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Career Progression at Buckhill

The following provides an overview of our job systematisation, that we call our success-framework. It is used within every department and forms a transparent and structured progression plan for your journey with us.

Career Progression

What Is Systematisation?

You've probably heard of the adage "If You Fail to Plan, You Are Planning to Fail" and you may have worked in an organisation where changes happened reactively and your job responsibilities changed on a regular basis. In our experience, it's very common.

As a small start-up, that used to be our story, hyper-focusing on delivery at the expense of planning.

But as we've grown, we've had to change and evolve to embrace the changing working environment, with most employees now working from home or coming to the office for meetings or when strictly necessary.

Our managers who were used to working in an office environment, suddenly found themselves missing the short and informal meetings needed to gauge the workload or project progression. Unsure of how to get that information, we then introduced a lot more meetings, which led to micro-management creeping in and a loss of productivity; exactly what we were trying to avoid.

Embracing remote working and being effective has required more than a change in behaviour and communication, but our success has been based on numerous iterations and attempts to define a structured framework that ensures everyone is aligned at all times and knows what is expected of them, without being imposed on.

During the development of our success-framework we published hundreds of drafts in collaboration with our team leads and employees from every department, who themselves provided hundreds of comments that gave us very valuable feedback that helped shape where it is today.

How It Impacts You

Using our success-framework everyone in the business knows what to do, how and when. As a living document it will be polished and tweaked as we continue to grow, giving you the opportunity to be involved. It's the start of a new chapter for us as an organisation where we can now embrace asynchronous working practices with colleagues from around the world.

Gone are the need for endless meetings and complex overlapping policies. Everyone knows what is expected of them in order to progress to the next level, removing ambiguity and uncertainty.

We've published our job systematisation template below, with every department inheriting these roles and responsibilities, adding their own department-specific duties as necessary.

You can read about each department specific responsibilities within their own department section.


How Teams Are Organised

The following high-level structure denotes how each department is organised. It's very important for us that team leads and managers have experience performing the work of those they are managing.

If organisation and management is not something that interests you, then we also offer specialisations and a non-management track that ensures you can continue to grow and increase your value.

Teams to Departments

Pay Grade Structure

Within each level there are 3 distinct pay bands, ensuring you're always paid for the value you bring and the effort you put in. Pay grades are then adjusted depending on where you live, to take into consideration the cost of living. We publish gross salaries for each job advertisement.

  • Probation - if you aren't quite there in performing all the duties required of a particular level, then we provide assistance to help you grow. This grade is typically paid 85-90% of the standard pay grade for the level, but more than the previous level.
  • Standard - represents the standard pay grade for the level where all duties are performed.
  • Performance - enables you to earn more than the Standard pay grade for the level you are currently at. Performance reflects that you doing some of the duties from the level(s) above. This grade is typically paid up to 120% of the Standard pay grade.

Your team lead and colleagues from HR will perform bi-annual self-assessment reviews with you. These meetings are an opportunity to highlight areas you have grown and for us to see your effort and contribution.


Levels Overview

The following table describes high-level requirements expected of everyone working at a certain level.

