"We're too early for that."
It's the most common response when startups are asked about career frameworks. And sometimes, it's true. But often, it's a mistake that costs them their best people.
The Real Question
The question isn't whether you need a 50-page career framework. It's whether your team knows:
- What's expected of them
- How they can grow
- What it takes to get promoted
If the answer is "it depends on your manager," you have a problem.
Signs You Need a Framework
1. You're Having Promotion Conversations
If someone asks "what do I need to do to get promoted?" and you don't have a clear answer, you need a framework.
2. You're Hiring Senior People
Senior hires need to know what their growth path looks like. "We'll figure it out" isn't compelling.
3. You Have 15+ People
At this size, you can't rely on everyone knowing everyone's capabilities. Structure helps.
4. You're Seeing Attrition
If good people are leaving because they "don't see a future here," career clarity helps.
How to Start Simple
You don't need a complex framework. Start with:
1. Define 3-4 Levels
Example: Junior, Mid, Senior, Lead. That's enough to start.
2. Write 5 Sentences Per Level
What does good look like? Keep it short and focused.
3. Share and Get Feedback
This isn't HR policy—it's a starting point for conversations.
4. Iterate
Your first version won't be perfect. Update it quarterly based on what you learn.
What to Avoid
Don't Copy Big Company Frameworks
Google's framework won't work for a 20-person startup. Build for your context.
Don't Over-Engineer
A simple framework used well beats a complex one that sits unused.
Don't Wait for Perfection
Good enough now is better than perfect never.
Conclusion
Career frameworks aren't bureaucracy—they're clarity. Start simple, share early, and evolve as you grow.
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