Progression Pillars
Six competency dimensions for evaluating professional growth
Progression Pillars translate abstract level expectations into concrete, observable behaviors. Each pillar has a proficiency scale from 1-5, aligned with career levels.
The Six Pillars
These six dimensions work together to create a holistic view of professional growth:
- Delivery: Getting work done and shipping results
- Technical Domain: Depth and breadth of expertise
- Collaboration: Working effectively with others
- Autonomy: Independence in problem-solving
- Initiative: Proactive identification of opportunities
- Mentoring: Supporting and developing others
Not everyone progresses uniformly across all pillars. It's common to be stronger in some areas than others—this creates your unique "skill profile" and helps identify growth opportunities.
Delivery
Ability to complete work and ship results
L1
Assisted Delivery
Completes well-defined tasks with guidance
Observable Behaviors
- Delivers assigned tasks on time with support
- Follows established processes and patterns
- Asks clarifying questions when stuck
L2
Independent Delivery
Owns end-to-end feature delivery
Observable Behaviors
- Delivers features independently from design through deployment
- Estimates work accurately and communicates delays proactively
- Handles edge cases and quality concerns without prompting
L3
Project Ownership
Drives multi-week projects to completion
Observable Behaviors
- Breaks down complex projects into deliverable milestones
- Coordinates work across multiple stakeholders
- Balances speed with quality and technical debt considerations
L4
Program Leadership
Orchestrates multi-team initiatives
Observable Behaviors
- Drives cross-functional, multi-quarter programs
- Unblocks teams and removes organizational obstacles
- Ensures delivery aligns with strategic goals
L5
Strategic Execution
Defines and executes multi-year roadmaps
Observable Behaviors
- Shapes organizational delivery strategy and processes
- Balances multiple competing priorities at organizational scale
- Influences company-wide execution culture
Technical Domain
Depth and breadth of technical expertise
L1
Learning Foundations
Building fundamental technical skills
Observable Behaviors
- Learns team tech stack and coding standards
- Implements solutions using established patterns
- Understands basic system architecture
L2
Proficient Contributor
Strong in primary technical area
Observable Behaviors
- Makes informed technical decisions within scope
- Debugs complex issues independently
- Contributes to technical design discussions
L3
Technical Leader
Drives technical excellence for team
Observable Behaviors
- Designs robust, scalable solutions
- Raises the technical bar through code reviews and mentoring
- Identifies and addresses technical debt strategically
L4
Domain Expert
Deep expertise in specialized areas
Observable Behaviors
- Recognized expert in multiple technical domains
- Defines technical standards and best practices
- Evaluates and adopts new technologies strategically
L5
Technical Visionary
Shapes organizational technical direction
Observable Behaviors
- Defines multi-year technical roadmaps and architecture
- Influences industry through contributions and thought leadership
- Balances innovation with pragmatic execution
Collaboration
Working effectively with others
L1
Team Participant
Contributes to team discussions and ceremonies
Observable Behaviors
- Participates in standups, retros, and planning
- Collaborates on code reviews and pair programming
- Communicates progress and blockers clearly
L2
Effective Collaborator
Works well cross-functionally
Observable Behaviors
- Collaborates effectively with designers, PMs, and other engineers
- Gives and receives constructive feedback
- Facilitates productive technical discussions
L3
Team Multiplier
Elevates team effectiveness
Observable Behaviors
- Improves team processes and collaboration practices
- Builds consensus across diverse perspectives
- Resolves conflicts constructively
L4
Cross-Team Connector
Enables collaboration across teams
Observable Behaviors
- Builds relationships and trust across organizational boundaries
- Facilitates alignment on cross-team initiatives
- Creates collaboration structures and rituals
L5
Culture Architect
Shapes collaborative culture organization-wide
Observable Behaviors
- Defines and models organizational collaboration values
- Breaks down silos and fosters cross-functional partnerships
- Cultivates culture of psychological safety and high performance
Autonomy
Independence in problem-solving and decision-making
L1
