{"data":{},"content":[{"data":{},"content":[{"data":{},"marks":[],"value":"While many startups typically operate with a “grow first, organize later” mindset, paying a lot of attention to recruiting, hiring, and culture early on is critical. Formalizing these processes pays massive dividends down the road and helps avoid growing pains as engineering teams expand.","nodeType":"text"}],"nodeType":"paragraph"},{"data":{},"content":[{"data":{},"marks":[],"value":"That’s why at Noyo, engineering has had a set of ","nodeType":"text"},{"data":{"uri":"https://21255631.fs1.hubspotusercontent-na1.net/hubfs/21255631/Noyo%20Engineering%20Levels.pdf"},"content":[{"data":{},"marks":[{"type":"underline"}],"value":"documented levels","nodeType":"text"}],"nodeType":"hyperlink"},{"data":{},"marks":[],"value":" since the company's earliest days. Not only were they used to create the first offer letter we sent out to an engineer to join the team, they’ve helped us craft every single offer letter since.","nodeType":"text"}],"nodeType":"paragraph"},{"data":{},"content":[{"data":{},"marks":[],"value":"We strongly believe that a documented and transparent leveling framework is critical to building and scaling an engineering team equitably. This philosophy is a natural extension of Noyo’s own commitment to ","nodeType":"text"},{"data":{"uri":"https://www.noyo.com/diversity-and-inclusion/"},"content":[{"data":{},"marks":[{"type":"underline"}],"value":"diversity, equity, and inclusion","nodeType":"text"}],"nodeType":"hyperlink"},{"data":{},"marks":[],"value":", which shapes everything the company does.","nodeType":"text"}],"nodeType":"paragraph"},{"data":{},"content":[{"data":{},"marks":[],"value":"But it’s not just our own company that can benefit from this approach; the following principles can be applied to any organization or team. From making offers to guiding career development, here’s a breakdown of the advantages of establishing clear titles and levels.","nodeType":"text"}],"nodeType":"paragraph"},{"data":{},"content":[{"data":{},"marks":[],"value":"How we use engineering levels at Noyo","nodeType":"text"}],"nodeType":"heading-2"},{"data":{},"content":[{"data":{},"marks":[],"value":"We use our leveling framework to inform decision-making and reduce unconscious bias throughout the hiring and promotion stages. Using levels also helps us grow our engineering team’s capabilities and chart a course with actionable milestones to reach career goals.","nodeType":"text"}],"nodeType":"paragraph"},{"data":{},"content":[{"data":{},"marks":[],"value":"There are three main activities where our engineering levels come into play:","nodeType":"text"}],"nodeType":"paragraph"},{"data":{},"content":[{"data":{},"content":[{"data":{},"content":[{"data":{},"marks":[{"type":"bold"}],"value":"Interviewing.","nodeType":"text"},{"data":{},"marks":[],"value":" Our leveling framework enables us to clarify how a candidate's success would be measured","nodeType":"text"}],"nodeType":"paragraph"}],"nodeType":"list-item"},{"data":{},"content":[{"data":{},"content":[{"data":{},"marks":[{"type":"bold"}],"value":"Making an offer.","nodeType":"text"},{"data":{},"marks":[],"value":" We use our levels when crafting our initial offers for new team members and setting expectations for their role when they start.","nodeType":"text"}],"nodeType":"paragraph"}],"nodeType":"list-item"},{"data":{},"content":[{"data":{},"content":[{"data":{},"marks":[{"type":"bold"}],"value":"Professional development","nodeType":"text"},{"data":{},"marks":[],"value":". When facilitating professional development conversations and making decisions about raises and promotions, our levels act as a helpful guide.","nodeType":"text"}],"nodeType":"paragraph"}],"nodeType":"list-item"},{"data":{},"content":[{"data":{},"content":[{"data":{},"marks":[{"type":"bold"}],"value":"Compensation calibration","nodeType":"text"},{"data":{},"marks":[],"value":". We want to ensure that each employee is paid the same as someone at the same level.","nodeType":"text"}],"nodeType":"paragraph"}],"nodeType":"list-item"}],"nodeType":"ordered-list"},{"data":{},"content":[{"data":{},"marks":[],"value":"It’s