<aside> 👥 Our career development framework is here to help you understand the expectations of your role, and to provide a common language for you and your manager to discuss and plan your career growth. It is also an important part of our larger goal of ensuring everyone is equitably recognized for the impact they have at work, and to reduce bias in promotions and hiring.

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What are the expectations of my role?

There are currently five levels for support at Sourcegraph. A level is composed of four categories, each with a summary statement and several example behaviors. These categories are:

• Impact
• Scope
  • You have high productivity and output. You deliver on your direct responsibilities while also looking for opportunities for improvement - individually, as a team, our product, and company.
• Execution
  • You seek out opportunities, rather than waiting for them to come to you.
  • You put our customers and prospects first, orienting yourself to their success.
  • You ask for help directly, when needed.
• Teamwork
  • You do not gate-keep, but rather aim to accelerate and unblock your colleagues.
  • You communicate thoughtfully, clearly, and proactively to keep stakeholders informed and identify risks.
  • You seek to help your teammates around you succeed; you win together. You reflect thoughtfully on your own performance and the performance of those around you, sharing helpful feedback for continued growth.

It’s important to understand that what is listed in the level descriptions are example behaviors, and not checkboxes for promotion. Doing everything listed there is neither necessary nor sufficient for a promotion. The expectation is that you demonstrate a level of impact consistently over a span of months within each of the category descriptions for your level. The magnitude of your impact is ultimately the measure of your career growth.

In most cases, a level builds on the expectations from the preceding levels: someone at level 2 must also meet the level 1 expectations. In addition to what is listed there, we expect technical advisors at all levels to exhibit our Sourcegraph company values.

Rather than precede each bullet point with “consistently,” we leave it as implicit and we define this as X happening consistently over a period of at least ~6 months. It’s great to do something once, but the real measure of impact is if you are able to do that again and again over a substantial enough period of time.

The level descriptions state the minimum expectations after you have completed your onboarding. For example, if you were hired at a level 2, we would expect that you are having the impact outlined for both levels 1 and 2 once your onboarding is complete. This also means that before being promoted to level 3, for example, you would be expected to be already doing what is listed in level 3 before a promotion is possible.

We expect you to understand where you are at in the framework and always have something clearly defined that is pushing you to outgrow yourself to reach the next level. The process and timeline will vary person to person and should be captured in your career roadmap.

🪜Levels