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Veröffentlicht 26 Jul 2026

Mar 26 Mar 26 Sharing Our Engineering Ladder Camille I gave a talk last year at the NYC CTO summit on how and why to introduce structure into an engineering organization (slides available here). I am a fan of structure and the clarity that it can provide an organization, despite its potential downsides. I'm not going to talk about the WHY very much in this post, but I thought it was about time that I helped with the HOW. Creating an engineering ladder (that is, the job descriptions and levels of an engineering organization) is a daunting task. If you do a half-hearted job, you're likely to cause more problems than you solve. The very first ladder I presented to my team was based on the ladder at Foursquare*. It was very simple, with one or two descriptive elements per "attribute" of engineering (technical skill, communication skill, etc), and by all accounts worked very well for their team. I hoped that this style of providing fewer details would result in people being less obsessed with the ladder, less likely to try to negotiate their level on "technicalities". Boy was I wrong. Almost immediately I had engineers debating me over whether they were at the right level, and there was a great deal of anxiety and confusion throughout the organization. I left room for generous interpretation, and it made it difficult for me to explain what I really wanted and expected. In addition to the ladder causing problems inside of my team, we were having a hard time evaluating candidates during interviews and determining what level to hire them into. Particularly at the more senior levels, it wasn't clear what the criteria for success really looked like. So, together with my tech leads and engineering managers, we rewrote the ladder to be more specific. It has been very helpful both for the process of reviews and promotion committees as well as for the process of hiring. I have since shared my ladder privately with several engineering managers around the country who were looking …

Veröffentlicht 26 Jul 2026

30+ Engineering Career Ladders Before jumping into the list, let's quickly discuss software engineering career ladders. We can extract common traits from those career ladders; understanding those characteristics allows us to connect the dots more easily and compare different career ladders efficiently. What Is a Career Ladder? A career ladder, or career path, is a progression framework. It allows an organization to describe the different job levels and the expectations for a given position. It enables the assessment of a software engineer's skills and to work on her career progression. It provides a shared framework to identify the different aspects to improve to reach the next job level. The ladder can also be mapped with employee's compensation, increasing salaries transparency, and fairness. Expertise Path and Manager Path (Dual-Track) Most of the software engineering career ladders are dual tracks ladders. They have a joint base for the first positions, and at some point, two paths are possible the expertise path and the people management path. The expertise path is often named the individual contributor track, the people management path is often called the manager track. The career path depends on the stage of the company and the size of the team. New positions will usually appear while the engineering group is growing. Example for a tiny team (up to 10 engineers) You'll rarely find ladders at that scale; it's still very early stage, the team is a handful of engineers working with a CTO or a Tech Lead. In startups, the engineering lead is often the technical Co-founder and CTO. Single Track Notes Engineer Creating solutions to business problems Senior Engineer Handling most complex parts and mentoring Engineering Lead She may handle people management aspects At this stage, it's pretty common to have one lead developer or engineering lead who owns technical guidance and organizes the team's delivery. She is often more focused on delivery and does not handle peo…

Veröffentlicht 26 Jul 2026