Works across the organization to build a culture for iterative, autonomous development and future scaling.
Strategy: You fuse organizational strategy with technical architecture, including cross team design and code sharing. You use prototyping as a primary tool for rigorous design exploration.
Experience: You introduce simpler and time-tested approaches to technical problems across multiple teams.
Design: You lead teams in the organization in anticipation of future use cases and helps them make design decisions that minimize the cost of future changes.
Technical
L1
Engineering Manager
Engineering Manager
L2
Engineering Director
Engineering Director
L3
VP Engineering
VP Engineering
Software Architecture
The ability to interact and engage with architectural approaches of the organization.
Works across the organization to build a culture for iterative, autonomous development and future scaling.
Strategy: You fuse organizational strategy with technical architecture, including cross team design and code sharing. You use prototyping as a primary tool for rigorous design exploration.
Experience: You introduce simpler and time-tested approaches to technical problems across multiple teams.
Design: You lead teams in the organization in anticipation of future use cases and helps them make design decisions that minimize the cost of future changes.
Strategy: You fuse organizational strategy with technical architecture, including cross team design and code sharing. You use prototyping as a primary tool for rigorous design exploration.
Experience: You introduce simpler and time-tested approaches to technical problems across multiple teams.
Design: You lead teams in the organization in anticipation of future use cases and helps them make design decisions that minimize the cost of future changes.
Works across the organization to build a culture for iterative, autonomous development and future scaling.
Strategy: You fuse organizational strategy with technical architecture, including cross team design and code sharing. You use prototyping as a primary tool for rigorous design exploration.Experience: You introduce simpler and time-tested approaches to technical problems across multiple teams.
Design: You lead teams in the organization in anticipation of future use cases and helps them make design decisions that minimize the cost of future changes.
Strategy: You fuse organizational strategy with technical architecture, including cross team design and code sharing. You use prototyping as a primary tool for rigorous design exploration.Experience: You introduce simpler and time-tested approaches to technical problems across multiple teams.
Design: You lead teams in the organization in anticipation of future use cases and helps them make design decisions that minimize the cost of future changes.
Testing
The ability to understand and implement great testing practices.
A leader within the organization in terms of test strategy.
Advocating for testing: You may be contributing to an open source library or speaking at conferences on behalf of your company around great testing strategy and tactics.
Leading testing strategy: You're defining how your company thinks through testing. You're personally responsibly for the metrics around test coverage across the organization.
Advocating for testing: You may be contributing to an open source library or speaking at conferences on behalf of your company around great testing strategy and tactics.
Leading testing strategy: You're defining how your company thinks through testing. You're personally responsibly for the metrics around test coverage across the organization.
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Technical Understanding & Prioritization
The ability to develop technical understanding and use this to priorities tasks appropriately.
Is a technical and prioritization leader across the organization's architecture consistently pushing boundaries and exploring gaps in understanding.
Task prioritization: You identify cross-organization dependencies and work with individual teams to resolve them. You lead on creating preventative measures to mitigate repeat occurrences. You foster a culture of priority setting across the organization driving the importance of alignment with organizational strategy.
Work breakdown: You critically review work across the organization, ensuring it is appropriately broken down.
Technical collaboration: You have a deep technical understanding. You lead on helping team members fill gaps in their understanding.
Understanding code: You have expertise in the organization's architecture, including all domains, their bounded contexts, and how they interact with each other.
Task prioritization: You identify cross-organization dependencies and work with individual teams to resolve them. You lead on creating preventative measures to mitigate repeat occurrences. You foster a culture of priority setting across the organization driving the importance of alignment with organizational strategy.
Work breakdown: You critically review work across the organization, ensuring it is appropriately broken down.
Technical collaboration: You have a deep technical understanding. You lead on helping team members fill gaps in their understanding.
Understanding code: You have expertise in the organization's architecture, including all domains, their bounded contexts, and how they interact with each other.
Is a technical and prioritization leader across the organization's architecture consistently pushing boundaries and exploring gaps in understanding.
Task prioritization: You identify cross-organization dependencies and work with individual teams to resolve them. You lead on creating preventative measures to mitigate repeat occurrences. You foster a culture of priority setting across the organization driving the importance of alignment with organizational strategy.
Work breakdown: You critically review work across the organization, ensuring it is appropriately broken down.
Technical collaboration: You have a deep technical understanding. You lead on helping team members fill gaps in their understanding.
Understanding code: You have expertise in the organization's architecture, including all domains, their bounded contexts, and how they interact with each other.
Task prioritization: You identify cross-organization dependencies and work with individual teams to resolve them. You lead on creating preventative measures to mitigate repeat occurrences. You foster a culture of priority setting across the organization driving the importance of alignment with organizational strategy.
Work breakdown: You critically review work across the organization, ensuring it is appropriately broken down.
Technical collaboration: You have a deep technical understanding. You lead on helping team members fill gaps in their understanding.
