How We Introduced Levels to Our Engineering Organisation without Losing People or Hurting Our Productivity

Overview
The author describes the process of introducing a clear level system for engineers, detailing the motivations, design choices, and implementation steps taken to ensure transparency and avoid negative impact on staff morale or output.

Key Takeaways

• Transparent level definitions help engineers understand career progression.
• Involving teams in the design reduces resistance and preserves productivity.
• Clear criteria and regular reviews maintain fairness.
• Communication and gradual rollout are critical for adoption.
• Metrics should focus on outcomes, not just level titles.

Who Would Benefit

• Engineering managers looking to formalize career ladders.
• CTOs and technical leaders aiming to improve transparency.
• HR partners collaborating on compensation frameworks.
• Senior engineers interested in growth pathways.

Frameworks and Methodologies

• Level-based career ladder.
• Transparent criteria matrix.
• Incremental rollout with feedback loops.