The Relationship between Steps and Compensation Most of the organization would have been reading the document for the first time after the town hall, and some had only read earlier drafts. In retrospect, we should have followed up with some more opportunities to talk to our working group face-to-face. We prompted people to read the document, ask questions in the document, via a mailing list or a slack channel that we set up, or to ask their manager. In the presentation, we left plenty of time for questions, which was good.

Leading up to the town hall we’d done several reviews of earlier iterations with increasingly larger groups from the organization, and we’d given trainings in Steps and conversations around Steps for every manager in Technology. We launched the request for comments (RFC) version of Career Steps at a special town hall for Spotify’s entire technology department in December, 2014.

If you haven’t read the first two parts, I suggest that you read those first before proceeding with this one. In this segment, I’ll talk about the lessons we learned rolling out the framework to the technology organization. Part two contained version 1.0 of our framework. Part one discussed the process we used to formulate the framework.

This is part three of a three-part series on how we created a career path framework for the individual contributors at Spotify.

Spotify careers review