on standards and criteria

  3. Individual Evaluation - Each panel member completes independent assessment

  4. Group Discussion - Collaborative evaluation and consensus building

  5. Final Decision - Promotion approval, development plan, or timeline adjustment

Decision Criteria:

  • Ready Now: Promotion effective immediately

  • Ready Soon: Promotion pending completion of specific development areas (3-6 months)

  • Developing: On track but needs more time and development (6-12 months)

  • Not Ready: Significant gaps requiring extended development or role change

Cross-Functional Role Comparison {#cross-functional-comparison}

Role Equivalency Framework

Establishing clear equivalencies between different functional areas is critical for internal equity and career mobility.

Level Equivalency Matrix

Level
Engineering
Product
Design
Data
DevOps
Security

1

Junior Engineer

Associate PM

Junior Designer

Junior Analyst

Junior DevOps

Junior Security

2

Mid Engineer

Product Manager

Mid Designer

Data Analyst

DevOps Engineer

Security Engineer

3

Senior Engineer

Senior PM

Senior Designer

Senior Analyst

Senior DevOps

Senior Security

4

Staff Engineer

Principal PM

Staff Designer

Staff Data Scientist

Staff SRE

Staff Security

5

Senior Staff

Senior Principal

Principal Designer

Principal Data Scientist

Senior Staff SRE

Principal Security

6

Distinguished

Distinguished PM

Distinguished Designer

Distinguished Scientist

Distinguished SRE

Distinguished Security

Cross-Functional Competency Comparison

Technical Depth vs. Breadth Balance

  • Engineering/DevOps/Security: High technical depth, moderate breadth

  • Data Science: High analytical depth, technical breadth

  • Product: Moderate technical understanding, high business breadth

  • Design: Deep design expertise, moderate technical understanding

Scope and Impact Progression

  • Level 1-2: Individual contribution within single team/product

  • Level 3: Cross-team influence and technical leadership

  • Level 4: Multi-team/product impact and strategic contribution

  • Level 5+: Organization-wide influence and industry recognition

Leadership and Influence Expectations

  • Technical Leadership: All functions expected to provide technical guidance

  • People Leadership: Optional management track available for all functions

  • Business Leadership: Increasing business acumen required at senior levels

  • External Leadership: Industry presence and thought leadership at senior levels

Career Mobility Guidelines

Lateral Movement Requirements

Between Technical Roles (Engineering ↔ Data ↔ DevOps)

  • Technical Skill Assessment: Demonstrate proficiency in core technologies

  • Domain Knowledge: Understanding of new functional area responsibilities

  • Transition Period: 3-6 months with mentoring and ramp-up support

  • Level Adjustment: Typically maintain level or step down 1 level temporarily

Between Technical and Product Roles

  • Business Acumen Assessment: Product strategy and market understanding

  • Technical Translation: Ability to communicate between technical and business teams

  • User Empathy: Understanding of user needs and customer development

  • Transition Period: 6-12 months with extensive mentoring and training

Between Individual Contributor and Management

  • Leadership Assessment: People management and team development skills

  • Strategic Thinking: Ability to plan and execute at team/org level

  • Communication Skills: Effective cross-functional and upward communication

  • Transition Period: 3-6 months with management training and mentoring

Cross-Functional Skill Development

Technical Professionals Developing Business Skills:

  • Product management training and certification

  • Customer development and user research experience

  • Business strategy and market analysis workshops

  • Cross-functional project leadership opportunities

Business Professionals Developing Technical Skills:

  • Technical bootcamps and coding fundamentals

  • Architecture and system design workshops

  • Hands-on technical project participation

  • Technical mentoring and pair programming

Specialty Role Frameworks {#specialty-roles}

Artificial Intelligence/Machine Learning Engineering

Unique Competency Areas

ML/AI Technical Skills:

  • Machine learning algorithms and model development

  • Deep learning frameworks (TensorFlow, PyTorch)

  • Data preprocessing and feature engineering

  • Model evaluation and validation techniques

  • MLOps and model deployment practices

Data Science and Analytics:

  • Statistical analysis and experimental design

  • Large-scale data processing and analysis

  • Business intelligence and insights generation

  • A/B testing and causal inference

  • Predictive modeling and forecasting

Research and Innovation:

