Career Leveling
Career level definitions using Impact × Autonomy dimensions
Career levels represent distinct stages of professional growth, defined primarily by Impact (the scope and significance of your work) and Autonomy(your independence in defining and solving problems).
Impact × Autonomy Matrix
The foundation of our leveling system is the two-dimensional Impact × Autonomy matrix. As you progress in your career:
- Impact grows from individual tasks → team → organization → industry
- Autonomy evolves from close supervision → independent work → strategic vision
This model recognizes that seniority is not just about technical skill—it's about the scope of problems you can identify and solve independently, and the breadth of influence your work has.
Career Levels Framework
L1
Junior
Impact: Individual tasks with guidance
Autonomy: Works with close supervision and clear direction
Typical Roles
Junior Software Engineer
Associate Product Manager
Junior Designer
Key Expectations
- Completes well-defined tasks with guidance
- Asks questions and seeks clarification
- Learns team processes and tools
- Participates in code reviews and design critiques
L2
Mid-Level
Impact: Owns features or small projects
Autonomy: Works independently on defined problems
Typical Roles
Software Engineer
Product Manager
Designer
Key Expectations
- Owns end-to-end feature delivery
- Makes technical decisions within scope
- Unblocks self through research and collaboration
- Contributes to team planning and architecture discussions
L3
Senior
Impact: Owns significant projects or multiple features
Autonomy: Defines problems and proposes solutions
Typical Roles
Senior Software Engineer
Senior Product Manager
Senior Designer
Key Expectations
- Drives complex multi-week projects independently
- Mentors junior and mid-level engineers
- Influences team technical direction
- Identifies and solves ambiguous problems
L4
Staff
Impact: Influences team or multiple teams
Autonomy: Identifies strategic opportunities and risks
Typical Roles
Staff Engineer
Staff Product Manager
Staff Designer
Key Expectations
- Drives multi-quarter, cross-team initiatives
- Sets technical standards and best practices
- Mentors senior engineers and future Staff candidates
- Balances short-term delivery with long-term technical health
L5
Principal
Impact: Influences organization or product area
Autonomy: Defines multi-year strategy and vision
Typical Roles
Principal Engineer
Principal Product Manager
Principal Designer
Key Expectations
- Defines multi-year technical or product roadmaps
- Influences org-wide architecture and standards
- Represents organization externally (conferences, open source)
- Develops future Staff and Principal leaders
L6
Distinguished
Impact: Influences industry or multiple organizations
Autonomy: Shapes company-wide strategy and external ecosystem
Typical Roles
Distinguished Engineer
VP of Product
Chief Design Officer
Key Expectations
- Drives company-wide strategic initiatives
- Recognized industry expert and thought leader
- Influences product/technology direction across entire company
- Builds and nurtures Principal+ leadership pipeline
Topology Alignment
Different topology models may interpret these levels differently, particularly at Senior+ levels where IC, Manager, and Technical Leadership tracks diverge.
Y-Shaped (Dual Track)
IC and Manager tracks diverge at Senior level
L3
Senior: Decision point: Choose IC track or Manager track
L4
Staff: Staff IC or Engineering Manager—distinct tracks
L5
Principal: Principal IC or Senior EM/Director—parallel progression
L6
Distinguished: Distinguished IC or VP Engineering—equal seniority
W-Shaped (Tri-Track)
Adds hybrid Technical Leadership track
L3
Senior: Choose IC, Tech Lead, or Manager track
L4
Staff: Staff IC, Staff Tech Lead (hybrid), or EM
L5
Principal: Principal IC, Principal Architect (hybrid), or Director
L6
Distinguished: Distinguished IC, CTO/Distinguished Architect, or VP
Network Model
Fluid movement across skill dimensions
L3
Senior: Senior generalist with emerging specialty areas
L4
Staff: Staff-level expertise in 2-3 dimensions (e.g., technical + mentoring)
L5
Principal: Principal-level depth in primary dimension + breadth across others
L6
Distinguished: Distinguished across multiple dimensions with org-wide influence
Levels provide the "what" (scope of responsibility). Progression Pillars define the "how" (competencies to demonstrate at each level). See Progression Pillarsto understand how to grow within and across levels.