Seniorities policy

We believe that the seniority and experience level of a role is not measured just by counting years. Especially in tech, seniority is more defined by abilities and competencies that a person acquires as they progress. Self-learning, discipline, and work environment play a huge role in how fast someone becomes “Senior” or “Expert”.

The following guide specifies the skills we consider relevant for each seniority level available for jobs in Get on Board. When we moderate jobs, we look at the functions described in the ad and make sure they match the seniority level (and thus, salary) specified by the company. Use this guide to choose the most appropriate seniority level for a role.

No experience

• All work needs to be supervised.
• Needs guidance for learning.
• Understands basic concepts.
• Cannot lead a team, nor be the only person with their role in the team.

Junior

• Must work within a team, with people of higher seniority in the same discipline.
• Can work with medium supervision; their work must be reviewed frequently.
• Can learn on their own; knows where to find resources to improve or correct mistakes.
• Can explain or justify their work to others.
• Can perform simple analysis.
• Cannot lead a team, nor be the only person with their role in the team.

Semi-senior

• Builds features or executes projects alongside a team, implementing specifications from others.
• Can work with minimal supervision alongside multi-disciplinary teams.
• Requires periodic revision from more experienced people.
• Can make decisions over their own work.
• Can diagnose problems and propose (not dictate) solutions.
• Can participate in conversations with external stakeholders, joined by a Senior person.
• Cannot lead a team.

Senior

• Can work with no peer supervision.
• Can review the work of others.
• Can teach, coach, or guide others.
• Can lead a small team and make decisions over the work of others.
• Can address complex problems, architect, and elaborate strategies.
• Can improve processes, design solutions, and experiments.
• Can define policies, best practices, and guidelines.
• Can interact with mid-level external stakeholders.
• Cannot be part of a C-level (unless as a co-founder).

Expert

• Can lead a large, multi-layered team.
• Can elaborate company-wide strategies, long-term complex plans, and global doctrines.
• Can address problems of highest complexity.
• Can advise top decision makers.
• Can face top stakeholders (board members, C-suite from clients or partners).

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