Guided Work
Works with close direction
Observable Behaviors
- Completes tasks with clear requirements and guidance
- Asks for help when blocked
- Follows established patterns and processes
L2
Self-Directed
Works independently on defined problems
Observable Behaviors
- Unblocks self through research and experimentation
- Makes tactical decisions within defined scope
- Escalates strategic decisions appropriately
L3
Problem Definer
Identifies and frames problems independently
Observable Behaviors
- Identifies gaps and opportunities proactively
- Defines problem scope and proposes solutions
- Balances autonomy with appropriate stakeholder input
L4
Strategic Thinker
Identifies strategic opportunities and risks
Observable Behaviors
- Spots patterns and trends across teams
- Makes decisions that balance short-term and long-term needs
- Influences strategy through data and technical insight
L5
Vision Setter
Defines multi-year strategy and direction
Observable Behaviors
- Sets organizational technical or product vision
- Makes decisions with company-wide implications
- Navigates ambiguity and complexity at strategic scale
Initiative
Proactive identification and pursuit of opportunities
L1
Reactive Contributor
Completes assigned work
Observable Behaviors
- Completes assigned tasks reliably
- Asks for next tasks when current work is done
- Flags issues when encountered
L2
Proactive Improver
Identifies small improvements
Observable Behaviors
- Suggests improvements to code, processes, or tools
- Takes ownership of small improvements without prompting
- Shares learnings and best practices with team
L3
Opportunity Identifier
Drives meaningful improvements
Observable Behaviors
- Identifies significant opportunities for impact
- Builds support and drives initiatives forward
- Balances innovation with delivery commitments
L4
Strategic Initiator
Launches cross-team initiatives
Observable Behaviors
- Identifies and drives strategic initiatives
- Builds coalitions and secures resources
- Perseveres through organizational obstacles
L5
Transformational Leader
Drives organizational transformation
Observable Behaviors
- Identifies and drives company-changing initiatives
- Shapes organizational strategy and priorities
- Inspires and mobilizes organization around vision
Mentoring
Supporting and developing others
L1
Mentee
Receives mentorship and guidance
Observable Behaviors
- Seeks feedback and applies it to growth
- Asks thoughtful questions
- Shares learnings with peers
L2
Peer Mentor
Supports peers and junior colleagues
Observable Behaviors
- Pairs with junior engineers on tasks
- Gives helpful code review feedback
- Answers questions and shares context
L3
Active Mentor
Actively develops others
Observable Behaviors
- Mentors 1-2 engineers formally
- Accelerates growth through thoughtful feedback and coaching
- Creates learning opportunities for others
L4
Developer of Leaders
Develops future senior leaders
Observable Behaviors
- Mentors senior engineers and future Staff+ candidates
- Builds mentorship culture and practices
- Sponsors high performers for growth opportunities
L5
Leadership Pipeline Builder
Develops organizational leadership bench
Observable Behaviors
- Develops Principal+ leaders and future executives
- Shapes organizational approach to talent development
- Creates systems and programs for leadership growth
Using Progression Pillars
For Self-Assessment
Use the pillars to evaluate your current proficiency and identify growth areas:
- Read each pillar's proficiency levels honestly
- Identify which level best describes your current performance
- Note areas where you're between levels (developing competency)
- Discuss your assessment with your manager in 1-on-1s
For Career Planning
Pillars help you plan targeted growth:
- Identify gaps: Which pillars are holding you back from the next level?
- Play to strengths: Which pillars can you leverage for outsized impact?
- Seek projects: Find work that develops your target pillars
- Request feedback: Ask for specific feedback on pillar behaviors
For Managers
Use pillars to guide development conversations and promotion decisions:
- Provide specific, behavior-based feedback tied to pillar proficiencies
- Identify projects and stretch assignments that develop target pillars
- Calibrate assessments with other managers using shared pillar language
- Ensure promotion decisions are grounded in demonstrated pillar proficiency
The most effective career development happens when individuals, managers, and organizations align on expectations using shared language. Progression Pillars provide that common vocabulary.