Senior Roles
Level 6 Has a title like: Head of Department
This is who you are: Someone who wants to create productive, orderly and predictable working environments that others thrive in.
This is what you do: Implement structured working methods and long term plans to ensure that groups of teams can work with each other and achieve common goals.
Has a title like: Architect, Lead Designer, Senior Analyst
This is who you are: An expert in their field who possesses significant knowledge and experience and applies that knowledge to the benefit of the entire company, by sharing it with others.
This is what you do: An expert who influences and leads the thinking and action across the company. The person who pioneers new ways of working, thinking and doing.
Level 5 Has a title like: Team Lead (bolt on title +1 level)
This is who you are: Someone who likes bringing harmony and order to a small group of people and seeing a team of people succeed because of their collective strengths.
This is what you do: Ensure that smaller groups of people work out how to get on with each other and get the best from each other by planning and thinking ahead.
Has a title like: Senior Analyst, Lead Account Manager
This is who you are: Someone who leads by example, is the first to jump in to resolve challenges and problems and the first to try a new approach when it's required.
This is what you do: An expert who identifies technical challenges and resolves them without prompting.
Level 4 Has a title like: Senior Engineer, Senior Account Manager, Analyst
This is who you are: Someone who is highly capable at what they do and works with minimal direction towards a shared goal. Someone who takes the initiative when others don't know what to do.
This is what you do: Someone who works independently on larger projects and tasks and needs minimal direction to achieve a goal.
Mid, Junior & Trainee Roles
Level 3 Has a title like: Project Manager, Developer
This is who you are: The confident generalist who can apply themselves to the majority of tasks and undertake them successfully. Someone who has enough spare time to help others move forward.
This is what you do: Capable of independent work, within broad boundaries. Able to effectively manage their own time to deliver results.
Level 2 Has a title like: Junior (Marketing, Developer)
This is who you are: The helpful co-worker who is willing to apply themselves to their work but occasionally needs help and assistance.
This is what you do: Capable of independent work on defined and discrete tasks. Able to work, under supervision, on less well defined tasks. Demonstrably willing to learn and progress within their chosen career path.
Level 1 Has a title like: Trainee or Assistant
This is who you are: An aspiring starter who wishes to achieve more and is willing to learn.
This is what you do: Demonstrably willing to learn and progress within their chosen career path. Able to follow clear instruction and direction without requiring close supervision or micro task management.

Leadership and Management

Anyone can exercise leadership and management skills by showing others how to do something.

Leaders may be disruptive and challenging, as long as it's in the right context.

Managers create predictable, stable and systematic environments that allow employees to undertake their tasks without unnecessary challenges.

Leaders and managers have to work together:

  • Too much disruption can lead to instability
  • Too much stability can lead to a lack of progression and competitive edge.

All senior roles (level 4 and above) have increasing management and leadership responsibilities, in proportion to their position within the organisation.

Whilst there are differences between leaders and managers, both have common values, some of which are listed below.

Leaders and managers are:

  • Clear about what they are trying to achieve.
  • Honest and the first to praise or help others.

Leaders and managers recognise that there are no absolute measures of value and they:

  • Measure what can be measured today, working out the balance tomorrow.
  • Ensure that value judgements are made by people who undertake the task.
  • Involve the clients of internal teams and departments in constructive feedback.
  • Mistakes and errors can happen. It's the lesson not the mistake that counts.

Technical (or Administrative) Roles

These roles do not contain delegated HR responsibilities but as the level of the role increases there is increased expectation for the employee to show general leadership and management qualities.

Career Advancement

Career advancement is not automatic and is dependent on consistent performance and application of skills learned.

As a general illustration of what is required to progress to the next level, pay grades 1 to 4 have an Advancement section to give each employee a broad idea of progression requirements.

These requirements are not exhaustive and are for illustration purposes only.


Head of Department (Level 6)

Level 6 The person who is: The organiser who creates productive and harmonious working environments. An expert in their field who possesses significant knowledge and experience in their field and can apply that knowledge to the benefit of the department as a whole.
And does this: Influences and leads the thinking of their Department and the company, making things happen in an organised and predictable manner.

The Head of Department leads between 2 and 5 teams of people, managing 2 to 5 direct reports (the Team Leaders).

As such the Head of Department is responsible for creating a collaborative, productive and harmonious working environment, trusting that their direct and indirect reports are able to undertake their tasks and duties effectively

