Careers

How roles and levels work across product and engineering, grouped by job family.

Each job family has its own levels and rubric, describing how scope, judgment and influence grow over time. We've written up engineering, product management and design so far, and will add other families as we go.

A few things hold for every role:

• Project lead is an assignment, not a level. People at several levels lead projects.
• A title doesn't remove review. Everyone's work gets reviewed, because review spreads learning and alternative approaches.

The rubrics are public. Individual assessments, calibration, pay and contracts are private.

How growth works

Coaching and promotion are different conversations. Coaching helps you prepare for the next level: what to practice, which work will stretch you, and what good looks like. Promotion recognizes what you've already shown at the next level, consistently. One leads to the other, but neither replaces the other.

You drive your growth, with support. Tell your manager what you want to grow toward. Your manager makes sure you know the options, finds work that lets you practice, and gives specific feedback along the way.

We talk about it at least once a quarter. Everyone has a career conversation with their manager at least once a quarter, and more often whenever you'd like one, using the rubric for their job family. It's also a time to ask how the team's culture feels from where you sit. Write down what you agree, and revisit it next time.

Growth is recognized. When you consistently work at the next level, we promote you. Promotion depends on what you've shown, not on whether a role at that level happens to be open.

Every level is a good place to be. Growth doesn't have to mean a new title. Thriving as a Senior Engineer is an accomplishment, and nobody is expected to move up on a timetable.