3 steps to create a future proof career ladder

Creating a design career ladder is crucial for a team's growth and talent retention. The author developed one for Doddle during company expansion to align the design team with business goals. This lightweight framework helped improve hiring, foster stronger team development, and provide leadership with purpose. Without a structure, growth becomes chaotic and can lead to inconsistency and a lack of strategic perspective. Designers often struggle with understanding their progression path and what is expected at higher levels. The author's goal was an actionable, flexible, and realistic framework, not an overly complex document. Key steps involved aligning with the business's two-year strategic vision and market focus. Researching existing industry career ladders from companies like Figma, Intercom, and GitLab provided valuable inspiration. Importantly, the process was collaborative, involving the design team to ensure buy-in and incorporate their feedback. Foundational principles like human-centered design and end-to-end ownership were established before defining skill sets. Five key skill areas were identified: Communication & Collaboration, Problem Solving & Strategy, Research, Data & Validation, Craft (UX), and Visual Design. The ladder was immediately put into practice for hiring, individual development discussions, and cross-functional alignment. Ultimately, design career ladders, even for startups, are strategic tools that make team members feel valued and supported, leading to better outcomes.