Leadership
  • Lead by example, being the first to undertake something new, the first to admit fault, the first to praise or encourage others.
  • Motivate others to achieve more by achieving more themselves.
  • A persuasive communicator capable of influencing senior managers within and outside the organisation.
  • A highly perceptive individual who can recognise patterns and see how systems, processes and products can be changed, transformed and optimised
  • Providing career expertise, best practice and solution guidance to all members of the Department.
  • Be the strategic owner of an effective, ambitious roadmap.
Management
  • They are able to initiate and lead discussions and meetings across the company
  • They are responsible and accountable for Departmental performance and conduct.
  • Ensure that the facts are communicated clearly, concisely and politely.
  • Ensure that challenging topics and people are dealt with promptly, effectively and professionally.
delegated Human Resources responsibilities
  • Performance reviews and appraisals take place on a regular basis.
  • Define metrics for monitoring performance and setting goals for other members within the team
  • Monitoring of sickness and absence takes place.
  • Assistance with the selection and recruitment of new employees to the team is provided.
  • They are the first and central point of contact for:
    • Disciplinary and grievance procedures.
    • Professional development plans for the Department.
    • Recommendations for promotion and technical progression within the Department.
  • Onboarding takes place for:
    • New team members for team and company processes, procedures and regulations.
Supervision of Employees
  • Retains responsibility for all delegated tasks.
  • Delegates and supervises tasks, at a high level, to ensure that agreed outcomes are achieved.
Reporting
  • Performance of the Department against agreed targets.
Performance review
  • For all Department members.
Collaboration
  • With Team Leads and other Heads of Department.
Mentoring and Support
  • Work with team members to ensure that mentoring and support helps them to progress and achieve their potential.
Technical
Other Duties
  • You will be expected to carry out any other duties that may be reasonably asked of you.
  • Example: All employees who work in the department cover for each other during vacation or if someone is out sick. This means you may have to occasionally take on tasks outside the normal scope of your job.
Reports to
  • Nominated senior manager.
Education, qualification and experience:
  • Minimum degree education.
  • At least 10 years of work experience.
  • Ability to work without supervision on problems which require independent work.
  • Advanced knowledge of English in speech and script.
  • Problem solving and task delegation skills.
  • Experience of SaaS, software, finance, insurance or related industry vertical.

Team Lead (Level 5)

Level 5 The person who is: The Team Lead, most senior technician or administrator (in a team or department), who identifies technical challenges and resolves them without prompting.
And does this: Influences and leads the thinking of a team, working within the boundaries of time boxed projects and epics, distributing work fairly, according to the capabilities of their direct reports.

The Team Lead manages a single group of individuals, typically between 2 and 5 other members of the team. The Team Lead ensures that the team works as a coordinated unit.

Leadership
  • Contribute to and be responsible for an effective Team roadmap.
  • Lead by example, being the first to undertake something new, the first to admit fault, the first to praise or encourage others.
  • Motivate others to achieve more by achieving more themselves.
  • A capable communicator capable of influencing Team leads and Department Heads within the organisation.
  • A perceptive individual who can recognise patterns and see how systems, processes and products can be changed, transformed and optimised
  • Providing career expertise, best practice and solution guidance to all members of the Team.
Management
  • They are able to initiate and lead discussions and meetings across the company.
  • They are responsible and accountable for Team performance and conduct.
delegated Human Resources responsibilities
  • Performance reviews and appraisals take place on a regular basis.
  • Define metrics for monitoring performance and setting goals for other members within the team
  • Monitoring of sickness and absence takes place.
  • Assistance with the selection and recruitment of new employees to the team is provided.
  • They are the first and central point of contact for:
    • Disciplinary and grievance procedures.
    • Professional development plans for the Department.
    • Recommendations for promotion and technical progression within the Department.
  • Onboarding takes place for:
    • New team members for team and company processes, procedures and regulations.
Supervision of Employees
  • Retains responsibility for all delegated tasks.
  • Delegates and supervises tasks, at a high level, to ensure that agreed outcomes are achieved.
Reporting
  • Performance of the Team against agreed targets.
Performance review
  • For all Team members.
Collaboration
  • With Team Leads and Head of Department.
Mentoring and Support
  • Work with team members to ensure that mentoring and support helps them to progress and achieve their potential.
Technical
Other Duties
  • You will be expected to carry out any other duties that may be reasonably asked of you.
  • Example: All employees who work in the department cover for each other during vacation or if someone is out sick. This means you may have to occasionally take on tasks outside the normal scope of your job.
Reports to
  • Head of Department or nominated senior manager.
Education, qualification and experience:
  • Minimum degree education.
  • At least 7 years of work experience.
  • Ability to work without supervision on problems which require independent work.
  • Advanced knowledge of English in speech and script.
  • Problem solving and task delegation skills.
  • Experience of SaaS, software, finance, insurance or related industry vertical.