Understanding code: You have expertise in the organization's architecture, including all domains, their bounded contexts, and how they interact with each other.
Is a technical and prioritization leader across the organization's architecture consistently pushing boundaries and exploring gaps in understanding.
Task prioritization: You identify cross-organization dependencies and work with individual teams to resolve them. You lead on creating preventative measures to mitigate repeat occurrences. You foster a culture of priority setting across the organization driving the importance of alignment with organizational strategy.
Work breakdown: You critically review work across the organization, ensuring it is appropriately broken down.
Technical collaboration: You have a deep technical understanding. You lead on helping team members fill gaps in their understanding.
Understanding code: You have expertise in the organization's architecture, including all domains, their bounded contexts, and how they interact with each other.
Task prioritization: You identify cross-organization dependencies and work with individual teams to resolve them. You lead on creating preventative measures to mitigate repeat occurrences. You foster a culture of priority setting across the organization driving the importance of alignment with organizational strategy.
Work breakdown: You critically review work across the organization, ensuring it is appropriately broken down.
Technical collaboration: You have a deep technical understanding. You lead on helping team members fill gaps in their understanding.
Understanding code: You have expertise in the organization's architecture, including all domains, their bounded contexts, and how they interact with each other.
Writing Code
The ability to contribute high quality code production environment.
Is an exceptional engineer beyond the organization, contributing to pushing the craft forwards.
Mentoring: You're regularly mentoring mentors, raising the quality of every team member's code.
Language: You're contributing to the languages that your company uses, developing new patterns and paradigms to solve real business needs.
Documentation: You've led efforts to improve documentation and code skills across the organization. You've actively pushed other engineers to improve how code is understood and read.
Quality: You've pushed the boundaries of the organization's coding practices, extending languages and libraries where needed.
Mentoring: You're regularly mentoring mentors, raising the quality of every team member's code.
Language: You're contributing to the languages that your company uses, developing new patterns and paradigms to solve real business needs.
Documentation: You've led efforts to improve documentation and code skills across the organization. You've actively pushed other engineers to improve how code is understood and read.
Quality: You've pushed the boundaries of the organization's coding practices, extending languages and libraries where needed.
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Agile Working
You know about agile methodology and can apply an agile midest to all aspects of your work. You can work in fast-paced, evolving environment.
You know how to coach and lead teams in Agile and Lean practices, determining the right approach for the team to take and evaluating this through the life of a project. You can think of new and innovative ways of working to achieve the right outcomes. You are able to act as a recognized expert and advocate for the approaches, continuously reflecting and challenging the team. (Relevant skill level: expert)
You know how to coach and lead teams in Agile and Lean practices, determining the right approach for the team to take and evaluating this through the life of a project. You can think of new and innovative ways of working to achieve the right outcomes. You are able to act as a recognized expert and advocate for the approaches, continuously reflecting and challenging the team. (Relevant skill level: expert)
You know how to coach and lead teams in Agile and Lean practices, determining the right approach for the team to take and evaluating this through the life of a project. You can think of new and innovative ways of working to achieve the right outcomes. You are able to act as a recognized expert and advocate for the approaches, continuously reflecting and challenging the team. (Relevant skill level: expert)
Security
The ability to understand and apply security principls,handle user data approperiately and report secuirity concerns.
Consistently approaches all engineering work with a security lens.
Knowledge: You have an excellent understanding of security principles and you work to better facilitate the team's understanding.
User data: You have faultless handling of user data, and set an example for others within the team.
Proactivity: You actively look for security vulnerabilities both in the code and when providing peer reviews.
Collaboration: You work with the security teams to help refine technical strategy.
Knowledge: You have an excellent understanding of security principles and you work to better facilitate the team's understanding.
User data: You have faultless handling of user data, and set an example for others within the team.
Proactivity: You actively look for security vulnerabilities both in the code and when providing peer reviews.
Collaboration: You work with the security teams to help refine technical strategy.
Consistently promotes a security first mindset within the team, leading by example.
Knowledge: You have impeccable understanding of security principles, and regularly impart this knowledge on your team.
User data: You have faultless handling of user data, setting an example within the organization.
Strategy: You lead on collaboration between your team and the security teams, to refine the team's approach to security based on the organization's security strategy. You contribute to the organization's broader security strategy.
Knowledge: You have impeccable understanding of security principles, and regularly impart this knowledge on your team.
User data: You have faultless handling of user data, setting an example within the organization.
Strategy: You lead on collaboration between your team and the security teams, to refine the team's approach to security based on the organization's security strategy. You contribute to the organization's broader security strategy.
Is a leader in security strategy.
Knowledge: You have impeccable understanding of security principles, and impart this knowledge on your own team, the organization, and wider tech community.
Strategy: You lead the conversation around security within the organization. You are seen as an expert in the security field.
Knowledge: You have impeccable understanding of security principles, and impart this knowledge on your own team, the organization, and wider tech community.
