Is the promotion process is even more broken than the hiring process
Is the Promotion Process Even More Broken Than the Hiring Process?
As a Software Engineer with over a decade of experience, I’ve navigated multiple companies and roles, transitioning from Graduate to SE, SE2, Senior, and Lead Engineer. However, a consistent theme throughout my career is that I’ve never been promoted within a company. Instead, my title increases have occurred naturally as I moved from one organization to another. This raises an important question: is the promotion process more flawed than the hiring process itself?
The Promotion Process: A Personal Perspective
The promotion process in many organizations can be fraught with challenges. I’ve witnessed exceptional colleagues labor for six months or more, only to have their promotion requests denied for reasons often outside their control. This has led me to reconsider whether I should even engage in formal promotion processes. Instead of enduring the stress of a lengthy application cycle, I find myself considering external opportunities that could yield title and compensation increases more efficiently.
The Stress of Justifying Your Work
During my time at one organization, I began the promotion process but had to leave before it was completed. The constant pressure to frame every task as evidence for promotion was overwhelming. I felt as though my work was being scrutinized not for its actual impact, but rather for how well it fit into the promotion criteria. This experience has shaped my view that the promotion process can often feel more like a political maneuver than a genuine recognition of skills and contributions.
A Shift in Mindset: Job Hopping for Titles
Given my experiences, I’ve come to the conclusion that if I want a title bump or a corresponding increase in compensation, I should pursue opportunities elsewhere rather than putting myself through the arduous promotion process. The thought of enduring a rigorous review by a panel that may not even be familiar with my work is less appealing than spending a few weeks preparing for interviews that could lead to a more favorable outcome.
Analyzing the Promotion Process: Insights from Others
The promotion process varies significantly across companies, a theme echoed in the comments of experienced devs:
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Diversity in Promotion Processes: Not all companies have structured promotion pathways. In some organizations, promotions are tied to specific headcounts or budgets, making it difficult for deserving employees to advance. In contrast, others may have multiple levels (e.g., SE1, SE2, Staff, etc.) which allow for more frequent promotions without needing to create entirely new positions.
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Internal Mobility and Company Culture: Many comments reflect a belief that internal mobility can be advantageous. Some engineers have found greater success in being promoted internally at larger organizations that offer well-defined paths for advancement. Conversely, startups may lack these structures, leading to frustrations among employees who feel their contributions are overlooked.
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Personal Accountability: Several commenters suggest that engineers should engage in self-reflection regarding their promotion struggles. It’s important to consider whether the issue lies with external processes or if there are personal areas for growth that could improve one’s chances for promotion in the future.
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The Role of Politics: A common sentiment is that promotions can often be political. Favoritism or internal relationships can overshadow merit-based evaluations. Even the most dedicated employees may find themselves passed over due to factors unrelated to their performance.
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The Importance of Business Acumen: Some experienced professionals pointed out that technical skills alone may not be sufficient for career advancement. Understanding the business landscape, demonstrating leadership qualities, and building relationships are also vital components of career progression.
The Bigger Picture: A Changing Industry
As the tech industry evolves, so too do the expectations surrounding promotions. The rise of remote work and shifting company cultures may alter what it means to achieve a title change. For instance, the emphasis on internal mobility at FAANG companies has been noted as a positive aspect by those who have worked there. This contrasts sharply with smaller, less formal organizations where the promotion process may be less structured.
Conclusion: Rethinking Promotions
Ultimately, the promotion process is not uniform and can be influenced by numerous factors, including company size, culture, and individual circumstances. For those of us who have experienced the challenges of the promotion process, it may be more beneficial to focus on our own growth and to be open to new opportunities.
While the promotion process can indeed feel broken, it’s important to approach it with a mindset that recognizes both the limitations and possibilities within various organizations. Engaging in proactive conversations with managers about career goals, seeking feedback, and understanding the nuances of company structure can empower engineers to navigate their careers more effectively.
As we continue to explore these themes, I welcome thoughts and experiences from other seasoned developers. Have you found success in the promotion process, or do you share similar frustrations? Let’s discuss how we can collectively improve our career trajectories in this ever-evolving industry.