Square’s Growth Framework for Engineers and Engineering Managers (developer.squareup.com)

Article summary

Square has developed a growth framework for engineers and engineering managers, which includes a set of principles, frameworks, and processes to support professional growth. The framework is based on a career ladder with clear level definitions and expectations, and promotions are descriptive, not prescriptive, meaning that engineers and managers must demonstrate they are consistently performing at the next level before being promoted. The framework is designed to provide a roadmap for professional growth and to help engineers and managers understand what is expected of them. The company aims to balance maintaining consistent standards with the need to evolve and adapt to changing industry and business needs.

Main themes

• career growth
• promotion principles
• engineering management
• professional development
• company culture

What commenters say

• The practice of requiring employees to take on new responsibilities before being promoted can be seen as unfair and exploitative, as it may lead to employees doing more work without corresponding pay or recognition. Some argue that this approach can lead to burnout and demotivation, as employees may feel that they are not being valued or recognized for their contributions. Others believe that this approach can be beneficial, as it allows employees to demonstrate their capabilities and prepare for new roles, and that it is a common practice in many companies. The use of promotion quotas can also be problematic, as it may limit opportunities for advancement and create unfair competition among employees. Additionally, some argue that the focus on individual performance and merit can overlook the importance of teamwork and collaboration, and that a more holistic approach to evaluation and promotion may be needed. Furthermore, the lack of transparency and clarity around promotion criteria and processes can lead to confusion and frustration among employees, and that companies should strive to provide clear and consistent guidelines and feedback. Overall, the discussion highlights the complexities and challenges of designing and implementing effective promotion and career development systems, and the need for companies to balance individual and organizational needs.