Strategy: You lead the conversation around security within the organization. You are seen as an expert in the security field.
Stakeholder Management
The ability to ensure that teams are protected and expectations are set correctly.
Known for being efficient and reliable, and doing what they say they will do. Proactively managed expectations even when it results in frustration or personal reputation risk.
Managing Goals and Expectations: You lead multiple smaller projects with external clients or internal stakeholders, with a successful outcome
Foresight: You anticipate issues or requirements on projects in advance and work to raise those with key people outside your team. This has resulted in noticeable efficiency gains.
Engendering Trust: You run several small to medium sized projects in a leadership capacity, working closely with clients and stakeholders with positive reviews.
Managing Goals and Expectations: You lead multiple smaller projects with external clients or internal stakeholders, with a successful outcome
Foresight: You anticipate issues or requirements on projects in advance and work to raise those with key people outside your team. This has resulted in noticeable efficiency gains.
Engendering Trust: You run several small to medium sized projects in a leadership capacity, working closely with clients and stakeholders with positive reviews.
Is able to proactively inform stakeholders both within and outside the organization with pertinent and timely information, including bad news. Able to read and adapt to personalities across the organization. Has good relationships with all key stakeholders.
Managing Goals and Expectations: You lead multiple larger projects with external clients or internal stakeholders, including managing bad news and scope creep or timeline slippage, with successful outcomes.
Foresight: You look for misalignment across large scopes of work involving multiple clients or stakeholders, and ensure that they're smoothed out in advance.
Engendering Trust: You've repeatedly proven yourself able to work closely with clients or stakeholders in ways that earn respect and results. You use their time wisely and lean into their knowledge.
Managing Goals and Expectations: You lead multiple larger projects with external clients or internal stakeholders, including managing bad news and scope creep or timeline slippage, with successful outcomes.
Foresight: You look for misalignment across large scopes of work involving multiple clients or stakeholders, and ensure that they're smoothed out in advance.
Engendering Trust: You've repeatedly proven yourself able to work closely with clients or stakeholders in ways that earn respect and results. You use their time wisely and lean into their knowledge.
An expert at understanding everyone's motivations and drives, and adapting communication and priorities to fit them. Protects others, including when it results in hard conversations. Maintains good relationships with all key stakeholders even when challenging.
Managing Goals and Expectations: You lead entire client or stakeholder relationships over the course of multiple quarters across successful and unsuccessful projects whilst maintaining good outcomes.
Foresight: Your foresight has been proven over multiple projects involving multiple teams. You act as the stakeholder or client in order to tease out extra requirements, due to your deep understanding of their incentives.
Engendering Trust: You're a key contact for stakeholders or external clients, funneling work and information to them as you see fit. They ask for you to be involved in processes and meetings due to your respect for their time and needs.
Managing Goals and Expectations: You lead entire client or stakeholder relationships over the course of multiple quarters across successful and unsuccessful projects whilst maintaining good outcomes.
Foresight: Your foresight has been proven over multiple projects involving multiple teams. You act as the stakeholder or client in order to tease out extra requirements, due to your deep understanding of their incentives.
Engendering Trust: You're a key contact for stakeholders or external clients, funneling work and information to them as you see fit. They ask for you to be involved in processes and meetings due to your respect for their time and needs.
Hiring & Org Design
The ability to understand needs of the business and ensure that your team can meet them.
An experienced hiring manager. Involved in planning head count and hiring plans, and decisions to create new disciplines and teams as the company needs.
Deploying teams: You help establish supporting teams or disciplines in the business.
Employer Brand: You help to define and improve your team's employer brand. You create content or promotion to help the team.
Hiring: You regularly lead hiring panels, and are been a part of designing the process in which your discipline hires overall. You've personally hired several designers who have passed probation and gone on to perform well.
Deploying teams: You help establish supporting teams or disciplines in the business.
Employer Brand: You help to define and improve your team's employer brand. You create content or promotion to help the team.
Hiring: You regularly lead hiring panels, and are been a part of designing the process in which your discipline hires overall. You've personally hired several designers who have passed probation and gone on to perform well.
Managing a team's hiring process end to end. Thoughtful design of the process results in great hires and retention.
Deploying teams: You lead the deployment of a new disciplines or teams. You hire into that discipline, championing it and ensuring its success when it arrives. If it's no longer needed, you are the first to decide to redeploy the team members elsewhere.
Employer Brand: You lead processes to improve your wider organization's employer brand, organizing team members to do outreach and create content, with measurable impact on candidate pipelines and employee pride.
Hiring: You design the hiring process for your team, ensuring it's fair and diverse. You consciously design the candidate experience from application to first day on the job and beyond. You write strong job descriptions which encourage diverse candidates.
Deploying teams: You lead the deployment of a new disciplines or teams. You hire into that discipline, championing it and ensuring its success when it arrives. If it's no longer needed, you are the first to decide to redeploy the team members elsewhere.