important to note that although our framework has evolved over the course of Noyo and will continue to evolve in the future, our usage of it will remain largely unchanged. It’s our goal to stay flexible so we can accommodate rapid growth.","nodeType":"text"}],"nodeType":"paragraph"},{"data":{},"content":[{"data":{},"marks":[],"value":"How we use our title philosophy at Noyo","nodeType":"text"}],"nodeType":"heading-2"},{"data":{},"content":[{"data":{},"marks":[],"value":"While levels have existed since the beginning of the company, we didn’t extensively document and use titles in the engineering team until recently. That’s because we wanted to maintain flexibility within our structure and roles until we became a larger and more mature organization.","nodeType":"text"}],"nodeType":"paragraph"},{"data":{},"content":[{"data":{},"marks":[],"value":"It’s also difficult to change or remove titles once they’ve been given to someone. Now that we’ve reached the point at Noyo where titles are appropriate, we’ve taken the time to map the right titles to the right engineering levels that will continue to make sense as Noyo grows.","nodeType":"text"}],"nodeType":"paragraph"},{"data":{},"content":[{"data":{},"marks":[],"value":"The benefits of using titles include:","nodeType":"text"}],"nodeType":"paragraph"},{"data":{},"content":[{"data":{},"content":[{"data":{},"content":[{"data":{},"marks":[{"type":"bold"}],"value":"Quicker orientation for new team members.","nodeType":"text"},{"data":{},"marks":[],"value":" Titles make it easier to understand teammates’ roles, responsibilities, and expectations.","nodeType":"text"}],"nodeType":"paragraph"}],"nodeType":"list-item"},{"data":{},"content":[{"data":{},"content":[{"data":{},"marks":[{"type":"bold"}],"value":"Easier identification of cross-functional counterparts. ","nodeType":"text"},{"data":{},"marks":[],"value":"Other teams are using a very similar leveling framework, so collaborating across the company is more straightforward.","nodeType":"text"}],"nodeType":"paragraph"}],"nodeType":"list-item"},{"data":{},"content":[{"data":{},"content":[{"data":{},"marks":[{"type":"bold"}],"value":"Clarity for candidates with industry-standard titles.","nodeType":"text"},{"data":{},"marks":[],"value":" This is especially true at more senior positions, where standardization of titles is important on resumes.","nodeType":"text"}],"nodeType":"paragraph"}],"nodeType":"list-item"},{"data":{},"content":[{"data":{},"content":[{"data":{},"marks":[{"type":"bold"}],"value":"More visible recognition of accomplishments and growth of Noyo team members.","nodeType":"text"},{"data":{},"marks":[],"value":" Titles cost nothing, but can mean everything to people when moving up in skill sets.","nodeType":"text"}],"nodeType":"paragraph"}],"nodeType":"list-item"}],"nodeType":"unordered-list"},{"data":{},"content":[{"data":{},"marks":[],"value":"How we determine levels at offer stage","nodeType":"text"}],"nodeType":"heading-2"},{"data":{},"content":[{"data":{},"marks":[],"value":"When a candidate joins Noyo, their initial level is determined by a combination of skill set, experience, and expected impact on the organization. We believe new hires should be able to perform well within their initial level, with room to learn new competencies to reach the next.","nodeType":"text"}],"nodeType":"paragraph"},{"data":{},"content":[{"data":{},"marks":[],"value":"Whether an engineer wants to manage people or not shouldn’t impact their career opportunities. To support continued growth, we’ve developed three parallel tracks that let team members scale their impact either as a people manager, technical specialist, or as a subject matter expert.","nodeType":"text"}],"nodeType":"paragraph"},{"data":{},"content":[{"data":{},"content":[{"data":{},"content":[{"data":{},"marks":[{"type":"bold"}],"value":"Technical leadership track:","nodeType":"text"},{"data":{},"marks":[],"value":" Engineers on this track guide how the Noyo architecture evolves and enjoy working across several projects/teams at a given