Axelerant strives to provide a positive and challenging environment to fulfill your career goals and growth from starting hire to heading out independently. We’ll do our best to support you in becoming the most capable you in your role possible.
See Career Opportunities for job descriptions.
The Big Picture
Whether you are an individual contributor, your efforts build upon and support others in the best interests of Axelerant.
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Which makes all that we do, very interrelated.
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Therefore, retirement. As part of Axelerant taking ownership of career progression, we recognize that the doer’s (individual contributor) and manager’s paths are different. Yet their operations are intertwined and supportive of each other. And each is ultimately responsible for their success.
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Axelerant follows the intent of The Performance Pipeline to get determine the most relevant attitudes and outcomes right at for every level of our the organization. From the individual contributor’s delivery of the right things to our managers, ensuring we’re going in the right direction. Each career level at Axelerant hopes to provide the proper challenge to help people be their best.
See Career Opportunities for job descriptions.
Individual Contributor Career Path
The ultimate impact of individual contributors at Axelerant is deliveryimplementation or support thereof. As in delivering the product or services that add value for all customers–external and internal. And each contributor’s role builds upon the one prior, like the Honeycomb Engineering Ladder.
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For the individual contributor (IC) role career path, Axelerant closely follows the Skills Framework for the Information (SFIA) 8 global skills and competency framework–a 2-minute introduction. SFIA originated as a framework for the information and communication technology (ICT) community. It has evolved to define the skills and competencies required across various business and professional functions.
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Level | Typical Titling | Impact |
|---|---|---|
Apprentice/Intern | Follow | |
Associate | Assist | |
Engineer/Specialist | Apply | |
Senior | Enable | |
Staff | Ensure, advise | |
Principal | Initiate, influence | |
Distinguished | Set strategy, inspire, mobilize |
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The SFIA standard has great success and a global footprint because it reflects reality within the ICT industry, where roles . Roles blend technical and non-technical professional skills and competencies into seven recognizable levels of behavioral factors, attributes, and context levels.
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Management Career Path
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Axelerant bases its management career path on The Leadership Pipeline, a framework for identifying, developing, or recruiting leaders managers as they progress within an organization. The leadership pipeline provides Axelerant with the following benefits.
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The formal manager transition begins when a person has at least four, preferably five, direct reports. In the meantime, they’re considered supervisors alongside their individual contributor position.
Level | Typical Titling | Impact |
|---|---|---|
Supervisor/Manager | Manager of Others, Enabling–Enable delivery through role clarity, training, coaching, and measurement. | |
Senior Manager | Manager of Managers, Productivity–Integrate all the pieces for actual productivity. | |
Director/Functional Manager | Function Manager, Competitive Advantage–Do better than or different from the competition. | |
General Manager | Business Manager, Profit–Make sure the business is profitable now and in the future. | |
Chief ____ Officer/Executive Vice President | Group Manager, Portfolio–Be in the right business and out of the wrong business. | |
Chief Executive Officer/President | Enterprise Manager, Perpetuation–Ensure long-term viability and success of the enterprise. |
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