Axelerant strives to provide a positive and challenging environment to fulfill your career goals and growth from starting to heading out independently. We’ll do our best to support you in becoming the most capable you in your role possible.
Axelerant is following the intent of The Performance Pipeline to get attitudes and outcomes right at every level of our 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.
Individual Contributor Career Path
The ultimate impact of individual contributors at Axelerant is delivery. As in delivering the product or services that add value for all customers–external and internal.
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.
Individual Contributor Behavior and Level Relationships
The SFIA standard has great success and a global footprint because it reflects reality within the ICT industry, where roles blend technical and non-technical professional skills and competencies into seven recognizable levels of behavioral factors, attributes, and context.
Behavioral factors and attributes relationships of Individual Contributor levels
Management Career Path
The Leadership Pipeline Model
Axelerant bases its management career path on The Leadership Pipeline, a framework for identifying, developing, or recruiting leaders as they progress within an organization. The leadership pipeline provides Axelerant with the following benefits.
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 considered supervisors alongside their individual contributor position.