Introduction

Compete's job levels are specific to each job family/specialization, meaning that different jobs have different levels. To simplify, all levels are grouped into four career paths, and each job is assigned one or two relevant career paths that consist of the levels relevant to that job.

The career paths in Compete are commonly known and used as a benchmark. However, the levels and their definitions vary in each benchmarking solution. The career paths in Compete are as follows:

Support
Professional
Management
Executive

The Support and Professional paths are exclusive to individual contributors (ICs) and cannot be assigned to the same job family/specialization. On the other hand, the Management and Executive paths are specific to managerial roles.

For instance, the Data Entry job family has been assigned the Support and Management career paths. This means that it has four IC levels and five managerial levels.

Simplified Levels

In benchmarking, simplified levels are commonly utilized to group closely related levels. This practice is particularly prevalent among early-stage companies that may have a less developed leveling structure. For example, they may not distinguish between managers and senior managers. Alternatively, simplified levels can also be employed to increase the sample size when conducting queries.

Levels by Career Paths

The following sections show Compete's levels per each career path. Each level is accompanied with a description (role & responsibilities that are accounted for in benchmarking are marked with bold) and with levels or titles that are typically used when an employee is in that level.

The role & responsibilites are explained after the levels.

📋 Support

Jobs that provide administrative, clerical, or technical support to the professional and management levels in the company. They typically do not require a higher degree but may require specific skills or certifications.

Examples of support jobs include administrative assistants, data entry clerks, and customer service representatives.

This career path includes four levels - S1, S2, S3, S4.
And in Simplified levels - Introductory (S1+S2), Specialist (S3+S4).

Level	Description	Typical levels/titles
S1	Employees on this level represent an entry-level position focused on operational tasks. They have low autonomy and low professional expertise. They collaborate and communicate primarily within their team. Typically in the early stages of their career with 0-2 years of experience, they handle day-to-day operational responsibilities, follow established procedures, and contribute to the team's objectives. While they have limited decision-making authority, they work under the guidance and supervision of more senior team members. This level provides a foundation for learning and gaining practical experience in the field.	Intern Entry Junior
S2	Employees on this level are at the operational level with slightly more experience than S1. They have low autonomy and low professional expertise. They collaborate and communicate within their team. In the early stages of their career with 2-4 years of experience, they have a solid understanding of operational processes and contribute to the efficient functioning of their team. They handle more complex tasks, participate in problem-solving, and demonstrate growth in their expertise. While they continue to operate within established guidelines, they may have opportunities to provide input and suggestions to improve processes within their team.	Entry Junior
S3	Employees on this level represent an intermediate-level role in the operational domain. They have moderate autonomy and moderate professional expertise. They collaborate and communicate within their team. With 5-8 years of experience, they possess a deeper understanding of operational functions and exhibit greater independence in decision-making within their assigned responsibilities. They are adept at handling complex tasks and may take on leadership roles within their team. They collaborate closely with their team members, coordinate activities, and drive operational efficiency.	Intermediate Mid
S4	Employees on this level focus on tactical planning and execution. They have high autonomy and possess high professional expertise. They collaborate and communicate both within their team and across the business unit. They are involved in recruitment processes and play a role in training and mentoring activities. With 9+ years of experience, they have a comprehensive understanding of the business and industry landscape, enabling them to identify opportunities, mitigate risks, and drive results. They actively participate in recruitment processes, contribute to the selection and onboarding of new team members, and play a role in training and mentoring to foster professional growth and development.	Senior

📚 Professional

Jobs that require specialized knowledge or skills, such as those in the fields of engineering, accounting, or people and culture. They are usually more specialized and require a higher level of education, such as a bachelor's degree or higher, or equivalent experience.

Examples of professional jobs include engineers, accountants, and people analytics.

This career path includes six levels - P1, P2, P3, P4, P5, P6.
And in Simplified levels - Developing (P1+P2), Career (P3+P4), Expert (P5+P6)

