How can an employee know what it takes to get promoted? How can compensation be managed fairly? And how can we support people in developing in a meaningful and valuable way?
We have recently introduced new career paths for our team. It was not an easy project, mainly because it required reconciling multiple perspectives across the organization. Here is why we chose a more complex approach — and what benefits we are already seeing.
Development aligned with the market
Our career paths are designed to help our team members discover their potential, develop their skills, and shape a future aligned with their ambitions and goals.
Career paths reflect the latest market trends and are tailored to the diverse requirements of clients working with Jit Team. To stay effective, they will be updated at least once a year. This will allow us to stay ahead of change in a dynamically evolving technological environment while continuing to deliver valuable solutions
– says Monika Golly, HR Business Partner.
Structure of career paths
The information within our career paths is organized across four key dimensions:
- competency levels
- technology tracks
- promotion processes
- skills assessment
Competency levels define expectations for employees at different stages of their careers. They include roles such as Junior, Mid, Senior, and beyond. The higher the level, the greater the expectations in terms of skills, experience, and responsibility.
The goal of this structure is to clearly categorize each team member’s level and provide full transparency regarding expectations at every stage of their career.
We have currently defined career paths for technologies such as Java, .NET, Frontend, Business Analysis, QA Engineering, and Manual Testing.
Skills assessment as part of the process
In addition to the promotion process, team members can take part in internal skills assessments in the following situations:
- Upon request — initiated either by the employee or the team leader
- At the end of a project — when we look for the best next match
The main purpose of these conversations is to evaluate current knowledge and track professional development progress. The outcome provides valuable guidance for further career planning.
DevRel – a new role in the organization
Our comprehensive career paths were created based on long-term analysis of changes in the IT market, the development of internal salary grids for specific roles and levels, and the introduction of a new role — DevRel.
DevRel is dedicated to supporting our IT specialists. This role is responsible for overseeing career paths, supporting technical recruitment processes, and strengthening the skills and knowledge of the entire team.
DevRel responsibilities include:
- assessing competency levels
- supporting individual development
- updating career paths in line with market trends
- ensuring consistency between technical recruitment and career paths
- connecting team members with mentors
From the very beginning, our specialists were actively involved in building these career paths. The final version was developed and presented internally by them.
One system supporting multiple areas
Our career path framework connects several key areas of the organization — employee development, promotions, salary increases, project changes, and recruitment.
The criteria developed within the framework replaced and standardized previous approaches to technical recruitment. They also enabled the creation of an updated internal tool for technical assessments.
This approach allowed us to create a common ground for these processes, reduce the workload on individuals responsible for them, and provide employees with clear, structured information.
What career paths enable
With this system, we are able to:
- transparently and consistently define competency levels and adjust compensation fairly
- clearly show what is required to grow professionally
- plan development in a structured way
- conduct promotions based on clear, transparent criteria
- better match competencies with project needs
Currently, our career paths are available internally, and candidates receive access to selected elements before technical interviews to better prepare for the process. In the future, the framework will become part of our public careers experience.
See how development works in practice
If you are looking for an environment where development is based on clear principles and transparent criteria, explore our current job opportunities and get to know us better.