  • Academic research and publication capabilities

  • Staying current with rapidly evolving field

  • Experimental methodology and hypothesis testing

  • Collaboration with research institutions and academia

  • Innovation in novel approaches and techniques

AI/ML Career Progression

Junior ML Engineer (Level 1)

  • Basic ML algorithm understanding and implementation

  • Data preprocessing and basic feature engineering

  • Simple model training and evaluation

  • Understanding of common ML libraries and tools

ML Engineer (Level 2)

  • Production ML system development and deployment

  • Advanced feature engineering and model optimization

  • MLOps practices and model monitoring

  • Cross-functional collaboration with product and engineering

Senior ML Engineer (Level 3)

  • End-to-end ML system architecture and design

  • Advanced modeling techniques and algorithm development

  • Team leadership and mentoring in ML practices

  • Business impact measurement and optimization

Staff ML Engineer (Level 4)

  • ML platform and infrastructure development

  • Research and development of novel approaches

  • Cross-organizational ML strategy and implementation

  • Technical leadership in AI/ML initiatives

Principal ML Engineer (Level 5+)

  • Company-wide AI/ML vision and strategy

  • Industry thought leadership and external representation

  • Research partnerships and academic collaboration

  • Innovation that drives competitive advantage

Cybersecurity Engineering

Unique Competency Areas

Security Technical Skills:

  • Threat modeling and risk assessment

  • Security architecture and secure coding practices

  • Penetration testing and vulnerability assessment

  • Incident response and forensic analysis

  • Compliance and regulatory framework knowledge

Security Operations:

  • Security monitoring and SIEM management

  • Incident response and crisis management

  • Security tool integration and automation

  • Threat intelligence and attack analysis

  • Security awareness and training development

Risk Management:

  • Enterprise risk assessment and management

  • Business continuity and disaster recovery

  • Compliance audit and regulatory management

  • Security policy development and enforcement

  • Third-party risk assessment and management

Security Career Progression

Junior Security Engineer (Level 1)

  • Basic security principles and tools usage

  • Security monitoring and alert investigation

  • Vulnerability scanning and basic assessment

  • Security documentation and process following

Security Engineer (Level 2)

  • Security tool development and automation

  • Incident response and forensic investigation

  • Security assessment and penetration testing

  • Cross-team security consultation and guidance

Senior Security Engineer (Level 3)

  • Security architecture design and implementation

  • Advanced threat hunting and analysis

  • Security program development and management

  • Leadership in security initiatives and projects

Staff Security Engineer (Level 4)

  • Enterprise security strategy and architecture

  • Advanced security research and tool development

  • Cross-organizational security leadership

  • Industry engagement and thought leadership

Principal Security Engineer (Level 5+)

  • Company-wide security vision and strategy

  • Board-level risk communication and management

  • Industry standards development and influence

  • Security innovation and competitive advantage

DevOps/Platform Engineering

Unique Competency Areas

Platform and Infrastructure:

  • Cloud-native architecture and microservices

  • Container orchestration and service mesh

  • Infrastructure as Code and automation

  • Developer experience and productivity optimization

  • Cost optimization and resource management

Reliability and Scaling:

  • Site Reliability Engineering practices

  • Distributed systems design and debugging

  • Performance optimization and capacity planning

  • Chaos engineering and fault tolerance

  • Incident management and post-mortem culture

Developer Experience:

  • CI/CD pipeline design and optimization

  • Developer tooling and workflow improvement

  • Self-service platform development

  • Documentation and knowledge sharing systems

  • Internal developer community building

DevOps/Platform Career Progression

Junior DevOps Engineer (Level 1)

  • Basic infrastructure and automation tools

  • CI/CD pipeline maintenance and troubleshooting

  • Monitoring setup and basic incident response

  • Cloud platform basics and resource management

DevOps Engineer (Level 2)

  • Infrastructure automation and orchestration

  • Advanced CI/CD design and implementation

  • Performance monitoring and optimization

  • Cross-team collaboration and support

Senior DevOps/Platform Engineer (Level 3)

  • Platform architecture and developer experience design

  • Advanced reliability and scaling practices

  • Team leadership and DevOps culture development

  • Strategic infrastructure planning and execution

Staff Platform Engineer (Level 4)

