EPD Townhall

EPD Townhall

Agenda

• Performance & Feedback

• ​Compensation Philosophy

• Levels and Titles @ Quizizz​

• ​Culture as we grow

Performance Feedback

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• Feedback should be in our DNA​

• Decouple feedback and appraisals

• Regular timely feedback

  • Once a quarter (informal)

  • Remove recency bias​

Compensation Philosophy

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• Pay for performance

  • Invest in people based on merit and performance

• Outsized Productivity and Impact​​ | Outsized rewards

  • Attract and​ retain top talent

  • Fairness is the key​

Compensation Philosophy

• Actual numbers depend on multiple factors

  • Company performance

  • Your performance

  • Market ​Conditions

  • Relative to peers at the same level

Levels and Titles

Titles

• We are doing away with titles.

  • ​Product Designer II

  • Senior Product Manager

  • Software Engineer I

  • Sr. Engineering Manager

• Merit-based culture, reduce bias

• ​Most modern successful companies have been built this way

  • Facebook, S​tripe, Slack, etc.,

Tracks

• Two parallel tracks

  • Management

  • Individual Contributors (IC)

  • Lateral Tracks

  • ​One is not more important than the other

Titles

• Role-based

  • ​Product Designer

  • Product Manager

  • Software Engineer

  • Engineering Manager

Levels

Levels

​L3 Limited core skills, requires direction

L4 Functional core skills, require some direction

L5 Strong core skills, independent

L6 Fully developed core skills, impacts multiple teams

​

​

​Product Analyst

​Product Designer, Product Manager, Software Engineer,​

​Engineering Manager

​

​L7 Defines core skills, impacts organization

Levels | Managers

​L3

L4

L5 | M1 First time manager

L6 | M2 Leads team(s), starting to grow to multiple teams

​

​

​

​Data Analyst Manager

​Design Manager

Engineering Manager ​

​Product Manager Lead​

​

​L7 | D1Leads an area / org

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​L8 | D2 Leads an area / org

​​

​

Director

​

Levels

Levels

• We will support early career to industry-leading progression as ICs

  ​

• ​Moves between tracks are lateral (Manager <--> IC)

  ​

• ​Private between you and the company internally

  ​

• External Titles (eg. LinkedIn​)

Expectations

Career Progression

• We'll define expectations for every level over the next quarter

  • Engineering

  • Design

  • Product

  • Data

​

Appraisals

• Eligible people will have conversations wrapped up this week

  • Start Date | On or before Jan 31, 2022

• New pay scale effective Jul 1, 2022

• ​Appraisal cycle | Jul 1 - June 30

• ​

Culture as we grow

• We need to adapt/evolve to continue to be successful

• We want to preserve our small company DNA

• Hierarchy is *not* what we want

  • Conscious effort required from each and every person

• Process only as much as necessary

  • ​Not a substitute for Ownership

Values

• Ownership | find a way, unblock yourself

• Speed | speed is any startup's biggest moat

• Excellence | take pride in whatever you do

• Impact | understand the product. know what your work means

• Take care of each other | grow with each other. be kind, not nice

Questions?