Thoughts on working together, and supporting organizations

View the Project on GitHub NewAlexandria/leadership_readme

Career Ladder

Recently there has been more reconsideration of what ‘levels’ look like for a software engineer. Where there was formerly more homogeneity across development work, there is recently a huge range of specialization. These many areas of specialty challenge the classical idea of seniority, as a very senior-skilled engineer may lack fluency or capability with a pivotal practice that has been nearly mastered by an otherwise-junior developer. Conversely, junior developers may overestimate their their vision under the study of average teachers.

In an ideal sense, and one that is humanly-impractical, there could be a method of scoring and totaling one’s abilities across all of these pivotal practice areas, and totaling and aggregate that equates to skill level. That is a trend toward excessive accounting, or an AD&D-like role-playing schema for one’s life.

Today, at least, that is not our culture. Yet it is good to remember that Amazon and many other large firms have identified a value with interviewing and reviewing using carefully crafted scoring systems. ‘Scout badges’ may yet return, if this is a trend.

This page may move to be a reflection of the structure that @sarah_edo setup here. My own history with roles and levels will get worked into that. In order to try for a general format that can guide ladders at any company, here we will unfold some of a rubric.

Rubric of Skills

Deeply granular assessments are more ideal for differentiating areas of strength, and giving very targeted mentorship and support. The same can also cause overload.

A simplified version of skills assessment usually covers these four areas:

Any organization in a company can reuse these by relating ‘tech’ quality to any use of tools to speed up workflow and delivery. All code is essentially tools for automation.

Above all else, the assessment of career growth should mirror the assessment during Interviewing, including personal/psychological makeup.

Pivotal Practices

(compare vs a role like “Principle/Staff Engineer”)


Code Verification

Problem Solving


Tools to Get Stuff Done





An interesting article discussing many roles and their function.

As well a list of books on communicating at the level of a manager.