Employer Brand: You lead processes to improve your wider organization's employer brand, organizing team members to do outreach and create content, with measurable impact on candidate pipelines and employee pride.
Hiring: You design the hiring process for your team, ensuring it's fair and diverse. You consciously design the candidate experience from application to first day on the job and beyond. You write strong job descriptions which encourage diverse candidates.
Capable of managing hiring processes across multiple teams and departments. Makes exceptional hiring decisions. Spends meaningful time improving employer brand at all touch-points.
Deploying teams: You assist with the deployment or re-organization of teams, ensuring that they are embedded, understood, supported and effective. You hire into disciplines outside your own, and work with peers in other departments to make that happen.
Employer Brand: You ensure regular activity and significant investment around improving employer brand for your wider department.
Hiring: You organize a hiring process across multiple departments which ensures a thorough, rigorous and fair process which makes it easy for multiple hiring panels to assess consistently. You provide scripts and interview training, and source new members of hiring panels.
Deploying teams: You assist with the deployment or re-organization of teams, ensuring that they are embedded, understood, supported and effective. You hire into disciplines outside your own, and work with peers in other departments to make that happen.
Employer Brand: You ensure regular activity and significant investment around improving employer brand for your wider department.
Hiring: You organize a hiring process across multiple departments which ensures a thorough, rigorous and fair process which makes it easy for multiple hiring panels to assess consistently. You provide scripts and interview training, and source new members of hiring panels.
non-Technical
Communication Skills
The ability to communicate well with those around you with sesnitivity to timeless, medium, brevity and tone.
Communicates effectively on behalf of the business. Communicates change affecting the work or careers of many, and coaches senior staff on communication technique.
Keeping people informed: You represent the business in matters of product or strategy, working with senior stakeholders internally and externally to ensure that the goals of communication are met.
Looking for feedback: You communicate changes of strategy, team structure or discipline for your department or group within the business, ensuring that team members and others affected are informed and given all tools needed to effectively transition.
Delivering bad news: You communicate large scale re-organizations or company restructure to many others, acting as a point of contact and representing senior management in feedback and critique sessions. You manage any ensuing conversations around layoffs or demotions effectively.
Mentoring communicators: You spot where poor communication is leading to efficiency breakdowns on a company-wide level. You look for opportunities for change and owns the process of rolling out that change, even when it means having hard conversations yourself.
Expert: You can mediate between people and mend relationships, communicating with stakeholders at all levels. You know how to manage stakeholder expectations and facilitate discussions across high risk and complexity or under constrained timescales. You can speak on behalf of or represent the community to large audiences inside and outside of government.
Keeping people informed: You represent the business in matters of product or strategy, working with senior stakeholders internally and externally to ensure that the goals of communication are met.
Looking for feedback: You communicate changes of strategy, team structure or discipline for your department or group within the business, ensuring that team members and others affected are informed and given all tools needed to effectively transition.
Delivering bad news: You communicate large scale re-organizations or company restructure to many others, acting as a point of contact and representing senior management in feedback and critique sessions. You manage any ensuing conversations around layoffs or demotions effectively.
Mentoring communicators: You spot where poor communication is leading to efficiency breakdowns on a company-wide level. You look for opportunities for change and owns the process of rolling out that change, even when it means having hard conversations yourself.
Expert: You can mediate between people and mend relationships, communicating with stakeholders at all levels. You know how to manage stakeholder expectations and facilitate discussions across high risk and complexity or under constrained timescales. You can speak on behalf of or represent the community to large audiences inside and outside of government.
Communicates effectively on behalf of the business. Communicates change affecting the work or careers of many, and coaches senior staff on communication technique.
Keeping people informed: You represent the business in matters of product or strategy, working with senior stakeholders internally and externally to ensure that the goals of communication are met.
Looking for feedback: You communicate changes of strategy, team structure or discipline for your department or group within the business, ensuring that team members and others affected are informed and given all tools needed to effectively transition.
Mentoring communications: You are able to unpick the communication of others around you and offer advice and feedback.
Delivering bad news: You communicate large scale re-organizations or company restructure to many others, acting as a point of contact and representing senior management in feedback and critique sessions. You manage any ensuing conversations around layoffs or demotions effectively.
Mentoring communicators: You spot where poor communication is leading to efficiency breakdowns on a company-wide level. You look for opportunities for change and owns the process of rolling out that change, even when it means having hard conversations yourself.
Expert: You can mediate between people and mend relationships, communicating with stakeholders at all levels. You know how to manage stakeholder expectations and facilitate discussions across high risk and complexity or under constrained timescales. You can speak on behalf of or represent the community to large audiences inside and outside of government.
Keeping people informed: You represent the business in matters of product or strategy, working with senior stakeholders internally and externally to ensure that the goals of communication are met.
Looking for feedback: You communicate changes of strategy, team structure or discipline for your department or group within the business, ensuring that team members and others affected are informed and given all tools needed to effectively transition.
