Expertise Path and Manager Path

Remote

Requirements

In some companies, EM can be very hands-on on the system part and provide technical and architecture guidance, playing both technical leader and people/team leader.
You'll start to have more levels and more expert positions at that stage.
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The ladder can also be mapped with employee's compensation, increasing salaries transparency, and fairness.

Before jumping into the list, let's quickly discuss software engineering career ladders.
We can extract common traits from those career ladders; understanding those characteristics allows us to connect the dots more easily and compare different career ladders efficiently.
A career ladder, or career path, is a progression framework. It allows an organization to describe the different job levels and the expectations for a given position.
It provides a shared framework to identify the different aspects to improve to reach the next job level.
They have a joint base for the first positions, and at some point, two paths are possible the expertise path and the people management path.
The expertise path is often named the individual contributor track, the people management path is often called the manager track.
The career path depends on the stage of the company and the size of the team. New positions will usually appear while the engineering group is growing.
You'll rarely find ladders at that scale; it's still very early stage, the team is a handful of engineers working with a CTO or a Tech Lead.
In startups, the engineering lead is often the technical Co-founder and CTO.
At this stage, it's pretty common to have one lead developer or engineering lead who owns technical guidance and organizes the team's delivery.