Guides
Practical, step-by-step guides for companies of 20 to 200 people that want clear levels, better career conversations and fair promotions.
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A practical, seven-step method for companies of 20 to 200 people: tracks, levels, competencies, expectations, calibration and rollout — with a worked example and the mistakes to avoid.
Updated 1 October 2026
Five terms that get used interchangeably — career ladder, career framework, competency matrix, job level and grade — untangled, with one department worked through end to end.
Updated 1 October 2026
How to run an individual-contributor track next to a management track: where the two diverge, how to line up their levels, and how people move between them without losing ground.
Updated 1 October 2026
Promotion criteria written down in advance, a manager who proposes, someone above who decides, and a written case — a promotion process a growing company can explain to everyone.
Updated 1 October 2026
Four to six levels per track covers most companies of 20 to 200 people. How to pick the number for yours, the signs you have too few or too many, and how to add a level later.
Updated 1 October 2026
How often to hold career check-ins, how to prepare, a 45-minute structure for the conversation and a list of questions to use — with an example and the mistakes to avoid.
Updated 1 October 2026
A short, practical IDP: start from one or two skill gaps, write concrete actions with dates and a clear finish line, and review them at every check-in. With a template and examples for four roles.
Updated 1 October 2026
Start free, publish your first framework and run your next career conversations against it.
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