Mentoring communications: You are able to unpick the communication of others around you and offer advice and feedback.
Delivering bad news: You communicate large scale re-organizations or company restructure to many others, acting as a point of contact and representing senior management in feedback and critique sessions. You manage any ensuing conversations around layoffs or demotions effectively.
Mentoring communicators: You spot where poor communication is leading to efficiency breakdowns on a company-wide level. You look for opportunities for change and owns the process of rolling out that change, even when it means having hard conversations yourself.
Expert: You can mediate between people and mend relationships, communicating with stakeholders at all levels. You know how to manage stakeholder expectations and facilitate discussions across high risk and complexity or under constrained timescales. You can speak on behalf of or represent the community to large audiences inside and outside of government.
Communicates effectively on behalf of the business. Communicates change affecting the work or careers of many, and coaches senior staff on communication technique.
Keeping people informed: You represent the business in matters of product or strategy, working with senior stakeholders internally and externally to ensure that the goals of communication are met.
Looking for feedback: You communicate changes of strategy, team structure or discipline for your department or group within the business, ensuring that team members and others affected are informed and given all tools needed to effectively transition.
Delivering bad news: You communicate large scale re-organizations or company restructure to many others, acting as a point of contact and representing senior management in feedback and critique sessions. You manage any ensuing conversations around layoffs or demotions effectively.
Mentoring communicators: You spot where poor communication is leading to efficiency breakdowns on a company-wide level. You look for opportunities for change and owns the process of rolling out that change, even when it means having hard conversations yourself.
Practitioner: You can mediate between people and mend relationships, communicating with stakeholders at all levels. You know how to manage stakeholder expectations and facilitate discussions across high risk and complexity or under constrained timescales. You can speak on behalf of or represent the community to large audiences inside and outside of government.
Keeping people informed: You represent the business in matters of product or strategy, working with senior stakeholders internally and externally to ensure that the goals of communication are met.
Looking for feedback: You communicate changes of strategy, team structure or discipline for your department or group within the business, ensuring that team members and others affected are informed and given all tools needed to effectively transition.
Delivering bad news: You communicate large scale re-organizations or company restructure to many others, acting as a point of contact and representing senior management in feedback and critique sessions. You manage any ensuing conversations around layoffs or demotions effectively.
Mentoring communicators: You spot where poor communication is leading to efficiency breakdowns on a company-wide level. You look for opportunities for change and owns the process of rolling out that change, even when it means having hard conversations yourself.
Practitioner: You can mediate between people and mend relationships, communicating with stakeholders at all levels. You know how to manage stakeholder expectations and facilitate discussions across high risk and complexity or under constrained timescales. You can speak on behalf of or represent the community to large audiences inside and outside of government.
Personality Traits
The ability to use your judgment to make decision and do things without needing to be told what to do.
A visionary. Optimism in the face of seemingly impossible odds, on an existential scale. Unafraid to speak truth to power.
Can-do attitude: You activate and galvanise people around you at the highest level, as proven in several business-scale new initiatives originating from yourself.
Pro-activity in seeking help: You see opportunities to approach or work with external parties in a major strategic or tactical manner, leading to significant improvement in outcome.
Follow through: You thrive in the unknowns on a company level. You've led more than one new core strategic initiative, taking ideas and unsolved problems and enthusiastically solving them.
Ownership: Own it for Intercom - expansive, committed ownership of our problems, processes, and opportunities. No excuses. Accountable and positive in all conditions. Takes ownership of problems and challenges within their remit and outside their domain and doesn't apportion blame to others. Thinks about how to help Intercom succeed, not just their specific team. Identifies and anticipates risks and issues and proactively finds solutions to any obstacles.
Teamwork: Consistently works across the organization to enable teams to support each other. Ensures that credit is shared and given where due.
Can-do attitude: You activate and galvanise people around you at the highest level, as proven in several business-scale new initiatives originating from yourself.
Pro-activity in seeking help: You see opportunities to approach or work with external parties in a major strategic or tactical manner, leading to significant improvement in outcome.
Follow through: You thrive in the unknowns on a company level. You've led more than one new core strategic initiative, taking ideas and unsolved problems and enthusiastically solving them.
Ownership: Own it for Intercom - expansive, committed ownership of our problems, processes, and opportunities. No excuses. Accountable and positive in all conditions. Takes ownership of problems and challenges within their remit and outside their domain and doesn't apportion blame to others. Thinks about how to help Intercom succeed, not just their specific team. Identifies and anticipates risks and issues and proactively finds solutions to any obstacles.
Teamwork: Consistently works across the organization to enable teams to support each other. Ensures that credit is shared and given where due.
A visionary. Optimism in the face of seemingly impossible odds, on an existential scale. Unafraid to speak truth to power.Can-do attitude: You activate and galvanize people around you at the highest level, as proven in several business-scale new initiatives originating from yourself.
