My footnotes from the video record: Creating a career ladder for engineers - Marco Rogers
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There is no such thing as a “flat” organization.
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Bringing a career ladder into your organization can help you with hiring and retaining engineers.
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People need to see that their career is progressing at your company. Otherwise, why would they stay?
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Recognition and rewards are big part of keeping people engaged and making them feel valued. Telling only “you are doing great” means nothin.
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People want to get feedback on whether they are successful at company.
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People care a lot about career growth. Personal growth is becoming a major driver for candidates.
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A career ladder specifies what level an engineer can attain. Numbers like L1,L2.. titles like Mid, Sr.
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Promotions usually come with a compensation adjustment. But compensation doesn’t have to be tied directly to levels.
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The senior level is your anchor. Senior is only level that anyone understand.
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After you develop the ladder, you have to execute.