The clearest way a company can acknowledge your growth. At the end of the day, you can't solely interview your way to a principal engineer; promotion is the true foundation of your pay and career.
I joined under leveled in a company. My mgr and skip know it.
But they are assigning tasks which are L+2 level. If I am talking promotion they are turning the other way.
How to smartly communicate that I won't do such high level work unless they get serious about promotion?
I run into this from time to time where more Senior and Staff Engineers take interesting projects. I’m usually left with ones that take medium time and medium impact. How do I find projects for myself that expand my impact?
I'm defining a career path for my company, and don't know where to start. I would like to see how Meta, Google are doing this so that I can tailor to match my smaller company.
Hi Taro folks,
I’d like to create a doc to track my deliverables across engineering axes to make my work easier to see for my manager. This should also help with arguing for promotions down the road… does anyone have a good format for such a doc? FYI: engineering axes include project impact, people, direction, engineering excellence, etc.
If your organisation is not promoting you, what can be the possible reasons? Does it make sense for one to join another organisation at a higher level or is it a recipe for failure?
At Microsoft, basic criteria for promotion is to deliver at next level consistently. Example: At L62, i need to work and deliver at L63s work level standards.
I've been at mid-level for a while, so I want to level up to senior quickly. However, I'm not really sure what I need to do to make this jump - The feedback across my manager and engineering mentors has been good.
I got feedback from my manager that I can do more to increase the scope of my influence within the company, and this involves getting more recognition and visibility from leadership for my projects. How can I do this?
I have worked at Meta my entire career (~5 years). I know that Meta is pretty "startup-ey" among the Big Tech companies, but I imagine that it can't mimic startups entirely and there's unique learning value startups can offer. Does switching to startups give big value to career development?
Let’s say 2 companies give you different levels, but the compensation is the same. Is it better to have the lower level to have lower expectations? Zooming out, how should I think about level and its overall importance across my career.
I heard from Tech Career Growth sessions that promotion is a main indicator. Is that the best one or are there other ways to identify if you’re truly becoming a better software engineer?