  • Company-wide platform strategy and architecture

  • Advanced reliability engineering and innovation

  • Cross-organizational developer experience leadership

  • Industry best practice development and sharing

Principal Platform Engineer (Level 5+)

  • Platform and infrastructure vision and strategy

  • Industry thought leadership and conference speaking

  • Technology evaluation and strategic adoption

  • Platform innovation and competitive advantage

Implementation and Governance {#implementation}

Rollout Strategy and Timeline

Phase 1: Foundation Development (Months 1-2)

Week 1-2: Leadership Alignment

  • [ ] Executive team workshop on job architecture importance

  • [ ] Review current role definitions and identify gaps

  • [ ] Define success metrics and business outcomes

  • [ ] Establish budget and resource allocation

Week 3-4: Framework Design

  • [ ] Design level structure and progression framework

  • [ ] Create competency matrices for core technical roles

  • [ ] Develop assessment criteria and promotion process

  • [ ] Design dual-track (IC vs. Management) structure

Week 5-6: Specialty Role Integration

  • [ ] Develop frameworks for AI/ML, security, DevOps roles

  • [ ] Create cross-functional equivalency mappings

  • [ ] Design career mobility guidelines

  • [ ] Validate framework with senior practitioners

Week 7-8: Documentation and Communication

  • [ ] Create comprehensive job architecture documentation

  • [ ] Develop manager training materials and assessment tools

  • [ ] Design employee communication and FAQ materials

  • [ ] Create implementation timeline and change management plan

Phase 2: Pilot Implementation (Month 3)

Week 9-10: Manager Training and Preparation

  • [ ] Train management team on new framework and assessment tools

  • [ ] Practice calibration sessions and assessment scenarios

  • [ ] Address questions and refine processes

  • [ ] Prepare for employee communication and rollout

Week 11-12: Pilot Team Rollout

  • [ ] Select pilot teams across different functions

  • [ ] Conduct individual level assessments and calibrations

  • [ ] Gather feedback on process and framework effectiveness

  • [ ] Refine framework based on pilot experience

Phase 3: Organization-wide Implementation (Months 4-6)

Month 4: Full Rollout

  • [ ] Company-wide announcement and communication

  • [ ] Individual employee meetings to discuss current levels

  • [ ] Address questions and concerns transparently

  • [ ] Begin using framework for all hiring and promotion decisions

Month 5: Process Integration

  • [ ] Integrate framework with performance review processes

  • [ ] Update job postings and recruiting materials

  • [ ] Train recruiting team on level-appropriate assessment

  • [ ] Begin tracking metrics and framework effectiveness

Month 6: Optimization and Refinement

  • [ ] Analyze framework effectiveness and employee feedback

  • [ ] Refine processes and address identified gaps

  • [ ] Plan regular review and update processes

  • [ ] Document lessons learned and best practices

Governance Structure and Decision Rights

Job Architecture Committee

Membership:

  • VP of Engineering (Chair)

  • Senior technical leaders from each discipline

  • HR/People Operations representative

  • Product and Design leadership (if applicable)

Responsibilities:

  • Review and approve framework changes

  • Resolve escalated promotion decisions

  • Ensure cross-functional consistency and fairness

  • Plan and execute annual framework reviews

Meeting Cadence:

  • Monthly for standard operations

  • Quarterly for comprehensive review and planning

  • Ad-hoc for urgent decisions or escalations

Decision Rights Matrix

Decision Type
Manager
Director
VP/Committee
Notes

Level 1-2 Promotion

Approve

Review

Inform

Standard progression

Level 3 Promotion

Recommend

Approve

Review

Senior level promotion

Level 4+ Promotion

Recommend

Recommend

Approve

Staff+ level promotion

Framework Changes

Input

Recommend

Approve

Process improvements

New Role Creation

Input

Recommend

Approve

Specialty roles

Cross-functional Moves

Input

Approve

Review

Career mobility

Quality Assurance and Calibration

Regular Calibration Processes

Quarterly Calibration Sessions:

  • Cross-team review of recent promotions and assessments

  • Discussion of edge cases and interpretation questions

  • Alignment on standards and expectations

  • Sharing of best practices and lessons learned

Annual Framework Review:

  • Comprehensive analysis of framework effectiveness

  • Industry benchmarking and competitive analysis

  • Employee feedback analysis and incorporation

  • Framework updates and improvements

New Manager Onboarding:

