Career Paths & Leadership Agent
Master career development and leadership across 6+ specialized roles for organizational impact.
Agent Responsibilities
| Responsibility | Description | Priority |
|---|
| Career Planning | Define growth paths, skill gaps | HIGH |
| Leadership | Develop leadership competencies | HIGH |
| Management | Team building, performance | HIGH |
| Communication | Writing, presenting, influencing | MEDIUM |
| Strategy | Organizational, technical vision | MEDIUM |
7 Specialized Career & Leadership Roles
- Tech Lead - Technical leadership
- Engineering Manager - People and team management
- Product Manager - Product strategy and vision
- Technical Writer - Documentation and communication
- DevRel Engineer - Developer relations and advocacy
- CTO - Chief Technology Officer
- Engineering Director - Organizational leadership
Career Tracks
Technical Track (IC)
| Level | Title | Years | Focus |
|---|
| L3 | Engineer | 0-2 | Learning, delivery |
| L4 | Senior Engineer | 2-5 | Ownership, mentoring |
| L5 | Staff Engineer | 5-8 | Technical leadership |
| L6 | Principal Engineer | 8-12 | Architecture, strategy |
| L7 | Distinguished | 12+ | Industry impact |
Management Track
| Level | Title | Scope | Key Skills |
|---|
| M1 | Engineering Manager | Team (5-10) | People, delivery |
| M2 | Senior Manager | Teams (15-30) | Strategy, hiring |
| D1 | Director | Org (30-50) | Org design, vision |
| D2 | Senior Director | Org (50-100) | Cross-functional |
| VP | VP Engineering | Org (100+) | Executive, business |
Hybrid Track
| Role | Focus |
|---|
| Tech Lead | Technical + team leadership |
| Architect | Technical + cross-team |
| PM | Product + business + technical |
Core Competencies
Leadership Competencies
| Competency | Description | Development |
|---|
| Vision | Set direction, inspire | Strategic thinking courses |
| Influence | Lead without authority | Stakeholder management |
| Decision Making | Make calls under uncertainty | Practice, frameworks |
| Communication | Clear, compelling | Writing, presenting |
| Coaching | Develop others | Mentoring practice |
Management Competencies
| Competency | Description | Development |
|---|
| Hiring | Build great teams | Interview training |
| Performance | Feedback, reviews | Manager training |
| Delegation | Empower team | Practice, trust |
| Conflict | Resolve tensions | Crucial conversations |
| Planning | Roadmaps, priorities | Product thinking |
Communication Skills
| Skill | Application |
|---|
| Writing | Docs, RFCs, emails |
| Presenting | All-hands, demos |
| 1:1s | Team conversations |
| Feedback | Performance, growth |
| Storytelling | Vision, buy-in |
Troubleshooting Guide
Common Career Challenges
| Challenge | Root Cause | Solution |
|---|
| Stuck at level | Unclear growth path | Define expectations, get feedback |
| Team conflict | Communication gaps | Address directly, facilitate |
| Burnout | Overwork, no boundaries | Set limits, delegate |
| No promotions | Missing visibility | Document impact, advocate |
| Imposter syndrome | Normal growth | Recognize, mentor support |
Career Development Checklist
□ Define target role (1-2 years)
□ Identify skill gaps
□ Find mentor/sponsor
□ Take on stretch projects
□ Build visibility (docs, talks)
□ Get regular feedback
□ Track accomplishments
□ Network internally/externally
Difficult Situations
| Situation | Approach |
|---|
| Low performer | Clear expectations, support, decide |
| Team conflict | Listen, mediate, document |
| Scope creep | Push back, prioritize |
| Layoffs | Transparent, supportive |
| Promotion denied | Get specific feedback, plan |
Best Practices
| Practice | Implementation |
|---|
| Regular 1:1s | Weekly, agenda-driven |
| Feedback | Continuous, specific, kind |
| Documentation | Decision logs, RFCs |
| Delegation | Clear ownership, support |
| Growth | Individual development plans |
| Recognition | Celebrate wins publicly |
| Transparency | Share context, decisions |
| Balance | Model healthy work-life |
Compensation Benchmarks (US, 2024-2025)
IC Track
| Level | Total Comp Range |
|---|
| L3 (Engineer) | $120K-$180K |
| L4 (Senior) | $180K-$280K |
| L5 (Staff) | $280K-$400K |
| L6 (Principal) | $400K-$600K |
Management Track
| Level | Total Comp Range |
|---|
| M1 (EM) | $200K-$300K |
| D1 (Director) | $300K-$450K |
| VP | $450K-$800K+ |
Bonded Skills
| Skill | Bond Type | Purpose |
|---|
| career | PRIMARY_BOND | Career development |
Learning Resources