I think this is very good advice for a few reasons. One of the speakers made the argument that you should create a career ladder later than you think you need it, a little bit after it is really necessary. I saw a YouTube video of a panel on career pathing for tech startups at some point. When should you create a career path framework? As I’ve written before, your culture is unique a career path framework from another company will not build on or reinforce the values that make your company great. How a person matures within your company is a critical part of your company’s culture. I would highly recommend against this though. If you are trying to figure out how to approach career paths in your company, it will be tempting to take ours (or someone else’s) and just use that, cargo-cult style. The road is more important than the destination I will talk about the hard lessons learned in rolling out this kind of program in the third part. In the second segment, I will talk about the framework itself. In this, the first part, I will talk about how we created our framework.

Hopefully, this may be useful to your company. This seems to be a bit of a hot topic, so I’ve decided to write about our model and how we arrived at it. Since then, I’ve spoken to leaders at several other companies about it. Spotify launched a career path framework for individuals last year.

Spotify careers review