Level	Description	Typical levels/titles
P1	Employees on this level represent an entry-level position focused on operational tasks. They have low autonomy and low professional expertise. They collaborate and communicate primarily within their team. Typically in the early stages of their career with 0-2 years of experience, they handle day-to-day operational responsibilities, follow established procedures, and contribute to the team's objectives. While they have limited decision-making authority, they work under the guidance and supervision of more senior team members. This level provides a foundation for learning and gaining practical experience in the field.	Intern Entry Junior
P2	Employees on this level are at the operational level with slightly more experience than P1. They have low autonomy and low professional expertise. They collaborate and communicate within their team. In the early stages of their career with 2-4 years of experience, they have a solid understanding of operational processes and contribute to the efficient functioning of their team. They handle more complex tasks, participate in problem-solving, and demonstrate growth in their expertise. While they continue to operate within established guidelines, they may have opportunities to provide input and suggestions to improve processes within their team.	Entry Junior
P3	Employees on this level represent an intermediate-level role in the operational domain. They have moderate autonomy and moderate professional expertise. They collaborate and communicate within their team. With 5-8 years of experience, they possess a deeper understanding of operational functions and exhibit greater independence in decision-making within their assigned responsibilities. They are adept at handling complex tasks and may take on leadership roles within their team. They collaborate closely with their team members, coordinate activities, and drive operational efficiency.	Intermediate Mid
P4	Employees on this level have a operational or tactical focus. They have high autonomy and possess moderate professional expertise. They collaborate within their team and business unit. Additionally, they play a key role in recruitment and training & mentoring activities, contributing to the development of the team and enhancing skills within the business unit. With 5-8 years of experience, they bring their expertise to drive operational success, ensure efficient processes, and support the growth and development of team members.	Senior
P5	Employees on this level have a tactical or strategic focus. They have high autonomy and possess high professional expertise. They collaborate within their business unit and with other business units. Additionally, they play an integral role in recruitment and training & mentoring activities, shaping the organization's talent acquisition and development strategies. With 9+ years of experience, they bring a strategic mindset and extensive expertise to drive the achievement of business unit objectives, foster collaboration across units, and contribute to the overall success of the organization.	Principal Architect Tech Lead
P6	Employees on this level have a strategic focus with very high autonomy and possess very high professional expertise. They collaborate extensively with other business units to drive organizational strategy and success. Additionally, they play a critical role in recruitment and training & mentoring activities, influencing the selection of top talent and fostering a culture of continuous learning and development. With their extensive experience and expertise, they bring a strategic perspective to drive long-term goals, foster collaboration, and promote innovation and growth across the entire organization.	Senior Architect Distinguished Tech Lead

💼 Management

Jobs that involve managing and supervising the work of other employees.

Examples of management jobs include team leaders, supervisors, and department managers.

This career path includes five levels - M1, M2, M3, M4, M5.
And in Simplified levels - Lower (M1+M2+M3), Middle (M4+M5).

Level	Description	Typical levels/titles
M1	Managers on this level are focused on operational tasks. They have low autonomy and low management expertise. They manage a team, supervising Support and Professional levels, and usually have one layer of management beneath them and have 0-2 years of management experience. They primarily focus on day-to-day operational tasks, ensuring smooth workflow, recruiting the right talent and supporting their team members. They contribute to the team's objectives while working under the guidance and supervision of higher-level managers, while also participating in training and mentoring initiatives.	Supervisor Team Lead
M2	Managers on this level have an operational focus with moderate autonomy and moderate management expertise. They manage a team, supervising Support, Professional, and M1 levels. Typically, they have two layers of management beneath them and 2-4 years of management experience. They play a role in separation processes, take ownership of the budget, and provide guidance and support to their team members. They recruit and train team members, actively partaking in mentoring schemes, contribute to the development of their team, enhance operational efficiency, and ensure effective resource allocation.	Manager
M3	Managers on this level have a tactical focus with moderate autonomy and high management expertise. They manage a team or a business unit, usually having two to three layers of management beneath them and 2-8 years of management experience. They supervise Professional, M1, and M2 levels. They are actively involved in separation processes, have budget ownership, and contribute to tactical planning and execution. They also oversee recruitment and mentor their staff. Their expertise fosters collaboration and effective communication to achieve desired outcomes.	Senior Manager Department Manager
M4	Managers on this level have a tactical focus with high autonomy and high management expertise. They manage a business unit, usually having two to four layers of management beneath them and 5-8 years of management experience. They supervise M1, M2, and M3 levels. Like M3, they are actively involved in separation processes, have budget ownership, and play a pivotal role in tactical planning. They excel in recruitment and provide team training. They exercise decision-making authority and drive operational excellence, motivating their team for established objectives.	Director Head of Department Manager
M5	Managers on this level can have a tactical or strategic focus, with high autonomy and high management expertise. They manage a business unit, usually having three to five layers of management beneath them and 5+ years of management experience. They supervise M2, M3, and M4 levels. Similar to M4, they are actively involved in separation processes, have budget ownership, and possess advanced management skills. They oversee recruitment and training. They foster innovation, drive change, and align with organizational goals to maximize performance.	Senior Director Head of Department Manager

👔 Executive

Jobs that involve making strategic decisions and setting the overall direction of the organization.

Example of executive jobs include vice presidents and executive officers.

This career path includes three levels - E1, E2, E3.
And in Simplified levels - Upper (E1+E2), Top (E3).

