Delivery Playbook · People and careers
Career levels
The grading ladder from fresher to principal, and how expectations build on each other.
Owner: HR Executive · Last reviewed: · Next review: 28 April 2027
Our career ladder describes what is expected at each level, so people know where they stand and what to grow toward. It is also used for hiring decisions and for performance feedback.
Six grades
| Grade | Engineer title | Scope |
|---|---|---|
| 0.5 | Fresher | Well-defined tasks |
| 1 | Junior | Well-defined tasks and small features |
| 2 | Medior | Features or an entire project |
| 3 | Senior | An entire project, leading deep technical work |
| 4 | Lead | An entire project with other business stakeholders |
| 5 | Principal | Projects spanning multiple products or systems |
How levels work
- Expectations are cumulative: each level includes the levels below it
- Moving up does not unlock new duties. It recognizes work already being done at the next level
- People do not have to meet every expectation to move up, though some are required
- Competencies cover technical skills, working with others, and leadership
Related
People and careers
Performance and feedback
How the career levels are used to give feedback and recognize growth.
People and careers
Junior and intern path
How people start their careers with us and grow into the graded levels.
People and careers
How we hire
How candidates are matched, interviewed by practitioners, and assessed against our career levels.
