Beyond the Ladder: A Career Framework That Lets Engineers Grow Their Way
As 7Factor continued to grow and reached around 30 engineers, we realized we needed a clearer way for our team to navigate career growth. Similar to many software engineering companies, the career progression can be complex due to the complexity of the industry itself. Our engineers are a group of polyglots who are curious, self-driven, and always learning. And like the work we do for our clients, we knew there wasn’t a one-size-fits-all approach that would work here either.
We didn’t want to build a traditional career ladder. We wanted a framework that gave engineers room to carve their own paths; whether that’s deepening expertise in a specific language, taking on more client-facing roles, or stepping into leadership.
At 7Factor, being human-centric means recognizing that not every engineer wants to follow the same trajectory and building a framework that reflects that. That’s why we created a Software Engineering matrix designed to support growth in whatever direction it leads.
What Is the Engineering Career Framework and How Did We Build It?
We started with a simple goal: provide more clarity for engineers about how they could grow at 7Factor. That goal quickly turned into months of conversations, feedback sessions, and hard questions. And even now, we’re still evolving the framework as we learn what’s working and what’s not. If you’re reading this in three months after publishing, it might already look different.
Our Software Engineer Matrix outlines what each level of engineer looks like; not just by title, but by the values, strengths, and impact they bring to the team. The broader career framework builds on this by helping engineers develop throughout their time at 7Factor and map out how they want to grow in a direction that aligns with their goals. This includes both individual contributors and in leadership.
As a consulting company, we also recognized that engineering here includes more than just technical work. Some of our engineers love solving complex client problems or building strong communication bridges between teams. So, we made sure to create space for those strengths in the matrix and the framework, too.
Over time, we expanded the matrix to include leadership roles (Distinguished Engineer, Principal Engineer, and Engineering Manager). It took us about a year to build the full framework. At its core are four areas of expectation:
- Technical
- Operational
- Communication
- Leadership
It’s not perfect, but it’s built to support real growth, not just box-checking.
So… How Do Promotions Work?
We don’t believe promotions should force you into leadership or any direction you don’t want to go. You won’t hear us say, “SWE2? Time to become an EM.” Because maybe that’s not your path.
Promotions at 7Factor are self-declared. Engineers review the matrix, reflect on where they are, and when they feel ready, they make their declaration.
Of course, no one has to figure that out alone. Our engineering managers play an active role in helping engineers assess their readiness; offering feedback, asking the right questions, and providing perspective on strengths and growth opportunities. They’re here to be sounding boards and advocates, not gatekeepers.
In earlier days, that declaration process was the only time structured feedback really happened. But that wasn’t working. We needed a more balanced, ongoing way to give feedback and support development.
Now, we trust our engineers to take ownership of their growth, and we back them with the tools and guidance to make informed decisions. They can be an SWE3 here for two years, with no pressure to move up, because that’s the path they chose.
And title alone doesn’t drive compensation—value, impact, and growth do.
A Human-Centric System
This framework reflects what we believe at 7Factor: growth should be personal, supported, and rooted in trust.
We’re not interested in telling engineers, “Here’s the exact path, now follow it.” We want to invest in their strengths, interests, and long-term development in not just their role here, but their career as a whole.
Promotions aren’t just about leveling up; they’re signals of readiness and alignment with the work they're already doing. And while the system isn’t perfect, it’s built to evolve. Just like our engineers.