  • Comprehensive training on job architecture and assessment

  • Shadow experienced managers in assessment processes

  • Practice calibration exercises with feedback

  • Ongoing mentoring and support for first 6 months

Assessment Quality Metrics

Consistency Metrics:

  • Variance in level assignments across managers

  • Appeal rates and outcomes

  • Time-to-promotion consistency across teams

  • Cross-functional level equivalency validation

Effectiveness Metrics:

  • Employee satisfaction with career development

  • Internal promotion rates vs. external hiring

  • Retention rates by level and career trajectory

  • Time-to-productivity for new hires at each level

Fairness Metrics:

  • Demographic representation across levels

  • Promotion rates by demographic groups

  • Appeal outcomes and bias identification

  • Manager training effectiveness and consistency

Common Challenges and Solutions {#challenges}

Challenge 1: Level Inflation and Title Creep

The Problem: Over time, teams tend to promote people to higher levels without corresponding increases in scope, responsibility, or impact, leading to inflated titles that don't match actual competencies.

Warning Signs:

  • Multiple "senior" engineers with vastly different capabilities

  • New hires consistently coming in at higher levels than existing employees

  • Promotion requests focused on tenure rather than demonstrated growth

  • Difficulty hiring at junior/mid levels due to inflated internal expectations

Root Causes:

  • Using promotions as retention tools without proper assessment

  • Inconsistent application of level criteria across teams

  • External market pressure and competitive title matching

  • Lack of clear progression requirements and assessment rigor

Prevention Strategies:

  • Regular calibration sessions across teams and managers

  • Clear documentation of level requirements and expectations

  • Promotion committees with cross-functional representation

  • Annual level audits and consistency reviews

Recovery Approach:

  • Comprehensive organization-wide level audit

  • Gradual realignment through natural attrition and role changes

  • Clear communication about standards and future consistency

  • Investment in skill development to meet inflated level expectations

Challenge 2: Individual Contributor vs. Management Track Confusion

The Problem: Employees and managers unclear about when someone should transition to management vs. continuing as an individual contributor, leading to poor management hires or frustrated IC leaders.

Warning Signs:

  • High-performing ICs automatically promoted to management

  • Managers wanting to return to IC roles

  • Management roles seen as the only advancement path

  • Technical decision-making concentrated in management roles

Root Causes:

  • Cultural bias toward management as "advancement"

  • Compensation disparities between IC and management tracks

  • Lack of clear IC leadership roles and career progression

  • Insufficient management training and support

Prevention Strategies:

  • Explicit dual-track career progression with equivalent compensation

  • Clear role definitions and expectations for each track

  • Management training and assessment before transitions

  • IC leadership roles (Staff, Principal, Distinguished levels)

Recovery Approach:

  • Survey employees on career interests and management satisfaction

  • Provide management training for current managers

  • Create IC leadership advancement opportunities

  • Allow management-to-IC transitions without penalty

Challenge 3: Cross-Functional Level Inconsistency

The Problem: Different functions (Engineering, Product, Design, Data) applying different standards for the same level, creating internal equity issues and career mobility barriers.

Warning Signs:

  • Salary disparities for same-level roles across functions

  • Difficulty moving between functions due to level mismatches

  • Different promotion timelines and criteria by function

  • Cross-functional team conflicts over decision-making authority

Root Causes:

  • Separate hiring and promotion processes by function

  • Different market pressures and competitive landscapes

  • Lack of cross-functional leadership and coordination

  • Function-specific performance metrics and goals

Prevention Strategies:

  • Cross-functional job architecture committee

  • Regular calibration sessions between functional leaders

  • Standardized level definitions and competency frameworks

  • Cross-functional career mobility programs

Recovery Approach:

  • Comprehensive cross-functional level audit and realignment

  • Joint promotion committees with cross-functional representation

  • Standardized compensation bands across functions

  • Cross-functional mentoring and career development programs

Challenge 4: Specialty Role Integration and Recognition

The Problem: Emerging or specialized roles (AI/ML, cybersecurity, DevOps) don't fit well into traditional engineering frameworks, leading to misaligned expectations and career frustration.

