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Software Engineering Job Ladder https://blog.usejournal.com/the-software…
Software Engineering
Job Ladder
https://blog.usejournal.com/the-software-engineering-job-ladder-4bf70b4c24f3
Tool for
setting expectation
about next few years
Management
Regular feedback
Current Obligation
Skills to grow
Tool to structure discussion
Recruiting
Level-set candidates
Candidate Comparison
HR compensation ranges
Internal tiers
Matched to market
Company principles
Important skills
and traits
Communicates
Align with company’s
mission and values
Use this phrases
in job ladder and
feedback
Ref. Amazon leadership
Good job ladder
Difference in levels
Level should
differ in Role
not degree of skill
Step function
not gradient
Attributes matter
for promotion
Career
development plan
Creterias used
for evaluation
Easy to read
and understand
Less is more
Clear and pithy
statements
Antipatterns
Levels Don't agree
with day-to-day
experiences and needs
Long list of skills
and achievments
Forget diff btw levels
Like an algorithm
My job ladder
Spheres of
ownership and
responsibility
Maps to how task
broken down and
assigned
Clear diff btw levels
Skills matter
Programming abilities
Communication
Critical thinking
Initiative
BUT
No obvious
step function
Assume skills, but
avoid specific guidelines
Is requirement for
Level 4 and above
Very deep and
specific technical and
architectural experience
Levels
Level 1
(Junior) Software Engineer
Role
Builds defined features
Investigates and
fix bugs
Writes tests
Communicates progress
Identifies blocking issues
Antipatterns
Poor code quality
Not self-motivated
Blame-complane than
roll up the sleeves
Disregard team process
Generally helplessness
Level 2
[Senior] Software Engineer
Role
Owns functional area
Breaks down large requests
Gives higher-level status updates
Writes test-plan
Operation responsibilities
Sets goal, meets them
Code review
Helps mentor new hires
Antipatterns
Dissappears in projects
doesn’t matter for business
Fails identify or communicate
big roadblocks
Us-vs-Them
Continually underestimates
Not take
operational excellence seriously
Solutions more
complicated than necessary
Level 3
Senior Software Engineer
Role
Own dev and
rollout of entire project
Champions process
Writes tech specs,
identifies risk before
start of major project
Sets standards
Tech leads
initiative to compleation
Antipatterns
Arrogant jerk
Not delegate
Suffer from burn-out
Jumps to execution without
careful consideration
Lets details slip through
Fails to raise awareness of
projects at risk or
people-problems
Not follow
new tech or trends
Level 4
(and beyond)
Architect
Principal Engineer
Role
Owns cross-team shared
infrastructure
Work with CTO to
choose new tech and
promote culture/process
Deep technical expertise in
business-critical area
Does serious
research to evaluate and
test options
Understands implications of
reliability, scalability,
operational costs,
ease of adoption by organization,
recruiting, etc.
Antipatterns
Over-emphasis on
scaling and high-availability
Spend too much time chasing
new shiny technologies
Doesn’t collaborate or
ask questions
Condescending
Has “pet” agenda
Piss off senior leadership
Alternative job ladders
Differences
How many levels?
How detailed?
What is specific for
tech lead?
Who responsible for
project management?
Rent the runway
https://docs.google.com/document/d/1SxmQBrDZvj16veuc2OVO0wUX7a7vEKPM-57dNLXhuEk/edit
Foursquare
https://docs.google.com/spreadsheets/d/1k4sO6pyCl_YYnf0PAXSBcX776rNcTjSOqDxZ5SDty-4/edit#gid=0
Fog Creek
https://www.joelonsoftware.com/2009/02/13/fog-creek-professional-ladder/
Open Source Resource for CTO. Career Ladders. Team Working Agreements. One on one’s.
https://docs.google.com/document/d/1wgBMeefkiXd7el3cEDmAIFo4ujfvyJNOdQ4ufkTDIYU/mobilebasic
Raw links
The Five Conditions for Improvement
https://link.medium.com/WTWql5ztkS
Rethinking dev career path
https://youtu.be/yIPbE7BssOs
Problem finder
Problem solver
Solution implementer
Radical Condor
https://youtu.be/4yODalLQ2lM
https://youtu.be/rFgu0nOHCcE