How we do career ladders at Flatiron Health
summary
Flatiron Health formalizes a split IC track (principal = depth, architect = breadth) after finding only two ICs at E6 and growing that pool to seven, which makes promotions and scope easier to assess; removes vague words like “complexity” and replaces them with concrete behaviors; converts cultural expectations from a ladder to a yearly culture rating to stop rewarding events as promotions; uses clearer scope, top‑down priorities, and performance examples to reduce gaming and misaligned projects.
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chapters (8)
- 0:00Introduction and Overview
- 0:11Understanding Career Ladders
- 2:31Challenges in Developing Career Ladders
- 2:51Case Study 1 - The Senior IC Path
- 9:34Case Study 2 - Unintended Consequences
- 13:30Case Study 3 - Cultural Contributions
- 20:57Final Thoughts
- 21:11Q&A Session
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