So you want to write an Engineering career ladder?

Introducing an engineering career ladder in a growing company provides a structured framework for setting clear expectations, equitable compensation, and strategic hiring, which simplifies complex, case-by-case management tasks. While levels can streamline performance evaluations and career development, they also bring challenges such as potential ladder-climbing behaviors and hierarchical intimidation. Addressing these issues is easier in smaller teams where individual input can be gathered, fostering ownership and understanding of the system. The career ladder at Stytch emphasizes impact over specific skills, allowing engineers to focus on delivering consistent outcomes while developing unique strengths. A significant decision in creating a career ladder is whether to promote based on current performance or potential, with the former being more industry-standard. Visibility of levels is another consideration, with private levels potentially reducing competitive tensions but possibly lacking transparency. Despite the complexities, implementing levels is crucial before a company grows too large to manage expectations and compensation manually, with the flexibility to adapt the framework as the team and product evolve.

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