Senior Role 2 (Level 5)

Level 5 The person who is: The Team Lead, most senior technician or administrator (in a team or department), who identifies technical challenges and resolves them without prompting.
And does this: Influences and leads the thinking of a team, working within the boundaries of time boxed projects and epics, distributing work fairly, according to the capabilities of their direct reports.

The Lead is an individual who can see a vision of the future and then make that future happen, today. They know when things are working well but have an instinct for change, when change is required.

Leadership
  • Lead by example, being the first to undertake something new, the first to admit fault, the first to praise or encourage others.
  • Identify new technology, processes and practices that will make the company more successful.
  • Be the pioneer who works out how to make complex challenges simple and then shows others how to do the same.
  • Be responsible for showing employees better ways of working.
  • Be clear about what's expected of others.
Management
  • Work across the company to identify and resolve complex challenges that involve more than one department.
  • Ensure that multi department and team projects are delivered according to commercial requirements.
  • Predict structural problems, identifying and championing solutions.
  • Identify, define and implement technical solutions to address new and future challenges.
  • Jump in and assist more junior team members resolve their challenges.
delegated Human Resources responsibilities
  • Education and development plans are documented and distributed.
  • Onboarding
    • Inductions for all new team members.
Supervision of Employees
  • A significant portfolio of projects and the freedom to work on their own, self-identified, projects.
Reporting
  • Accounting for all time spent by themselves and others on their project portfolio.
Performance review
  • Lead planning and retrospective meetings.
  • Lead peer evaluation, quality assurance and process improvement initiatives.
  • Identify and establish continuous improvement programmes
    • e.g: code and security reviews.
  • Personal performance, via periodic reviews.
Collaboration
  • Lead by example taking ideas from proof of concept to working production code. OR
  • Lead by example taking ideas from concept to working processes and procedures.
Mentoring and Support
  • Educate, train and inform entire Teams and Departments.
  • Work with team members to ensure that mentoring and support helps them to progress and achieve their potential.
  • Ensure that senior peer networks provide leadership, advice and guidance across the company.
Technical
Other Duties
  • You will be expected to carry out any other duties that may be reasonably asked of you.
  • Example: All employees who work in the department cover for each other during vacation or if someone is out sick. This means you may have to occasionally take on tasks outside the normal scope of your job.
Reports to
  • Head of Department or nominated senior manager.
Education, qualification and experience:
  • Minimum degree education.
  • At least 7 years of work experience.
  • Ability to work without supervision on problems which require independent work.
  • Advanced knowledge of English in speech and script.
  • Problem solving and task delegation skills.
  • Experience of SaaS, software, finance, insurance or related industry vertical.

Senior Role 1 (Level 4)

Level 4 The person who is: The highly capable technician, or expert, who knows how to make things work within their field of expertise and who is able to work with very little direction.
And does this: Capable of independent work, within broad boundaries. Able to effectively manage their own, and others, time to deliver results on larger epic sized projects
Advancement:

Progress to Level 5 is variable.

Requirements: (subject to peer and management review) can demonstrate extensive application their professional knowledge and is demonstrably a leader, who mentors and inspires others.

The Senior role shall be the most capable individual in their team, the person most likely to tackle the unknown, identify and resolve complex challenges, the first to jump in and make something happen.

