Career ladders aren't enough – you need a thoughtful promotion process, too

How can you improve the quality of your promotion decisions, increase trust in them, and decrease bias and politicization?

When I joined Mailchimp two years ago as a Senior Director of Engineering, the company was expanding rapidly. During a growth spurt at any company, it’s common for job titles to get out of whack. New hires from different kinds of companies, acquisitions, and additional cities can skew the expectations of titles and expertise. Existing staff may take on responsibilities not reflected in their titles. Plus, promotion processes that evolved in an era where everyone knew each other don’t hold up in an environment with little or no overlap among people – and can leave qualified staff behind.

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