This page outlines the structure of the levels.

Levels

There are six levels in the growth frameworks: L1, L2, L3, L4, L5, L6. Using the frameworks every team has role specific definitions for each level. The level definitions are general guidelines that are applicable to both the IC and Management paths.

Half-level progressions

We will continue to offer half-level increases, just as before. These incremental progressions recognize meaningful growth and contributions between full levels.

How this relates to promotions

It’s important to remember that meeting and exceeding competencies is one factor in promotions considerations. The full scope of factors that influence a promotions are:

• Outperforming in half or all of the competencies for your role
  • A half-level promotion is considered when you are outperforming in 50% of the competencies for your role. A full promotion is considered when you are consistently outperforming in 90% of the competencies.
• The scale of your impact across the company
• Your ongoing alignment with our values
• The team structure, company priorities and role needs
• Float’s financial sustainability and timing

Your manager leads the evaluation, in consultation with their department Director and People Ops to ensure consistency and fairness. If you’re already operating at the next level, that’s a strong signal. But business needs and timing still matter. If the timing isn’t right, your manager will help you understand why and what’s next.

For more information on all the factors that impact a promotions view the Promotions page.

Level definitions

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Level 1- Foundational Contributor. Understands foundational skills. Applying them and learning in the role. Focused on completing defined tasks under guidance. Emphasis on building technical knowledge, tools, and processes, with close oversight and active mentoring. Strong growth mindset.

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Level 2- Intermediate Contributor. Applying foundational skills. Makes well-reasoned decisions, apply growing expertise, and begin contributing to team success. They demonstrate a broadening understanding of industry knowledge, requiring minimal supervision.

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Level 3- Senior Contributor. A seasoned contributor with a growing influence across teams. They exhibit strong skill in decision-making, contribute to cross-functional initiatives, and play a key role in process improvements. Demonstrate awareness of company values, strategic goals, and demonstrate readiness for broader responsibilities. Works independently generally without oversight expect for on complex issues or escalations.

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Level 4- Emerging Leader. Recognized as having expertise in their domain and leading initiatives that impact the company. They provide strategic input and share their expertise with others, playing a pivotal role in delivering on impactful projects, supporting team development and project leadership.

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Level 5- Seasoned Leader. Seasoned leader who leads teams and projects with cross-functional or organization-wide impact. They influence major decisions, mentor, and contribute to shaping strategic direction within their domain, consistently achieving high-impact outcomes.

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