Level	Description	Typical levels/titles
E1	Executives on this level have a strategic focus with very high autonomy and very high management expertise. They oversee multiple business units, usually having four to six layers of management beneath them and 9+ years of management experience. They supervise M4 and M5 levels. In addition to their involvement in separation processes and budget ownership, they play a critical role in strategic decision-making. They implement recruitment strategies and provide mentoring. They collaborate with stakeholders, align objectives, and foster sustainable organizational growth.	Vice President Head of
E2	Executives on this level have a strategic focus with very high autonomy and very high management expertise. They oversee multiple business units, usually having five to seven layers of management beneath them and 9+ years of management experience. They supervise M4, M5, and E1 levels. Like E1, they are actively involved in separation processes, have budget ownership, and possess extensive strategic decision-making experience. They oversee recruitment and team training. They influence change, drive organizational excellence, and inspire their teams for success.	Senior Vice President
E3	Executives on this level have a strategic focus with very high autonomy and very high management expertise. They affect the entire organization, usually having six to eight layers of management beneath them and 9+ years of management experience. They supervise E1 and E2 levels. In addition to their involvement in separation processes and budget ownership, they are responsible for strategic initiatives. They oversee recruitment and training, fostering a well-versed team. They foster innovation, lead change, and drive the organization towards long-term goals.	Executive Vice President C-Suite Chairman President

Role & Responsibilities

🔄 Employee Life Cycle

Activities that identify and express how employees engage with a company, including attraction, recruitment, onboarding, retention, skills development, and termination.

Recruitment	Identifies job vacancies or requirements within the organization. Conducts interviews and selects the best candidates to fill job openings. Ensures that the organization hires the right talent for the right roles (both in terms of skills and culture). Verifies references and conducts background checks.
Training and Mentoring	Assesses training needs and designs. Implements and delivers programs for new and existing employees. Provides one-on-one mentoring and coaching to employees to help them develop the skills and knowledge they need to excel in their roles. Evaluates that the training aligns with organizational goals.
Termination	Manages the termination process of employees who are leaving the organization. Ensures that all legal and administrative requirements are met. Conducts exit interviews to gather feedback and insights. Maintains positive relationships with departing employees to ensure a smooth transition.

📝 Planning & Execution

Activities focused on setting goals and objectives, creating strategies, analyzing market trends, and making informed decisions based on data.

Operational	Focuses on the day-to-day operations to run the business. Identifies and resolves issues that arise during tasks and projects. Ensures that all tasks are completed on time and to a high degree of quality, remaining aligned with the strategy. Deals primarily with the execution of short-term plans (3 - 6 months).
Tactical	Identifies the activities and milestones the company needs to create alignment with the vision. Develops detailed tactical plans and coordinates with operational teams. Focuses on specific business units to support the organization's strategy. Deals with the execution of mid-term plans (6 months - 2 years).
Strategic	Sets objectives and goals that focus on the mission and vision of the organization. Monitors and evaluate performance, developing partnerships and collaborations. Determines the overall right direction for the organization. Deals with the big picture and the execution of long-term plans (2+ years).

🎯 Accountability & Responsibility

Activities that refer to the obligation of individuals or teams to complete tasks, achieve goals, monitor progress, and communicate with team members and stakeholders.

Autonomy	Demonstrates the ability to make independent decisions that are consistent with the organization's goals and values. Selects and prioritizes tasks that align with the company's goals and objectives. Takes ownership of their work, fosters creativity and innovation, and contributes to a culture of excellence and high performance.
Professional Expertise	Demonstrates the knowledge and skills required for a job and shows the level of proficiency needed to perform it effectively. Provides specialized advice and guidance in particular areas. Conducts research and analysis. Is responsible for ensuring that products, services, and processes meet the highest quality standards.
Collaboration & Communications	Demonstrates the ability to work effectively with others and share information and ideas to solve problems and achieve shared goals and objectives. Works collaboratively to resolve conflicts or disagreements. Deals with the different interfaces of collaboration and communication, including colleagues, stakeholders, customers, and management.

🧑‍💼 Supervision & Management

Activities involving overseeing and directing employees and resources to achieve organizational goals, including developing action plans and monitoring progress.

Supervised Levels	Manages and supervises the selected levels within the organization (typically front-line, middle management, or senior management). Determines how levels will transform as the organization matures. Implements strategies and manages resources to achieve organizational goals.
Budget Ownership	Creates, manages, and makes decisions about the budget assigned to their organizational unit. Controls the financial resources of a department or organization. Has the authority to make decisions about how to allocate resources and prioritize spending within the budget. Identifies and manages financial risk to ensure departments remain stable.
Management Layers	Supervises and manages the hierarchical structure of management within the organization. Organizes different layers (typically top-level management, middle-level management, and front-line management) to distribute responsibility and authority. Reviews the layers to ensure the business is operating efficiently. Fosters communication and collaboration between layers.

🧭 Guidance

Some guidance about common benhcmarking paramaters.

Years of Experience

The number of years of relevant experience or amount of time an individual has spent working in a particular field or industry, and the relevant experience (direct or indirect) that has equipped the employee with the knowledge and skills to perform their current job effectively. Experience can be gained through working in different positions within the organization, in different companies, or through pursuing education and training.