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.

IC Level definitions

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IC1: Intern/Entry-Level

Structured and closely supported work. High degree of oversight. Not currently hired for.

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IC2: Intermediate Contributor

Sound day-to-day decisions. Growing ownership, consistency, and role confidence. Minimal supervision for routine work. Proactively identifies improvements and raises risks.

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IC3: Autonomous & Trusted Contributor

Fully autonomous; owns complex work. ****Aligns work with company priorities. Trusted for judgment, delivery, and reliability. Path toward leadership (craft or management) begins here; may take on direct reports.

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IC4: Emerging Leader

Recognized expert. Drives high-impact initiatives aligned with company priorities. Shapes practices, standards, and direction within domain. Mentors consistently and contributes to strategic planning.

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IC5: Seasoned Leader

Drives company-level outcomes through expertise and influence. Shapes major decisions, approaches, and long-term direction within their department and specialisation.

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