Oh, the places you’ll go!
summary
Redesigns a career ladder into ten clear competencies, extracts a ~150-skill taxonomy and maps skills to IC levels, and wires that into hiring and promotion workflows (Workday used for skills tracking). Results show measurable impact: reduced time-to-hire, 12% increase in underrepresented hires per year, and promoted 17 of 27 reports while gaining HR buy-in to overhaul the promotion form and validate the new process.
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chapters (25)
- 0:00Welcome
- 1:06Dr Seuss leadership
- 2:50Company policies waiting
- 3:11First days as manager
- 4:53Why HR processes broken
- 5:57Small moves to improve broken processes
- 6:58Taking over talent guild
- 7:40Career ladder star
- 8:21Competencies vs skills
- 9:43Designing career ladders
- 10:47Clear career ladders
- 11:30Rebuilding career ladder
- 12:35Mastery levels and tags
- 13:36Less text in ladders
- 14:41Prioritizing skills
- 15:46HR trust implementation
- 16:49Benefits of frameworks
- 17:52Skills assessments hiring
- 19:20Career conversations values
- 20:44Career pathing transitions
- 21:47Hiring promotions impact
- 22:31Hiring bias assessments
- 23:34Transparent promotions
- 24:18Gatekeeping misuse
- 24:59Open career ladders
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