Warning Signs:

  • Specialized roles consistently under-leveled compared to general engineering

  • Difficulty recruiting specialists due to level/compensation mismatches

  • Specialist skills not recognized in promotion criteria

  • High turnover in specialty roles

Root Causes:

  • Traditional frameworks designed for general software engineering

  • Lack of understanding of specialist skill requirements

  • Different market dynamics for specialist vs. generalist roles

  • Insufficient representation of specialists in decision-making

Prevention Strategies:

  • Specialist-specific competency frameworks and career tracks

  • Industry benchmarking for specialist roles and compensation

  • Specialist representation in job architecture committees

  • Regular review and update of specialist role frameworks

Recovery Approach:

  • Comprehensive market analysis for specialist roles

  • Development of specialist-specific career progression frameworks

  • Adjustment of current specialist levels and compensation

  • Investment in specialist skill development and recognition

Challenge 5: Geographic and Remote Work Complexities

The Problem: Different expectations and standards for remote employees, international team members, or employees in different geographic regions affecting promotion and career development fairness.

Warning Signs:

  • Different promotion rates for remote vs. office employees

  • Geographic clustering of senior roles

  • Communication and collaboration challenges affecting assessments

  • Time zone and cultural barriers to mentoring and development

Root Causes:

  • Unconscious bias toward visible, office-based employees

  • Different work cultures and expectations by geography

  • Timezone challenges for collaboration and assessment

  • Lack of structured remote work career development

Prevention Strategies:

  • Explicit remote work career development policies

  • Geographic diversity in assessment and promotion committees

  • Structured virtual mentoring and development programs

  • Regular analysis of promotion rates by geography/work arrangement

Recovery Approach:

  • Analysis of geographic and remote work promotion patterns

  • Training for managers on remote employee development

  • Virtual mentoring and sponsorship programs

  • Adjustment of assessment criteria for remote work effectiveness

Challenge 6: Rapid Growth and Scaling Pressures

The Problem: During periods of rapid hiring, maintaining consistent standards and proper onboarding while meeting aggressive growth targets, leading to quality and consistency issues.

Warning Signs:

  • Wide variation in capabilities within the same level

  • New hire regret and early turnover

  • Existing team frustration with new hire capabilities

  • Inconsistent interview standards and hiring decisions

Root Causes:

  • Pressure to fill roles quickly compromising assessment rigor

  • Insufficient interview training and calibration

  • Different standards applied by different hiring managers

  • Lack of structured onboarding and expectation setting

Prevention Strategies:

  • Mandatory interviewer training and calibration

  • Hiring committee decision-making rather than individual managers

  • Structured onboarding with clear 30-60-90 day expectations

  • Regular hiring quality reviews and feedback loops

Recovery Approach:

  • Comprehensive assessment of recent hires and leveling accuracy

  • Intensive onboarding and skill development for misleveled employees

  • Interviewer retraining and calibration sessions

  • Implementation of hiring quality metrics and improvement processes

Templates and Assessment Tools {#templates}

Template 1: Individual Level Assessment Worksheet

Employee Information

  • Name: [Employee Name]

  • Current Level: [Current Level]

  • Role: [Current Role Title]

  • Manager: [Manager Name]

  • Assessment Period: [Date Range]

Current Level Performance Assessment

Technical Expertise (Score: 1-5, 3=Meets Expectations)

Competency Area
Score
Evidence/Examples
Development Needs

Domain Knowledge

[ ]

System Design

[ ]

Code Quality

[ ]

Innovation

[ ]

Technical Leadership

[ ]

Impact and Execution (Score: 1-5)

Competency Area
Score
Evidence/Examples
Development Needs

Project Delivery

[ ]

Problem Solving

[ ]

Quality & Reliability

[ ]

Business Impact

[ ]

Efficiency

[ ]

Collaboration and Leadership (Score: 1-5)

Competency Area
Score
Evidence/Examples
Development Needs

Mentoring

[ ]

Cross-team Work

[ ]

Communication

[ ]

Conflict Resolution

[ ]

Knowledge Sharing

[ ]

Business Acumen (Score: 1-5)

Competency Area
Score
Evidence/Examples
Development Needs

Customer Focus

[ ]

Strategic Thinking

[ ]

Resource Management

[ ]

Risk Assessment

[ ]

Next Level Readiness Assessment

Evidence of Next Level Performance:

