Our approach

We’re a sustainable, fully bootstrapped company. That means we grow intentionally by balancing business needs with team development. Promotions reflect this. Like hiring, they’re thoughtful decisions based on sustained impact, timing, and financial sustainability.

Growth doesn’t always mean a new level. We’re committed to supporting your development, whether or not a promotion is available. That might look like taking on a new responsibility, imitating a new project, or leading in a way that challenges you.

What’s the difference between a level increase and a promotion?

They’re closely connected. We use the term level increase to reflect our commitment to recognizing all growth, not just traditional title changes.

• Half-level increases (e.g., from Level 3 to 3.5) are a way to acknowledge steady, meaningful progress. These are celebrated milestones but often don’t come with a title change.
• Full-level increases (e.g., from Level 3.5 to 4) typically signal a shift in scope and responsibility. These are what most people think of as promotions, and they usually include a title change.

We use level-based language because it helps us stay focused on growth as a continuum, not a binary. Whether it’s a half-step or a full one, we celebrate your progress.

When level increases or promotions occur, we revisit your pay. Adjustments are made using Radford market data to ensure alignment with your new level and scope of responsibility. You can learn more about our pay process: Pay reviews and benchmarking

How level increases and promotions work

Advancement happens when increased impact meets business need. They’re based on a combination of:

• Outperforming in half or all of the competencies for your role
• The scale of your impact
• Alignment with our values
• Team structure and company priorities
• 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.

When do level increases or promotions take place?

They can happen at any point during the year. This aligns with our value of continuous improvement. If you’re consistently exceeding expectations and there’s a business need, we won’t make you wait for a review cycle.

How Growth Trackers inform level increases/promotions