These companies establish a set of levels based on extensive survey data, including salary information which can be used to set compensation for each level. At some point, likely when you get into the high hundreds to thousands of employees, you may find that the complexity of your organization merits a little extra help. Salary survey consulting groups specialize in helping companies do just this.
The Professional designations roughly correlate to engineering levels, and you can use this as a baseline to customize the specific impact details for each level to your needs. Companies often create career ladders or career lattices that illustrate the job levels at the company, explain what is expected of employees at each level, and clarify the different growth paths an employee can take. A career ladder shows only vertical progression through job levels, while a career lattice shows possible lateral movement as well.
A common pattern at tech companies is to provide a dual-ladder approach , in which there is a technical ladder for individual contributors and a separate management ladder. There are both benefits and risks to having more structure around levels. On one hand, without levels, engineers may be unsure about how to progress in their career and have more impact, and the company might end up making arbitrary decisions around promotions and performance management.
Clearly delineated levels in a career ladder help mitigate bias and provide fairness and transparency. On the other hand, these systems add complexity. This structure will help ensure that your hiring assessments and your expectations of future employees are aligned. It will also help you decide what role and corresponding level, title, and compensation a new hire should receive.
You can browse a collection of ladders and rubrics made public by their respective companies at progression. Starting Track. Individual Contributor Track. Management Track.
While levels alone indicate some degree of advancement and progression, most companies that have formal levels eventually establish ladders to further clarify how employees can progress up levels, either on IC or management tracks. Engineering director Chuck Groom highlights key differences people might see between ladders, including:.
How many individual-contributor levels should there be? What do you do with your super-senior folks? How detailed should your job ladder be? This runs the gamut of complex point systems, spreadsheet matrix, paragraphs of text, or just a few general guideline bullet points.
Something as seemingly simple as a job title can contain and convey a complex range of information—the nature and scope of work someone is responsible for; how senior they are; and potentially whether they report to or manage other people. Titles can be confusing. Systems Engineer could mean very different things to different teams or companies depending on the degree of specialization.
Any titles might also be combined with seniority designations such as Junior, Senior, Manager, Director, and more. This can make it hard to determine meaningful relative comparison across organizations—an Engineering Manager at a startup compared to one at Google likely have very different responsibilities. Larger companies typically develop specialized titles based on the functional area, as shown in the table below. Some companies take a philosophical stance against job titles.
For example, Gusto had no job titles , even at employees and including its executives. Others allow anyone to choose their own job titles. But typically, smaller companies start with a simple approach, like dividing roles into really broad categories like Developer or Software Engineer, and maybe Frontend and Backend, depending on the role. For comparison, see how Basecamp 50 employees handles their developer titles. No matter what, as you think about titles for roles you intend to fill, consider the candidate perspective.
For many companies, titles are merely perfunctory words that describe a role; but the title you choose for a role is often the first thing that a candidate sees. And to candidates, titles can reflect a complex interplay of self-worth, social status and influence, and potential advantages or pitfalls when they look to get promoted or find another job. The most effective titles are specific, descriptive, and concise.
This post from Recruiting Intelligence on writing effective job titles covers a few key guidelines, including specificity and clarity about the role details like seniority, backend vs. Job titles are a form of marketing. Most inbound candidates will find a job listing via some form of online search. With that in mind, it helps to consider some search engine optimization SEO tactics that will help your job show up and stand out.
These principles will apply to the content of your job descriptions as well. Here are a few resources for factoring in SEO when deciding on titles:.
Keyword planner from Google. Learn what software engineering job titles really mean, how companies standardize them, and how they relate to your work and pay. By reviewing job description examples, you'll be able to identify what technical and soft skills , credentials and work experience matter most to an employer in your target field.
Determine and identify high-level functional and technical requirements on the basis of interactions with the user community and knowledge of enterprise architecture.
Design architectures, including the software, hardware and communications, to support the total requirements, as well as to provide for present and future cross-functional requirements and interfaces. Interact with project management to plan project schedules and technical direction. Provide quality assurance review and the evaluation of existing and new software products. Develop high-level system design diagrams for program design, coding, testing, debugging and documentation.
Develop and implement moderate to complex web applications on one or more platforms. Has mentored junior software developers on design patterns, development best practices and DevOps trade-offs. Prepares and installs solutions by determining and designing system specifications, standards, and programming.
Improves operations by conducting systems analysis and recommending changes in policies and procedures. Updates job knowledge by studying state-of-the-art development tools, programming techniques, and computing equipment, and by participating in educational opportunities, reading professional publications, maintaining personal networks, and participating in professional organizations.
Protects operations by keeping information confidential. Provides information by collecting, analyzing, and summarizing development and service issues. Accomplishes engineering and organization mission by completing related results as needed.
Read over the senior software developer job description below for further tips on what to include in your job posting. The job will also include updating existing systems and integrating improvements to work on the user interfaces already in operation.
Use template. This meaty section of your senior software developer job description also serves as a way for you to tell candidates what you expect of them from the very start.
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