Pro-activity in seeking help: You see opportunities to approach or work with external parties in a major strategic or tactical manner, leading to significant improvement in outcome.
Follow through: You thrive in the unknowns on a company level. You've led more than one new core strategic initiative, taking ideas and unsolved problems and enthusiastically solving them.
Ownership: Own it for Intercom - expansive, committed ownership of our problems, processes, and opportunities. No excuses. Accountable and positive in all conditions. Takes ownership of problems and challenges within their remit and outside their domain and doesn't apportion blame to others. Thinks about how to help Intercom succeed, not just their specific team. Identifies and anticipates risks and issues and proactively finds solutions to any obstacles.
Teamwork: Consistently works across the organization to enable teams to support each other. Ensures that credit is shared and given where due.
Pro-activity in seeking help: You see opportunities to approach or work with external parties in a major strategic or tactical manner, leading to significant improvement in outcome.
Follow through: You thrive in the unknowns on a company level. You've led more than one new core strategic initiative, taking ideas and unsolved problems and enthusiastically solving them.
Ownership: Own it for Intercom - expansive, committed ownership of our problems, processes, and opportunities. No excuses. Accountable and positive in all conditions. Takes ownership of problems and challenges within their remit and outside their domain and doesn't apportion blame to others. Thinks about how to help Intercom succeed, not just their specific team. Identifies and anticipates risks and issues and proactively finds solutions to any obstacles.
Teamwork: Consistently works across the organization to enable teams to support each other. Ensures that credit is shared and given where due.
A visionary. Optimism in the face of seemingly impossible odds, on an existential scale. Unafraid to speak truth to power.
Can-do attitude: You activate and galvanize people around you at the highest level, as proven in several business-scale new initiatives originating from yourself.
Pro-activity in seeking help: You see opportunities to approach or work with external parties in a major strategic or tactical manner, leading to significant improvement in outcome.
Follow through: You thrive in the unknowns on a company level. You've led more than one new core strategic initiative, taking ideas and unsolved problems and enthusiastically solving them.
Ownership: Own it for Intercom - expansive, committed ownership of our problems, processes, and opportunities. No excuses. Accountable and positive in all conditions. Takes ownership of problems and challenges within their remit and outside their domain and doesn't apportion blame to others. Thinks about how to help Intercom succeed, not just their specific team. Identifies and anticipates risks and issues and proactively finds solutions to any obstacles.
Teamwork: Consistently works across the organization to enable teams to support each other. Ensures that credit is shared and given where due.
Can-do attitude: You activate and galvanize people around you at the highest level, as proven in several business-scale new initiatives originating from yourself.
Pro-activity in seeking help: You see opportunities to approach or work with external parties in a major strategic or tactical manner, leading to significant improvement in outcome.
Follow through: You thrive in the unknowns on a company level. You've led more than one new core strategic initiative, taking ideas and unsolved problems and enthusiastically solving them.
Ownership: Own it for Intercom - expansive, committed ownership of our problems, processes, and opportunities. No excuses. Accountable and positive in all conditions. Takes ownership of problems and challenges within their remit and outside their domain and doesn't apportion blame to others. Thinks about how to help Intercom succeed, not just their specific team. Identifies and anticipates risks and issues and proactively finds solutions to any obstacles.
Teamwork: Consistently works across the organization to enable teams to support each other. Ensures that credit is shared and given where due.
Business Context
The ability to look for, understand and use the needs and constraints of the business in your work.
Deeply involved in business strategy. Regularly advocates with business partners for a design process which caters for users, and ensures their team understands the business context in which they're working.
Curiosity and acumen: Your knowledge of the business is second to none - a superpower you use to bring greater influence and strategic power to design and your product team. You spot opportunities for product experiences which take advantage of untapped market segments and emergent trends.
Balancing needs: You use your understanding to empower and advocate for both business and user needs with demonstrable effects. You help teams move closer to their stakeholders through mutual empathy, encouraging stronger collaboration and better outcomes for all.
Curiosity and acumen: Your knowledge of the business is second to none - a superpower you use to bring greater influence and strategic power to design and your product team. You spot opportunities for product experiences which take advantage of untapped market segments and emergent trends.
Balancing needs: You use your understanding to empower and advocate for both business and user needs with demonstrable effects. You help teams move closer to their stakeholders through mutual empathy, encouraging stronger collaboration and better outcomes for all.
Deeply involved in business strategy. Regularly advocates with business partners for a design process which caters for users, and ensures their team understands the business context in which they're working.
Curiosity and acumen: Your knowledge of the business is second to none - a superpower you use to bring greater influence and strategic power to design and your product team. You spot opportunities for product experiences which take advantage of untapped market segments and emergent trends.
Balancing needs: You use your understanding to empower and advocate for both business and user needs with demonstrable effects. You help teams move closer to their stakeholders through mutual empathy, encouraging stronger collaboration and better outcomes for all.
