Career Path

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.

See https://axelerant.atlassian.net/wiki/spaces/OA/pages/3330768937 for job descriptions.

The Big Picture

The Performance Pipeline Model

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.

More on why use SFIA 8.

Level

Typical Titling

Impact

Level

Typical Titling

Impact

L1

Apprentice/Intern

Follow

L2

Associate

Assist

L3

Engineer/Specialist

Apply

L4

Senior

Enable

L5

Staff

Ensure, advise

L6

Principal

Initiate, influence

L7

Distinguished

Set strategy, inspire, mobilize

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.

Level

Typical Titling

Impact

Level

Typical Titling

Impact

M1

Supervisor/Manager

Manager of Others, Enabling–Enable delivery through role clarity, training, coaching, and measurement.

M2

Senior Manager

Manager of Managers, Productivity–Integrate all the pieces for actual productivity.

M3

Director/Functional Manager

Function Manager, Competitive Advantage–Do better than or different from the competition.

M4

General Manager

Business Manager, Profit–Make sure the business is profitable now and in the future.

M5

Chief ____ Officer/Executive Vice President

Group Manager, Portfolio–Be in the right business and out of the wrong business.

M6

Chief Executive Officer/President

Enterprise Manager, Perpetuation–Ensure long-term viability and success of the enterprise.

Learn more by reading the book, The Leadership Pipeline.

Detailed Career Level Expectations

References