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Axelerant follows the intent of The Performance Pipeline to determine the most relevant attitudes and outcomes for every level of 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.
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The ultimate impact of individual contributors at Axelerant is the implementation 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 builds upon 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.
More on why use SFIA 8.
Typical Individual Contributor Career Levels
Level | Typical Titling | Impact |
|---|---|---|
L1 | Apprentice Engineer/|Specialist (Intern) | Follow |
L2 | Associate Engineer/|Specialist (Engineer I) | Assist |
L3 | Engineer/|Specialist (Engineer II) | Apply |
L4 | Senior Engineer/|Specialist | Enable |
L5 | Staff Engineer/|Specialist | Ensure, advise |
L6 | Principal Engineer/|Specialist | Initiate, influence |
L7 | Distinguished Engineer/|Specialist | Set strategy, inspire, mobilize |
2022 Role Level Adjustments
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Job Titling and Role Levels
The typical job title shared above is not tied to that role level. The underlying behaviors or emotional maturity determines a job’s role level. For example, a senior engineer, project manager, and consultant might be L4, L5, and L6, respectively.
Individual Contributor Behavior and Level Relationships
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Grow leaders across the organization.
Create leadership agility.
Improve execution power.
Increase organizational efficiency.
The formal manager transition begins when a person has at least four, preferably five, direct reports. In the meantime, they’re they're considered supervisors alongside their contributor position.
Management Career Levels
Senior Manager
Level | Typical Titling | Impact | IC EM Level |
|---|---|---|---|
M1 |
Manager
Manager of Others. Enabling–Enable delivery through role clarity, training, coaching, and measurement.
Director | Productivity–Integrate all the pieces for actual productivity. | L4 |
M2 | Senior Director |
Competitive Advantage–Do better than or different from the competition. | L5 |
M3 |
General Manager
Vice President | Profit–Make sure the business is profitable now and in the future. | L6 |
M4 | Chief ____ |
Group Manager. Portfolio–Be in the right business and out of the wrong business.
Officer |
Perpetuation–Ensure long-term viability and success of the enterprise. | L7 |
Learn more by reading the book, The Leadership Pipeline.
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Some roles, like People Operations Manager and Project Manager II, have individual contributor and manager responsibilities. Their primary role level is that of the individual contributor and secondary manager. This means their salaries are individual contributor based, though they have can access to additional coaching, mentoring, support, and training at the relevant manager level.
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Expectations by Career Level
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