Opportunities don't happen, you create them. ~ Chris Grosser, sales consultant 🚗

Enabling, supporting and pushing for growth consistently is part of Juro. You see it in our values (#LoveTheDetails, #StriveToDeliver), our targets and our employee experience.

Many people are attracted to startups for the prospect of fast progression. But often, what progression means is not as well defined as in larger companies.

So in order to successfully talk career progression at Juro, we need a system that creates a shared understanding of what progression at Juro means. This means:

  1. Give team members more clarity on their level in the business and what is expected of them at that level.
  2. Provide a nuanced, tangible framework for continuous growth.
  3. Share more visibility on progression and growth options.
  4. Improve forecasting on what level to hire people into the business at.
  5. Enable managers to give clarity to reports on milestones to progress.

Most companies do this by creating something often known as a progression, growth or levelling framework. This framework defines levels and skills expectations for each role in the business and answers questions like What level am I and why am I there?, How do I reach the next level? etc. Progression is based on milestones, i.e. moves from level to level.

Overview of our career framework

We operate a milestone-based career framework at Juro. Individual contributors (ICs) can become people managers (MNs) at most levels in principle if there is a need for it in the business.

IC = individual contributor. MN = manager. EX = executive.

IC = individual contributor. MN = manager. EX = executive.