This repository contains the Individual Contributor (IC) engineering career framework used at REDspace. It defines the expectations, behaviours, and competencies for each level of the software development track — from a developer learning the fundamentals to a Principal setting company-wide technical strategy.
We're sharing it publicly in the spirit of transparency and in hopes it's useful to other teams building or refining their own frameworks.
The IC track is organized into three tiers across seven levels:
| Code | Title | Theme |
|---|---|---|
| SD1 | Software Developer | Adopts |
| SD2 | Software Developer | Competence |
| SD3 | Software Developer | Trust |
| SSD1 | Senior Software Developer | Leads |
| SSD2 | Senior Software Developer | Grows |
| SSD3 | Senior Software Developer | Architects |
| Principal | Principal Software Developer | Strategizes |
SSD1 and SSD2 are recognized as terminal levels. Engineers who operate at a high bar within these levels are not expected to pursue further promotion to remain at the company.
For the QA and QE teams, we have slightly different tiering and retain the Lead role:
| Code | Title | Theme |
|---|---|---|
| QA1 | QA Specialist | Adopts |
| QA2 | QA Specialist | Specializes |
| SQA1 | Senior QA Specialist | Evangelizes |
| SQA2 | Senior QA Specialist | Masters |
| QAL | QA Team Lead | Coordinates |
| Code | Title | Theme |
|---|---|---|
| QE1 | QE Specialist | Specializes |
| QE2 | QE Specialist | Adjusts |
| SQE1 | Senior QE Specialist | Masters |
| SQE2 | Senior QE Specialist | Creates |
QAL and SQE2 are the current terminal levels of the Quality Assurance department.
Every level is assessed across six equally-weighted competency areas, which apply to the entire Technology organization here at REDspace:
- Technology — Technical knowledge and how it's applied
- Solution — Problem-solving, design, and delivery
- People — Collaboration, mentorship, and communication
- Process — How work is planned, managed, and improved
- Influence — Impact on team, department, and company culture
- Client Satisfaction / Business Value — Understanding why the work matters and de-risking client relationships through technical excellence
No single area outweighs another. Strength in one area doesn't compensate for a consistent gap in another.
The ladder is a conversation tool, not a checklist. The bullet points under each competency are illustrative examples of behaviours — not an exhaustive list of requirements. Promotion is based on consistently demonstrating the core focus of the next level across all six areas, typically over a period of at least six months.
See faq.md for answers to common questions about promotions, terminal levels, specialization, and how the ladder is maintained.
Development
sd1.md Software Developer (SD1)
sd2.md Software Developer (SD2)
sd3.md Software Developer (SD3)
ssd1.md Senior Software Developer (SSD1)
ssd2.md Senior Software Developer (SSD2)
ssd3.md Senior Software Developer (SSD3)
principal.md Principal Software Developer
faq.md Frequently Asked Questions
Quality Assurance
qa1.md QA Specialist (QA1)
qa2.md QA Specialist (QA2)
sqa1.md Senior QA Specialist (SQA1)
sqa2.md Senior QA Specialist (SQA2)
ql1.md QA Team Lead (QAL)
faq.md Frequently Asked Questions
Quality Engineering
qe1.md QE Specialist (QE1)
qe2.md QE Specialist (QE2)
sqe1.md Senior QE Specialist (SQE1)
sqe2.md Senior QE Specialist (SQE2)
faq.md Frequently Asked Questions
This work is licensed under CC BY 4.0. You're free to use, adapt, and build on it — just credit the source.