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 is 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 have three Tracks Givebutter that dictate how an individual contributes. Employee’s 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 contractors.

Management (MGR). Management level roles are responsible for their own contributions as well as a teams 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 ones role, at what level they contribute on a day to day basis and how much oversight is needed.
  2. OKRs. This refers to the level of responsibility the role holds to department or vertical level OKRs or you could think of this as ‘to what degree does this individual contribute to the overall strategy of the department or vertical they fall within’ OR ‘to what degree is this role ‘bonused’ on meeting OKRs and metrics for their vertical or department.’
  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