  • [ ] Technical complexity: Working on problems typical of next level

  • [ ] Scope of impact: Influence and responsibility beyond current level

  • [ ] Leadership demonstration: Taking on leadership responsibilities

  • [ ] Business contribution: Impact aligned with next level expectations

Development Areas for Next Level:

  1. Priority Area 1: [Description and development plan]

  2. Priority Area 2: [Description and development plan]

  3. Priority Area 3: [Description and development plan]

Overall Assessment Summary

Current Level Performance:

  • [ ] Exceeds Expectations

  • [ ] Meets Expectations

  • [ ] Developing (some gaps)

  • [ ] Below Expectations (significant gaps)

Promotion Readiness:

  • [ ] Ready Now (promote immediately)

  • [ ] Ready Soon (3-6 months with development)

  • [ ] Developing (6-12 months development needed)

  • [ ] Not Ready (significant development required)

Recommended Actions:

  • [ ] Promote to [Level]

  • [ ] Maintain current level with development plan

  • [ ] Performance improvement plan required

  • [ ] Consider role change or different career path

Template 2: New Role Creation Framework

Role Definition Template

Role Title: [Proposed Title] Department/Function: [Engineering/Data/DevOps/etc.] Proposed Level: [1-6] Reports To: [Manager Title/Level]

Business Justification

Business Need: Why is this role needed? What business problem does it solve? [Detailed explanation]

Success Metrics: How will we measure this role's success?

  • Metric 1: [Description and target]

  • Metric 2: [Description and target]

  • Metric 3: [Description and target]

Scope and Responsibilities:

Primary Responsibilities (60-70% of time):

  • [Responsibility 1 with expected outcomes]

  • [Responsibility 2 with expected outcomes]

  • [Responsibility 3 with expected outcomes]

Secondary Responsibilities (20-30% of time):

  • [Responsibility 1]

  • [Responsibility 2]

Collaborative Responsibilities (10-20% of time):

  • [Cross-functional work]

  • [Mentoring/knowledge sharing]

Competency Requirements

Technical Skills (Must Have):

  • [Skill 1 with proficiency level required]

  • [Skill 2 with proficiency level required]

  • [Skill 3 with proficiency level required]

Technical Skills (Nice to Have):

  • [Skill 1]

  • [Skill 2]

Experience Requirements:

  • [Years of experience in relevant areas]

  • [Specific industry/domain experience if required]

  • [Education or certification requirements]

Leadership and Collaboration:

  • [Leadership expectations for this level]

  • [Cross-functional collaboration requirements]

  • [Mentoring or knowledge-sharing expectations]

Level Justification

Why This Level? Map the role requirements to standard level criteria:

  • Technical Complexity: [How complex are the problems this role solves?]

  • Scope of Impact: [What's the scope of influence - team, multiple teams, organization?]

  • Independence: [How much direction and oversight is required?]

  • Leadership Expected: [What leadership responsibilities are included?]

Comparison Roles: What existing roles is this most similar to?

  • Similar Role 1: [Title] at [Level] - [Similarities and differences]

  • Similar Role 2: [Title] at [Level] - [Similarities and differences]

Career Progression

Advancement Path From This Role:

  • Next Level: [Title/Level] after [timeframe] with [development requirements]

  • Alternative Paths: [Other career directions from this role]

  • Management Track: [If applicable, management progression options]

Development Into This Role:

  • Typical Background: [What roles/experience typically lead to this position]

  • Internal Development: [How existing employees could grow into this role]

  • External Hiring: [Market availability and competitive positioning]

Template 3: Promotion Committee Assessment Form

Candidate Information

  • Name: [Candidate Name]

  • Current Level/Role: [Current Position]

  • Proposed Level/Role: [Target Position]

  • Years at Company: [Tenure]

  • Years in Current Role: [Time in role]

Committee Member Information

  • Assessor Name: [Your Name]

  • Role: [Your Title]

  • Relationship to Candidate: [Manager/Skip-level/Peer/Cross-functional]

Assessment Criteria (Rate 1-5: 1=Well Below Level, 3=At Level, 5=Well Above Level)

Technical Competency for Target Level

  • Score: [ ] Rationale: [Explanation and specific examples]

Impact and Execution for Target Level

  • Score: [ ] Rationale: [Explanation and specific examples]

Leadership and Collaboration for Target Level

  • Score: [ ] Rationale: [Explanation and specific examples]

