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General Approach
- We have three broad areas: Experience, Strategic Impact, Skills
- We have levels from 9 (Junior) to 15 (CTO/CEO)
- Rate the individual based on areas Experience, Strategic Impact, Skills and get a consensus number
=> This determines the paylevel

Make sure to only have, promote and hire nice people in your organization that add energy and get stuff done (area Behavior)

The whole system is inspired by Joel Spolsky's amazing compensation system!
Read more about it over here: https://www.raphaelbauer.com/posts/career-ladder/

More:
- For strategic leadership / management progressions it is recommended to read "The Leadership Pipeline: Developing Leaders in the Digital Age" by Ram Charan, Stephen Drotter, James L. Noel, Kent Jonasen
- On staying an indivdual contributor: "Staff Engineer: Leadership beyond the management track" by Will Larson
- One of the best books about growing tech organizations / orgs in hypergrowth is: "An Elegant Puzzle: Systems of Engineering Management" also by Will Larson"
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