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Your Second Thing
We’re grateful you choose to spend some of your career helping us achieve our mission. As you invest your time and energy here, we in turn want to invest in your career, and offer a framework for growth. Below is an outline of our levels, provided to give clear guidance on the attributes and approach to work we expect.
Approach
Building Career Levels
Our career levels build upon one another. Meaning that a level includes mastering all of the attributes defined in earlier levels.
Offer growth regardless of desire for people management. While the impact is the same at each level, Managers and ICs can expect to approach that impact in different ways
We give no guidance in years of experience. Experience differs for each person and each company they’ve contributed to. 4 years at a startup is different than 4 years at a big company - focusing on the impact and behaviors.
Parity in design helps ensure equity across the organization. Apples - to - apples level comparison
Levels - Levels are related to a career stage. Our levels, and their competencies, build upon one another to better support building your career path (Note - we give you the keys to the car, but you have to drive it. To create: how to drive your career development)
Attributes - These are the essential characteristics we expect from our team. As one progresses through the career ladder, the scope and impact of attributes will grow.
Competencies - Qualities and specific expectations of each role that are objective in nature. Competencies are demonstrated and infused into how an individual approaches and accomplishes their work.
Attributes
Attributes are equally important, and we don’t weight or show preference. These order currently reflects the scope an attribute has e.g. knowledge and skills are important to your specific role, but belonging and inclusion has impacts in building an inclusive workplace.
Creativity & Play How we approach our work in building, planning and solutions. We seek ways to have fun, celebrate success, and try new things. The opportunities and impact for creativity change as your career grows, but we seek to infuse, and learn from, creative solutions in our work, even at risk of failure
Belonging & Inclusion Creativity is innate to everyone, and we are building a company that supports everyone’s creativity. Every person at Studio is responsible for a culture of belonging and inclusion, and different levels have different expectations on that impact
Autonomy & Collaboration How we direct our own work and how we operate cross functionally. As a career grows, your work becomes dependent on partnership and awareness on other departments. This includes how we communicate with one another
Execution & Results - Outlines the expectations for overall scope and impact of work
Knowledge & Skills - Role and department specific requirements. To be developed in partnership with Team Leads
Level Design
Our levels span a theoretical career. Levels 1-8, are meant to span an entire career progression from new to the career field to a C-Level executive.
Time in Role expectation - don’t give guidance on years required each level. As one progresses through each level, more time will be spent in each role. Skills become more complex, opportunities to learn from mistakes happen less often
Early Career - New to the workforce, or new to the career field with some experience. Opportunities to own and have impact on pieces of larger workflows. Ample growth opportunities
Experienced Professional - Experience in their career field and ability to own or meaningfully contribute to decision making in their department. Successes and milestones occur less frequently as work becomes larger in nature
Company Leadership - Experience in developing and executing strategic direction of an organization. Able to lean on expertise and experience for long term planning and success.