Leadership
  • A technical authority in their delegated field of expertise.
  • A collaborator who listens.
  • Consistent in application of best practice in all areas of their role.
  • Someone who upholds best practice in all areas of their role and encourages others to do the same.
Management
  • Work across the Department to identify and resolve complex challenges that involve more than one team.
  • Ensure that departmental projects are dealt with promptly, effectively and professionally.
  • Predict structural problems, identifying and implementing solutions.
  • Identify technical solutions to address new and future challenges.
  • Jump in and assist more junior team members resolve their challenges.
delegated Human Resources responsibilities
  • Education and development plans are documented and distributed.
  • Onboarding
    • Inductions for new department and team employees.
Supervision of Employees
  • Basic supervision of delegated projects, processes or tasks that involve more junior members of the team.
Reporting
  • Personal productivity via required reporting channels or systems.
    • E.G: updating time spent on Jira tickets.
  • General personal productivity, via periodic reviews.
  • Reporting on effectiveness of established processes, as directed by their Team Lead.
Performance review
  • As directed deputising for a Team Lead, or Head of Department:
    • Lead planning and retrospective meetings.
    • Lead peer evaluation, quality assurance and process improvement under the direction of a Team Lead or Manager.
  • Personal performance, via periodic reviews.
Collaboration
  • Collaborate across departments to achieve common goals.
  • Work independently towards commonly identified goals.
  • Lead and establish peer networks, ad-hoc groups and mentoring networks.
Mentoring and Support
  • Technical mentoring and support is provided.
  • Guide junior employees and provide assistance with project and task work.
  • Documentation of new processes is undertaken and explained to all junior members of the team.
Technical
Other Duties
  • You will be expected to carry out any other duties that may be reasonably asked of you.
  • Example: All employees who work in the department cover for each other during vacation or if someone is out sick. This means you may have to occasionally take on tasks outside the normal scope of your job.
Reports to
  • Team Lead or Head of Department
Education, qualification and experience:
  • Minimum secondary education.
  • At least 5 years of work experience.
  • Ability to work without supervision on problems which require independent work.
  • Advanced knowledge of English in speech and script.
  • At least 2 years experience in a SaaS, software, finance, insurance or related industry vertical.

Line Role (Level 3)

Level 3 The person who is: The confident generalist who can apply themselves to defined tasks and complete them. They can mentor and supervise the work of more junior members of the team.
And does this: Capable of independent work, within broad boundaries. Able to effectively manage their own time to deliver results on discrete, defined, projects, user stories and tasks.
Advancement:

Progress to Level 4 is variable.

Requirements: (subject to peer and management review) Can work proactively and take large projects and split the workload into sizeable and approachable tickets, or tasks, which could be delegated to others.

The Line role represents a capable, independent thinker, who knows how everything fits together and can work on their own projects without supervision.

At this level the individual is capable of seeing that change is required and can make changes within their area of expertise with confidence.

Leadership
  • Responsible for learning leadership skills, as part of professional development.
Management
  • Responsible for learning management skills, as part of professional development.
delegated Human Resources responsibilities
  • None
Supervision of Employees
  • Provide peer advice, mentoring and assistance to more junior employees in the form of best practice,
Reporting
  • Personal productivity via required reporting channels or systems.
  • General personal productivity, via periodic reviews.
  • Produce basic reporting for established processes, as directed by their Team Lead.
Performance review
  • Participate in required planning and retrospective meetings.
  • Personal performance, via periodic reviews.
  • Participate in peer evaluation, quality assurance and process improvement under the direction of a Team Lead or Manager.
Collaboration
  • Work under the direction of their Team Lead
  • Collaborate with their peers and juniors
  • Provide advice and assistance to junior team members.
  • Maintain and provide stability and guidance to one, or more, peer networks.
Mentoring and Support
  • Provide mentoring for juniors, as directed by Team Lead.
Technical
Other Duties
  • You will be expected to carry out any other duties that may be reasonably asked of you.
  • Example: All employees who work in the department cover for each other during vacation or if someone is out sick. This means you may have to occasionally take on tasks outside the normal scope of your job.
Reports to
  • Team Lead or Head of Department
Education, qualification and experience:
  • Minimum secondary education.
  • At least 3 years of work experience.
  • Ability to work without supervision on problems which require independent work.
  • Advanced knowledge of English in speech and script.
  • Advanced understanding of information technology.
  • At least 1 years experience in a SaaS, software, finance, insurance or related industry vertical.

