The engineering career framework for @prezi, with typical post-college experience years of experience, as shared by their former CTO. He's talking about what makes for a good software eng growth framework.
They settled on 6 levels to allow for enough space for growth.
They settled on 6 levels to allow for enough space for growth.
They created an internal tool so people can browse definitions & examples, and for people to be able to rate themselves.
Engineers started to rate themselves, and use it as a starting point for career conversations with managers.
It worked out FAR better than they expected.
Engineers started to rate themselves, and use it as a starting point for career conversations with managers.
It worked out FAR better than they expected.
Promotions, merit increases are pretty standard (note to self: I'll share some details on this for non-EMs).
Promo committees are what you'd expect from a "modern" tech company their size.
Uber used to have more eng-heavy, as well as more manager-heavy committees:
Promo committees are what you'd expect from a "modern" tech company their size.
Uber used to have more eng-heavy, as well as more manager-heavy committees:
Insights from Tyler Miller, Prezi's ex-CTO:
- The competencies matric ONLY works when you have TONS of examples & people don't treat it like a checklist.
- How often do you promote? No one answer, but it takes longer and longer the higher you go.
- The competencies matric ONLY works when you have TONS of examples & people don't treat it like a checklist.
- How often do you promote? No one answer, but it takes longer and longer the higher you go.
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