Career ladders
A framework per department: tracks, levels and roles, drafted with the editors you choose and published when ready.
Product tour
Career frameworks, check-ins and promotions in one place
LadderKit gives growing companies the structure to define what every role means — and a simple workflow to talk about it with the whole team.
Free plan · No credit card required
Feature by feature
Take a closer look at each part
Every feature has its own page: how it works step by step, who can do what, and the questions people ask about it.
Skills matrix
Skills described level by level, the level each role requires, and role cards with salary ranges and a PDF.
Check-ins
A self-assessment first, then the manager's review, shared back and signed off — every rating against the role's own skills.
1:1 Meetings
The manager takes notes during each 1:1 and publishes the record afterwards. Follow-ups carry over, and the skills discussed tie it to the ladder.
Feedback
Ask a colleague about yourself or someone below you in the reporting line: two questions, a due date and one reminder before it.
Growth actions
A development plan made of concrete actions: a due date, an optional skill, a thread both sides write in, and reminders.
Promotions
Direct managers put the case in writing, the managers above them rule on it, and the person moves up on the effective date.
Define
Clarity about what every role means
Career frameworks, levels, skills and salary ranges — written down once, visible to the whole team.
Career frameworks by department
Each department owns its own career framework. Keep it in draft while you shape it, assign editors who work on it with you, and publish it when it is ready for everyone.
Career ladders in detailTracks and roles
Build parallel ladders inside a department — an individual contributor track next to a people-manager track. Drag roles between levels and see who holds each one.
Career ladders in detailA reusable skill library
Describe a skill once, with a formatted description for every level, then reuse it across departments and roles. Duplicate an existing skill to start from something close.
Skills matrix in detail
The skills matrix
Set the level each role expects of each skill, grouped into categories such as Craft or Leadership. One grid answers the question everybody asks: what does the next level actually require?
Skills matrix in detailSalary ranges and role PDFs
Attach one or more salary ranges to a role, per currency and location. Export any role as a PDF with its description, required skill levels and salary ranges.
Skills matrix in detail
Grow
Career conversations that actually go somewhere
Structured check-ins, 1:1 records and lightweight feedback — all anchored to the same career framework.
Check-ins with a clear stage
Every check-in runs the same path: self-assessment, manager review, shared, completed. A five-step bar shows where it is, and a manager can send it back for more detail at any point.
Check-ins in detailAssessed against the framework, not a blank page
The check-in is pre-filled with exactly the skills the person’s role requires, each with its expected level. Both sides rate and comment side by side, then export the result to PDF.
Check-ins in detailA record of every 1:1
The manager takes notes during each 1:1 and publishes the record to the employee afterwards. Open follow-ups carry into the next one, and the skills discussed come from the person’s role.
1:1 Meetings in detailFeedback, requested or volunteered
Ask a colleague for feedback about yourself or someone below you, with a deadline attached, or give it unprompted. Two questions — strengths and where to grow — and a reminder before the due date.
Feedback in detail
Advance
From conversation to promotion
Commitments with deadlines, a full picture of every person, and a promotion process people can trust.
Growth actions
Agree concrete next steps in a check-in or on their own: what to do, by when, linked to a skill. Progress updates build a thread, and reminders arrive before a deadline slips.
Growth actions in detailA promotion workflow with a decision trail
A manager proposes a new role, an effective date and the reasoning. Someone above them approves, rejects or asks for more — and on the effective date the org chart updates itself.
Promotions in detailA talent profile for every person
One page per person: current role and time in it, ratings over time, skill-by-skill movement between check-ins, growth actions and feedback — the facts to bring to a promotion conversation.
A personal dashboard
Everyone starts from what needs them now — a self-assessment to finish, a check-in to review, feedback to give — and managers see where each direct report stands.
Run
Day-to-day operations without the spreadsheet
People, access and reminders — handled inside the product.
People, access and roles
One member list with admin or member access, framework editor rights, each person’s department and role, and deactivation that keeps their history intact.
Reporting lines and the org chart
Give everyone a manager: reporting lines decide who assesses whose check-in and scope people filters to your branch. The org chart shows the tree — the whole company to admins, their own branch to a manager of managers. Search opens the way to anyone; a change of manager moves the person.
Invite the team in one go
Add several people at once, each with their own access level and the role they will hold, plus an optional welcome message. Resend any invitation later from the member list.
Notifications where the work is
A bell in the header and a full history page: feedback requested, a check-in submitted, returned, shared or completed. Mark items read, select several, or clear the lot. Most of them also go out by email — or, on paid plans, as Slack messages if an admin connects Slack.
Scale
Grows with the company
Predictable pricing, simple sign-in, and a product the whole team can read.
Priced per organisation
One monthly price for the whole organisation with a seat limit per plan — not a charge per person. Change plan at any time; invoices, VAT and card details live in settings.
Available in 28 languages
Every screen, email and notification is translated. Each person picks their own language, and the choice follows them across devices and into the emails they receive.
Sign in with Google or Microsoft
People sign in with Google, with Microsoft or with email and password. On paid plans, an admin can connect your Google Workspace or Microsoft Entra ID and require sign-in through it for everyone.
Ready to write your career paths down?
Start free, invite your team and publish your first career framework this week.
Free plan · No credit card required