At Givebutter, each role on our team is banded based on specific job criteria. This helps us maintain equity, benchmark compensation, create career paths, and plan headcount. Below is a guide to how we set bands and track career growth. A band is what is determined when all the criteria below are used to dictate the full purview of a role.

To see a more detailed breakdown of our banding system you can check out Givebutter’s Banding Chart.

🛣️ Tracks

We use three tracks Givebutter that dictate how an individual contributes. Employees can move between tracks as needed, based on their individual career paths.

Individual Contributors (IC). Individual Contributors are responsible for their own contributions to team, department, or company level goals and projects. ICs may oversee vendors, projects, or delegate to teams.

Management (MGR). Management level roles are responsible for their own contributions as well as a team's contributions. Management level roles may manage individuals, vendors, contractors, or other managers.

Executive (EX). Executive level roles generally oversee multiple functional areas or verticals and are often board and/or investor reporting.

🪜 Levels

There are 12 levels of career growth at Givebutter. Levels are not intended to always be sequential.

1 2 3 4 5 6 7 8 9 10 11 12
IC1 IC2 IC3 IC4 IC5 IC6 IC7 IC8 IC9
MGR5 MGR6 MGR7 MGR8
EX9 EX10 EX11 EX12 (CEO)

💼  Criteria

There are 5 different ways in which we measure the responsibility for each level:

  1. Scope. This refers to the general scope of one's role, at what level they contribute on a day to day basis and how much oversight is needed.
  2. Strategy & Outcomes. This refers to the degree to which a role influences, owns, and is accountable for business outcomes. As levels increase, individuals move from executing against defined goals to shaping priorities, setting direction, and owning results for a team, department, or company.
  3. Management. This refers to the level of management and/or delegation requirements the role has.
  4. Board. This refers to the level at which the role interacts with or provides materials that are board and/or facing.
  5. Budget. This refers to the level at which the role interacts with or dictates the budget for their department or vertical.

⚖️ Role Structure