Curiosity and acumen: Your knowledge of the business is second to none - a superpower you use to bring greater influence and strategic power to design and your product team. You spot opportunities for product experiences which take advantage of untapped market segments and emergent trends.
Balancing needs: You use your understanding to empower and advocate for both business and user needs with demonstrable effects. You help teams move closer to their stakeholders through mutual empathy, encouraging stronger collaboration and better outcomes for all.
Deeply involved in business strategy. Regularly advocates with business partners for a design process which caters for users, and ensures their team understands the business context in which they're working.
Curiosity and acumen: Your knowledge of the business is second to none - a superpower you use to bring greater influence and strategic power to design and your product team. You spot opportunities for product experiences which take advantage of untapped market segments and emergent trends.
Balancing needs: You use your understanding to empower and advocate for both business and user needs with demonstrable effects. You help teams move closer to their stakeholders through mutual empathy, encouraging stronger collaboration and better outcomes for all.
Curiosity and acumen: Your knowledge of the business is second to none - a superpower you use to bring greater influence and strategic power to design and your product team. You spot opportunities for product experiences which take advantage of untapped market segments and emergent trends.
Balancing needs: You use your understanding to empower and advocate for both business and user needs with demonstrable effects. You help teams move closer to their stakeholders through mutual empathy, encouraging stronger collaboration and better outcomes for all.
Giving Feedback
The ability to consistently give good feedback, both positive and constructive.
Knows the difference between opinion and objective critique, and manages their everyday feedback process to ensure it's actionable and fair. Able to unpick team issues and give good direction without offending.
Understanding best practices: You're confident in using best practices when giving feedback to your team. You can give reasoning behind your personal feedback methods and style.
Feedback on work: Your feedback on your team's work is honest, actionable and timely. You ask what level they need feedback on and ensure you stick to that level. You don't give feedback when you don't have enough context to be useful, and expect to be wrong a significant amount of the time.
Constructive criticism: You have regularly identified opportunities for constructive critique within your team, and given it in a timely and actionable manner, resulting in noticeable improvements in performance.
Useful praise: You're in a position of influence over a group of designers, and use praise actively as a way to balance team dynamics and promote diverse thought. Your praise is actionable, clear and reinforces specific good habits.
Understanding best practices: You're confident in using best practices when giving feedback to your team. You can give reasoning behind your personal feedback methods and style.
Feedback on work: Your feedback on your team's work is honest, actionable and timely. You ask what level they need feedback on and ensure you stick to that level. You don't give feedback when you don't have enough context to be useful, and expect to be wrong a significant amount of the time.
Constructive criticism: You have regularly identified opportunities for constructive critique within your team, and given it in a timely and actionable manner, resulting in noticeable improvements in performance.
Useful praise: You're in a position of influence over a group of designers, and use praise actively as a way to balance team dynamics and promote diverse thought. Your praise is actionable, clear and reinforces specific good habits.
Able to critique work at a level that allows team members to feel autonomous and empowered. Practices radical candor – timely, clear and directed feedback – to team and peers.
Understanding best practices: our adherence to best practice makes you dependable and knowledgeable when supporting others in their feedback conversations. You advocate for best practices amongst your peer group.
Feedback on work: Your feedback on multiple teams' work is strictly useful and actionable. You're able to articulate in a fair and efficient way not only what your opinion is, but why you have that opinion. In disagreement you're comfortable with having your opinion changed and invite other opinions from those around you.
Constructive criticism: You're comfortable giving constructive critique to members of your team and other teams where appropriate. That feedback is always carefully worded and useful and has resulted in several measurable improvements in relationships or work.
Useful praise: You're in a position of influence over a large group of designers, engineers and other disciplines. You have actively used specific pointed praise as a method to shape the expected behaviors of the team you are designing, with measurable results.
Understanding best practices: our adherence to best practice makes you dependable and knowledgeable when supporting others in their feedback conversations. You advocate for best practices amongst your peer group.
Feedback on work: Your feedback on multiple teams' work is strictly useful and actionable. You're able to articulate in a fair and efficient way not only what your opinion is, but why you have that opinion. In disagreement you're comfortable with having your opinion changed and invite other opinions from those around you.
Constructive criticism: You're comfortable giving constructive critique to members of your team and other teams where appropriate. That feedback is always carefully worded and useful and has resulted in several measurable improvements in relationships or work.
Useful praise: You're in a position of influence over a large group of designers, engineers and other disciplines. You have actively used specific pointed praise as a method to shape the expected behaviors of the team you are designing, with measurable results.
Teaching teams how to give feedback in more effective ways. Candid and honest, but fair. Not afraid to speak truth to power, and as such is trusted by the business to have an honest opinion.
Understanding best practices: You are actively coaching and guiding other managers using the techniques and advice of those more experienced than you, which you've adapted to the culture of the organization. You're providing direct reports with material and training to help them improve.
