Career
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progression has many forms
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and is a unique journey for everyone. However there are some common patterns in the career paths that help us define a career progression framework.
Let’s take a look at how this framework looks like…
Levels- the career progression framework 🪜
The framework consists of Levels and it defines expectations at each Level to differentiate between them. To break down these expectations, we used the company values as categories:
Trust - focus on communication, ownership, independence
Impact - focus on job complexity, creating value, making an impact
Customer Success - focus on contribution to the customer’s journey
Ethics - focus relation to the team, supporting and respecting others
Career paths 🛤
We identified 6 levels of career progression on a Maker path and 3 levels of the Tech Lead and the Engineering Manager path and 2 levels in Product Management:
Individual Contributor (IC) L7-L2
Your Career Path at Ultimate
In the RnD department we have 3 career paths in Engineering and 2 career paths in Product Management and Product Design allowing you to focus on your strengths and growing in the direction that fits you.
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Levels + compensation 💶
How is Levels tied to compensation?
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There are 7 Seniority Levels in total across the different Career Paths ranging from from Junior to C-Level. Clearly defined expectations for each level and a Skills & Competency Matrix for each ensures you always know what is expected of you and what you can expect of others.
Compensation and Titles are tied to each level, meaning equal pay within one level no matter which
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Salary data: Salaries are benchmarked externally using market data and internally using data from our Talent Team to make sure we are paying fairly
How do salary changes happen?
Salary Review: Our Salary Benchmark is reviewed and adjusted to market rate yearly to make sure our compensation stays competitive to the market levels.
Salary change with promotion: Yes, reaching the next level, also means higher compensation.
No salary adjustment will be made outside of the June/July review period or the reaching the next level in your career.
Levels + titles
Titles are tied to Levels, on each path and each level there is a title assigned. You can see the titles below in the Levels description.
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Levels
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Individual Contributor Path
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The People Manager Path
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The Tech Lead Path
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Level 7
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Junior Engineer
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Level 6
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Mid-level Engineer
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Level 5
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Experienced Engineer
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Level 4
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Senior Engineer
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Engineering Manager
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Chapter Lead
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Level 3
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Staff Engineer
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Senior Engineering Manager
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Group Chapter Lead
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Level 2
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Principle Engineer
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Director or Head of Engineering
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Director or Head of Engineering
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carreer path you choose.
Continuous Feedback and Personal Growth Cycle
At Ultimate we follow the principle of continuous feedback to ensure a high level of transparency. Next to that there is a more formal personal growth conversation with your manager every quarter. In those conversations you will talk about your feedback you have gotten, goals you want to achieve and create a personal development plan to help you achieve them. Your manager will support and coach you where necessary to help you on your career path.
Peer Feedback
Feedback from your peers plays an important role in your growth at Ultimate. It helps you to understand how your work and behaviour is perceived by your colleagues, lets you detect areas for development and can uncover skill areas that you haven’t been aware of yet.