Junior Role (Level 2)

Level 2 The person who is: The helpful co-worker who is willing to apply themselves to defined tasks but may require assistance, from time to time.
And does this: Capable of independent work on defined and discrete tasks. Able to work, under supervision, on less well defined tasks. Demonstrably willing to learn and progress within their chosen career path.
Advancement:

Progress to Level 3 expected to take up to 2 years.

Requirements: (subject to peer review) can demonstrate proactive application of knowledge by working to specifications and proactively resolving inconsistencies or challenges arising from the project, or task.

The Junior has a basic working knowledge of everything required. Someone at this level is expected to be able to use the tools provided to get their job done, without supervision. They'll aspire to tackle undefined tasks with some help and assistance.

At this level the individual shall have a well developed sense of what works and what needs to change, and can articulate the need for change to other members of the team, or department.

Leadership
  • None
Management
  • None
delegated Human Resources responsibilities
  • None
Supervision of Employees
  • None
Reporting
  • Account for all time spent on tasks.
  • Participate in productivity reviews with their Team Lead.
Performance review
  • Participate in required planning and retrospective meetings.
  • Personal performance.
Collaboration
  • Collaborate with their peers and juniors.
Mentoring and Support
  • Assisting trainee colleagues, when requested to do so.
Technical
Other Duties
  • You will be expected to carry out any other duties that may be reasonably asked of you.
  • Example: All employees who work in the department cover for each other during vacation or if someone is out sick. This means you may have to occasionally take on tasks outside the normal scope of your job.
Reports to
  • Team Lead
Education, qualification and experience:
  • Minimum secondary education.
  • At least 1 years of work experience.
  • Ability to work without supervision on problems which require independent work.
  • Advanced knowledge of English in speech and script.
  • Good client presentation skills.

Apprentice/Trainee/Intern Role (Level 1)

Level 1 The person who is: An aspiring starter who wishes to achieve more and is willing to learn.
And does this: Demonstrably willing to learn and progress within their chosen career path. Able to follow clear instruction and direction without requiring close supervision or micro task management.
Advancement:

Progress to Level 2 expected to take up to 12 months.

Requirements: (subject to peer review) can demonstrate proactive application of learned knowledge.

The Apprentice, Trainee or Intern is the most junior role within the Department. The individual does not require any prior knowledge of industry processes and practices - it is enough to have some theoretical knowledge and a strong desire to learn quickly and to learn a lot

Leadership
  • None
Management
  • None
delegated Human Resources responsibilities
  • None
Supervision of Employees
  • None
Reporting
  • Personal productivity only.
Performance review
  • Personal performance only.
Collaboration
  • Work under the direction of their nominated mentor.
  • Be an effective learner and collaborator.
  • Participate in peer networks.
Mentoring and Support
  • The junior/apprentice shall be expected to:
    • Receive positive and negative feedback.
    • Ask for assistance when challenged or blocked.
    • Be meticulous and attentive when undertaking tasks
    • Not underestimate the complexity or length of any task.
    • Ask questions about any new task and its purpose, including time it should take to complete any given task.
Technical
Other Duties
  • You will be expected to carry out any other duties that may be reasonably asked of you.
  • Example: All employees who work in the department cover for each other during vacation or if someone is out sick. This means you may have to occasionally take on tasks outside the normal scope of your job.
Reports to
  • Team Lead
Education, qualification and experience:
  • Minimum secondary education
  • No experience required
  • Knowledge of English in speech and script
  • Additional skills and qualifications that are required for a certain department

Careers Links


Meet the HR Team

Our HR team are happy to answer any questions or queries you may have.
They will be your first point of contact when you submit your application and will be guiding you through the whole process.

You can reach them by emailing employment@buckhill.co.uk.

Mateo - HR Generalist

Mateo - HR Generalist

Mislav - HR Assistant

Mislav - HR Assistant