time.","nodeType":"text"}],"nodeType":"paragraph"}],"nodeType":"list-item"},{"data":{},"content":[{"data":{},"content":[{"data":{},"marks":[{"type":"bold"}],"value":"Makers:","nodeType":"text"},{"data":{},"marks":[],"value":" Engineers on this track focus deeply on projects and execution and work on high-impact/high-visibility projects.","nodeType":"text"}],"nodeType":"paragraph"}],"nodeType":"list-item"},{"data":{},"content":[{"data":{},"content":[{"data":{},"marks":[{"type":"bold"}],"value":"People management:","nodeType":"text"},{"data":{},"marks":[],"value":" Engineers on this track enjoy the people side of engineering, both hiring and growing teams. Their primary focus is on recruitment and retention.","nodeType":"text"}],"nodeType":"paragraph"}],"nodeType":"list-item"}],"nodeType":"unordered-list"},{"data":{},"content":[{"data":{},"marks":[],"value":"How we approach progression between levels","nodeType":"text"}],"nodeType":"heading-2"},{"data":{},"content":[{"data":{},"marks":[],"value":"Decisions are made based on the material impact an engineer has had on the team and business, rather than perceived potential. Although we have an expected timeframe for when an engineer should progress through each level, it’s an estimate — not a hard and fast rule.","nodeType":"text"}],"nodeType":"paragraph"},{"data":{},"content":[{"data":{},"marks":[],"value":"As an organization, we have a growth mindset and it shows in the structures put in place to help engineers acquire the skills they need to move forward, including:","nodeType":"text"}],"nodeType":"paragraph"},{"data":{},"content":[{"data":{},"content":[{"data":{},"content":[{"data":{},"marks":[{"type":"bold"}],"value":"Bi-annual professional development sessions.","nodeType":"text"},{"data":{},"marks":[],"value":" These consist of 360-degree feedback, self-reflection, and manager review.","nodeType":"text"}],"nodeType":"paragraph"}],"nodeType":"list-item"},{"data":{},"content":[{"data":{},"content":[{"data":{},"marks":[{"type":"bold"}],"value":"Internal growth mindset","nodeType":"text"},{"data":{},"marks":[],"value":". We want managers to advocate for their direct reports and help them develop the skills they need to be successful.","nodeType":"text"}],"nodeType":"paragraph"}],"nodeType":"list-item"},{"data":{},"content":[{"data":{},"content":[{"data":{},"marks":[{"type":"bold"}],"value":"Flexible approach to progression.","nodeType":"text"},{"data":{},"marks":[],"value":" Although we have a progression timeline laid out, it’s possible to progress between levels more quickly or more slowly without penalty.","nodeType":"text"}],"nodeType":"paragraph"}],"nodeType":"list-item"}],"nodeType":"unordered-list"},{"data":{},"content":[{"data":{},"marks":[],"value":"At the end of the day, we want Noyo to be a place to grow","nodeType":"text"}],"nodeType":"heading-2"},{"data":{},"content":[{"data":{},"marks":[],"value":"What differentiates us from many other startups is the strong emphasis we place on seeking to continually better ourselves. Our engineers get a lot of exposure to other parts of the business and collaborate closely with product and operations teams.","nodeType":"text"}],"nodeType":"paragraph"},{"data":{"target":{"sys":{"id":"726PmxPB6TpOOsslAldK27","type":"Link","linkType":"Entry"}}},"content":[],"nodeType":"embedded-entry-block"},{"data":{},"content":[{"data":{},"marks":[],"value":"We’re proud that our engineers span age groups and experience levels. Some have worked at startups before and others have only been at large, publicly traded companies. Some are parents and some aren’t. Some are far along in their careers, while others are just starting out. This is how we strengthen our capabilities, by bringing together diverse perspectives.","nodeType":"text"}],"nodeType":"paragraph"},{"data":{},"content":[{"data":{},"marks":[],"value":"To learn more about Noyo’s open roles on the Engineering team, ","nodeType":"text"},{"data":{"uri":"https://www.noyo.com/careers/"},"content":[{"data":{},"marks":[{"type":"underline"}],"value":"explore our Careers Page","nodeType":"text"}],"nodeType":"hyperlink"},{"data":{},"marks":[],"value":". We’d love to meet you!","nodeType":"text"}],"nodeType":"paragraph"}],"nodeType":"document"}