Leapsome levels & competencies

What you're assessed against, at a glance

Pick your track and your current level. You'll see the expectations for where you are now, what changes at the next level, and the two things that apply the same everywhere: AI fluency and role specific skills.

How your review comes together

Level-specific competencies Impact, Ownership, Leadership — the bar rises with each level
AI fluency Same expectation at every level on your track
Role specific skills (optional) Only if your manager has set them with you
Performance outcomes The full picture your review is based on

1Start here — choose your career track

Level-specific competencies

2My level now 👇 click to select

AI fluency and role specific skills sit outside the level ladder. AI fluency is the same expectation at every level on your track — it doesn't scale as you go up. Role specific skills are an optional field your manager may use. Details below.
AI fluency

AI fluency

Same bar at every IC level

Role specific skills · optional

Role specific skills

Optional review field

Department-specific competencies are no longer used at the company level. Where your manager needs to coach on specific criteria, they can add role specific skills as an optional field in your review — and set expectations through clarifying docs, Leapsome goals, 1:1 action items, or roadmaps.

Use this cycle to align with your manager on what's expected of you in Q3. If nothing is set here, you're assessed on the core dimensions and AI fluency only.

What this can look like

  • A clarifying doc — e.g. an engineering team publishes "what strong code review looks like here."
  • A Leapsome goal — e.g. an AE and their manager set a goal on discovery-call quality for the quarter.
  • 1:1 action items — e.g. a designer and their manager agree two concrete craft areas to focus feedback on.

Content is taken from the Levels & Competencies framework (verified July 10, 2026). The "what this can look like" examples are illustrative, not exhaustive — your manager is the best place to start for questions about your specific level. Remember: growth within a level is real and recognized too, including through merit increases.

This policy is published for transparency only and reflects our Levelling Framework as of August 2026. It describes a general global approach; it is not a contract, offer, or entitlement to any salary, increase, or bonus, and may change at any time. US roles remain at-will and individual compensation is always governed solely by your written employment agreement and applicable local law.

Impressum