Feedback on work: As a senior manager across many projects, you only critique work at an appropriate level, ensuring you don't undermine your team. You focus your feedback on the management abilities of the managers in your team, setting up environments which encourage quality critique.
Constructive criticism: You've coached members of your team or peers on more effective feedback-giving. You've encouraged an environment of candour amongst your team, meaning that team members regularly give more thoughtful critique to each other. You in turn have given constructive critique to senior staff when necessary, delivered sensitively.
Useful praise: You're in charge of a large group. You use your ability to praise and lift up entire teams of people to show good behaviour that can be mirrored in others. You're conscious of spreading praise across all employees and not biasing against less vocal team members.
Understanding best practices: You are actively coaching and guiding other managers using the techniques and advice of those more experienced than you, which you've adapted to the culture of the organization. You're providing direct reports with material and training to help them improve.
Feedback on work: As a senior manager across many projects, you only critique work at an appropriate level, ensuring you don't undermine your team. You focus your feedback on the management abilities of the managers in your team, setting up environments which encourage quality critique.
Constructive criticism: You've coached members of your team or peers on more effective feedback-giving. You've encouraged an environment of candour amongst your team, meaning that team members regularly give more thoughtful critique to each other. You in turn have given constructive critique to senior staff when necessary, delivered sensitively.
Useful praise: You're in charge of a large group. You use your ability to praise and lift up entire teams of people to show good behaviour that can be mirrored in others. You're conscious of spreading praise across all employees and not biasing against less vocal team members.
People Development
The ability to manage develop people within the organization.
Is able to lead people development projects, working alongside team managers.
Progression: You work with managers in ensuring progression is a priority within the business, researching tools and approaches where required.
Feedback & performance reviews: You manage performance reviews for your area of the business. You assist senior colleagues in driving a positive feedback culture, monitoring for fairness, equality and productiveness.
Learning & development: You support managers in providing learning and development opportunities for their teams.
Progression: You work with managers in ensuring progression is a priority within the business, researching tools and approaches where required.
Feedback & performance reviews: You manage performance reviews for your area of the business. You assist senior colleagues in driving a positive feedback culture, monitoring for fairness, equality and productiveness.
Learning & development: You support managers in providing learning and development opportunities for their teams.
Is able to lead wide ranging people development projects that impact multiple teams. Is a go to for development for employees.
Progression: You work across multiple teams in ensuring progression is a priority. You understand the impact on retention and fight for every employee's development.
Feedback & performance reviews: You manage performance reviews across multiple business areas. You are a prominent driver of a positive feedback culture, and a key advocate for fairness within it.
Learning & development: You lead efforts to support teams in their learning and development. You seek out better more nuanced opportunities, never settling for second best.
Progression: You work across multiple teams in ensuring progression is a priority. You understand the impact on retention and fight for every employee's development.
Feedback & performance reviews: You manage performance reviews across multiple business areas. You are a prominent driver of a positive feedback culture, and a key advocate for fairness within it.
Learning & development: You lead efforts to support teams in their learning and development. You seek out better more nuanced opportunities, never settling for second best.
Teaching teams how to give feedback in more effective ways. Candid and honest, but fair. Not afraid to speak truth to power, and as such is trusted by the business to have an honest opinion.
Understanding best practices: You are actively coaching and guiding other managers using the techniques and advice of those more experienced than you, which you've adapted to the culture of the organization. You're providing direct reports with material and training to help them improve.
Feedback on work: As a senior manager across many projects, you only critique work at an appropriate level, ensuring you don't undermine your team. You focus your feedback on the management abilities of the managers in your team, setting up environments which encourage quality critique.
Constructive criticism: You've coached members of your team or peers on more effective feedback-giving. You've encouraged an environment of candor amongst your team, meaning that team members regularly give more thoughtful critique to each other. You in turn have given constructive critique to senior staff when necessary, delivered sensitively.
Useful praise: You're in charge of a large group. You use your ability to praise and lift up entire teams of people to show good behavior that can be mirrored in others. You're conscious of spreading praise across all employees and not biasing against less vocal team members.
Understanding best practices: You are actively coaching and guiding other managers using the techniques and advice of those more experienced than you, which you've adapted to the culture of the organization. You're providing direct reports with material and training to help them improve.
Feedback on work: As a senior manager across many projects, you only critique work at an appropriate level, ensuring you don't undermine your team. You focus your feedback on the management abilities of the managers in your team, setting up environments which encourage quality critique.
Constructive criticism: You've coached members of your team or peers on more effective feedback-giving. You've encouraged an environment of candor amongst your team, meaning that team members regularly give more thoughtful critique to each other. You in turn have given constructive critique to senior staff when necessary, delivered sensitively.
Useful praise: You're in charge of a large group. You use your ability to praise and lift up entire teams of people to show good behavior that can be mirrored in others. You're conscious of spreading praise across all employees and not biasing against less vocal team members.