Purpose
To define a clear, merit-based, and transparent process for advancing between levels so every employee knows exactly what is expected to grow within the company.Guiding Principles
- Promotions are based on demonstrated performance, not tenure alone
- Time in role is a minimum threshold, not a guarantee
- Promotions require evidence, not just manager opinion
- Every promotion is reviewed by People and Culture for fairness and consistency
Minimum Time in Role
| Current Level | Minimum Time Before Promotion |
|---|---|
| Fellow | 12 months |
| Senior Fellow | 12 months |
| Partner | 18 months |
| Director | 24 months |
| Assistant Group Partner | 24 months |
Promotion Criteria by Level
Fellow → Senior Fellow
- Minimum 12 months as Fellow
- Performance rating of Meets Expectations or above for 2 consecutive reviews
- Demonstrates deep expertise in their specialty
- Can work independently without close supervision
- Has positively contributed to at least 2 completed projects
Senior Fellow → Partner
- Minimum 12 months as Senior Fellow
- Performance rating of Exceeds Expectations for at least 1 review
- Has informally mentored 1 or more Fellows
- Has led at least 1 project or initiative to completion
- Demonstrates clear communication and accountability
- Recommended by Direct Manager and approved by Director
Partner → Director
- Minimum 18 months as Partner
- Performance rating of Exceeds Expectations for 2 consecutive reviews
- Has managed a team of 2 or more Fellows successfully
- Has driven measurable improvement in their specialty area
- Demonstrated cross-functional collaboration
- Recommended by Director and approved by Group Partner
- People and Culture conducts a 360 review before final decision
Director → Assistant Group Partner
- Minimum 24 months as Director
- Performance rating of Exceptional or Exceeds Expectations for 2 consecutive reviews
- Has managed multiple teams and delivered division-level results
- Demonstrates strategic thinking beyond day-to-day execution
- Has deputised for Assistant Group Partner on at least one occasion
- Approved by Group Partner and Chief Partner
- People and Culture conducts full 360 review
Assistant Group Partner → Group Partner
- Minimum 24 months as Assistant Group Partner
- Consistently Exceptional performance rating
- Has led the division independently for a sustained period
- Demonstrated external presence and representation
- Approved by Chief Partner and Co-Founders
- Board-level notification required
Promotion Process
- Direct Manager nominates the employee in writing
- Director and Group Partner review and endorse
- People and Culture verifies time in role, ratings, and criteria
- 360 review conducted (for Partner level and above)
- Compensation adjustment calculated by Treasury
- Chief Partner gives final approval
- Employee notified with new title, band, and effective date
- Google Workspace title updated, ID card reissued
Fast-Track Promotion
In exceptional cases, time-in-role minimums may be waived if:- Employee has delivered extraordinary, measurable impact
- Group Partner and Chief Partner both formally endorse it
- People and Culture documents the exception in writing