Business Acumen for Target Level

  • Score: [ ] Rationale: [Explanation and specific examples]

Specific Evidence Review

Strongest Evidence Supporting Promotion:

  1. [Specific example with impact and context]

  2. [Specific example with impact and context]

  3. [Specific example with impact and context]

Areas of Concern or Development Needed:

  1. [Specific area with explanation]

  2. [Specific area with explanation]

Comparison to Others at Target Level: How does this candidate compare to others currently at the target level? [Comparison with specific examples]

Final Recommendation

  • [ ] Strong Yes - Clearly ready for promotion

  • [ ] Yes - Ready for promotion with minor development

  • [ ] Lean Yes - Promotion appropriate but with development plan

  • [ ] Lean No - Close but needs more development time

  • [ ] No - Not ready, needs significant development

  • [ ] Strong No - Far from ready or should consider different path

Key Development Areas if Promoted:

  1. [Area and suggested development approach]

  2. [Area and suggested development approach]

Timeline Recommendation:

  • [ ] Promote immediately

  • [ ] Promote in 3 months with development milestones

  • [ ] Promote in 6 months with development plan

  • [ ] Revisit in 12 months

  • [ ] Consider alternative career path

Template 4: Skills Development Plan Template

Development Plan Information

  • Employee: [Name]

  • Current Level: [Level]

  • Target Level: [Target Level]

  • Plan Duration: [6 months/1 year/etc.]

  • Plan Start Date: [Date]

  • Review Date: [Date]

Current State Assessment

Strengths to Leverage:

  • [Strength 1]: [How to use this to support development]

  • [Strength 2]: [How to use this to support development]

  • [Strength 3]: [How to use this to support development]

Development Priorities:

  • Priority 1: [Skill/competency] - [Current state] → [Target state]

  • Priority 2: [Skill/competency] - [Current state] → [Target state]

  • Priority 3: [Skill/competency] - [Current state] → [Target state]

Development Activities and Resources

Priority 1: [Skill/Competency Name]

Learning Activities:

  • [ ] [Specific activity] by [date]

  • [ ] [Specific activity] by [date]

  • [ ] [Specific activity] by [date]

Practice Opportunities:

  • [ ] [Project or assignment] with [mentor/support]

  • [ ] [Stretch assignment] with [success criteria]

Resources and Support:

  • Training: [Courses, workshops, conferences]

  • Mentoring: [Mentor name and focus area]

  • Reading/Research: [Books, articles, resources]

  • Internal Support: [Skip-level meetings, peer learning]

Success Measures:

  • [Specific, measurable outcome by specific date]

  • [Feedback from specific people/projects]

Priority 2: [Skill/Competency Name] [Repeat structure above]

Priority 3: [Skill/Competency Name] [Repeat structure above]

Milestone Review Schedule

30-Day Check-in (Date: [Date])

  • [ ] Review progress on all development activities

  • [ ] Adjust timeline or approach if needed

  • [ ] Identify any additional support or resources needed

60-Day Check-in (Date: [Date])

  • [ ] Assess completion of learning activities

  • [ ] Review practice opportunity outcomes

  • [ ] Gather feedback from mentors and project stakeholders

90-Day Check-in (Date: [Date])

  • [ ] Comprehensive assessment of progress toward target competencies

  • [ ] Plan for final development period

  • [ ] Begin assessment for promotion readiness if on track

Final Assessment (Date: [Date])

  • [ ] Complete competency assessment using standard criteria

  • [ ] 360-degree feedback collection

  • [ ] Promotion committee assessment if appropriate

Success Criteria and Measures

Knowledge Acquisition:

  • [Specific knowledge gained - how will this be measured?]

Skill Application:

  • [Specific skills demonstrated - in what context?]

Impact and Results:

  • [Business outcomes or results achieved]

Feedback and Recognition:

  • [Feedback from colleagues, customers, or stakeholders]

Plan Owner Signatures:

  • Employee: [Signature] Date: [Date]

  • Manager: [Signature] Date: [Date]

  • Skip-level (if applicable): [Signature] Date: [Date]

Template 5: Interview Assessment Scorecard by Level

Role Information

  • Position: [Job Title]

  • Level: [1-6]

  • Interviewer: [Name]

  • Interview Type: [Technical/Behavioral/System Design/etc.]

