Design org
Design Career Framework
A complete career architecture for product design, content design, user research, and design operations — with individual contributor and management tracks, a shared skills matrix, and a manager calibration guide.
What this framework does
01
Defines clear career paths
Linear, vertical, and lateral moves are all documented — including how to move between IC and management tracks and across disciplines.
02
Sets explicit expectations
Every level has specific competencies, discipline skills, and AI fluency expectations. The signals that distinguish one level from the next are stated plainly.
03
Ensures equity
A consistent structure for compensation and promotion decisions reduces favoritism. Cross-manager calibration is built into the annual cycle.
04
Prepares staff for the future
AI fluency is a required competency at every level. The framework documents what that means in practice, and the company provides structured time and resources to develop it.
05
Facilitates development conversations
The skills matrix and calibration guide give managers and employees a shared vocabulary and structured process for growth conversations.
Documents in this framework
00
Architecture & governance
Level structure, AI fluency policy, track transition model, and governance cadence.
01
Product design
IC ladder (L I–VI) and management track (L IV–VII).
IC + Management
02
Content design
IC ladder and management track with elevated craft retention expectations for managers.
IC + Management
03
User research
Evidence-output discipline with small-team calibration guidance and research-specific scope model.
IC + Management
04
Design ops & program mgmt
Shared L I–II foundation with a documented branch into ops and PM tracks at Level III.
Branched ladder
05
Skills matrix
Nine-category T-shaped assessment tool with Developing → Shaping scale and role-level expectations by discipline.
06
Calibration guide
Self-assessment instructions, calibration conversation structure, bias patterns, cross-manager calibration, and annual cadence.
Assessment scale
The skills matrix uses a four-point scale applied consistently across all disciplines and levels.
Developing
Building foundational understanding. Needs guidance and support to apply this skill.
Practicing
Applies independently in familiar contexts. Occasionally needs input on complex situations.
Leading
Consistently strong. Applies in novel and complex contexts. Elevates others in this area.
Shaping
Defines how the team or org approaches this skill. Sets standards. Recognized internally and externally.