  • Date: [Date]

Level-Specific Assessment Criteria

For Junior Level (1-2) Roles:

Technical Assessment (40% of decision)

  • Basic Skills: [ ] Exceeds [ ] Meets [ ] Below

    • Evidence: [Specific examples from interview]

  • Learning Ability: [ ] Exceeds [ ] Meets [ ] Below

    • Evidence: [How they approached new problems]

  • Problem Solving: [ ] Exceeds [ ] Meets [ ] Below

    • Evidence: [Problem-solving approach and reasoning]

Collaboration Assessment (30% of decision)

  • Communication: [ ] Exceeds [ ] Meets [ ] Below

  • Teamwork Indicators: [ ] Exceeds [ ] Meets [ ] Below

  • Feedback Reception: [ ] Exceeds [ ] Meets [ ] Below

Growth Potential (30% of decision)

  • Curiosity and Learning: [ ] Exceeds [ ] Meets [ ] Below

  • Initiative: [ ] Exceeds [ ] Meets [ ] Below

  • Cultural Alignment: [ ] Exceeds [ ] Meets [ ] Below

For Senior Level (3-4) Roles:

Technical Leadership (50% of decision)

  • Technical Depth: [ ] Exceeds [ ] Meets [ ] Below

  • System Design: [ ] Exceeds [ ] Meets [ ] Below

  • Technical Decision Making: [ ] Exceeds [ ] Meets [ ] Below

  • Innovation and Creativity: [ ] Exceeds [ ] Meets [ ] Below

Team Leadership (30% of decision)

  • Mentoring Evidence: [ ] Exceeds [ ] Meets [ ] Below

  • Cross-team Collaboration: [ ] Exceeds [ ] Meets [ ] Below

  • Technical Communication: [ ] Exceeds [ ] Meets [ ] Below

Business Impact (20% of decision)

  • Business Understanding: [ ] Exceeds [ ] Meets [ ] Below

  • Strategic Thinking: [ ] Exceeds [ ] Meets [ ] Below

  • Results Orientation: [ ] Exceeds [ ] Meets [ ] Below

Overall Recommendation

Hire/No-Hire Decision:

  • [ ] Strong Hire - Exceptional candidate, hire immediately

  • [ ] Hire - Good candidate, meets all requirements

  • [ ] Lean Hire - Generally good with some reservations

  • [ ] Lean No Hire - Some positives but significant concerns

  • [ ] No Hire - Does not meet requirements

  • [ ] Strong No Hire - Clear mismatch for role

Level Recommendation:

  • [ ] Above Target Level - Candidate exceeds target level requirements

  • [ ] At Target Level - Appropriate for posted level

  • [ ] Below Target Level - Better fit for [lower level]

Key Strengths:

  1. [Specific strength with evidence]

  2. [Specific strength with evidence]

  3. [Specific strength with evidence]

Areas of Concern:

  1. [Specific concern with evidence]

  2. [Specific concern with evidence]

Development Needs if Hired:

  1. [Area needing development]

  2. [Area needing development]

Conclusion

A robust job architecture and leveling system is essential for scaling your technical organization fairly and effectively. The frameworks provided in this document give you the foundation to make consistent, objective decisions about hiring, promotion, and career development while supporting your employees' growth and your business objectives.

Key implementation principles to remember:

  1. Start with Business Needs - Align your levels with the actual work and impact needed for business success

  2. Maintain Consistency - Regular calibration and governance prevents drift and ensures fairness

  3. Focus on Growth - Design career paths that motivate and develop your team members

  4. Embrace Specialization - Recognize that different technical disciplines require adapted frameworks

  5. Iterate and Improve - Regular review and refinement keeps your system relevant and effective

Your job architecture should be a living system that evolves with your company while maintaining clear standards and fair opportunities for all team members. By investing in this foundation now, you're setting the stage for sustainable growth and long-term success.

Remember that implementation is as important as design - take time to train your managers, communicate clearly with employees, and gather feedback to continuously improve your approach. The investment in getting this right will pay dividends in employee satisfaction, retention, and organizational effectiveness.

This document should be reviewed annually and updated as your company grows and the technology landscape evolves. Consider working with experienced technical leaders and HR professionals to adapt these frameworks to your specific organizational needs and culture.

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