gabrielmoreira Career Planning
Design and execute a long-term career strategy.
Frameworks
IKIGAI — Find Your Direction
What you love
|
What you're ——— What the world
good at needs
|
What you can be paid for
Career Levels Progression
| Level | Focus | Timeline |
|---|---|---|
| L3 (Junior) | Execution, learning | 0-2 years |
| L4 (Mid) | Independent delivery | 2-4 years |
| L5 (Senior) | Technical leadership, mentoring | 4-7 years |
| L6 (Staff) | Cross-team impact, strategy | 7-10 years |
| L7 (Principal) | Org-wide influence, industry | 10+ years |
Skills Assessment
Every 6 Months
- List your top 5 technical skills (rate 1-10)
- List top 5 soft skills (rate 1-10)
- Identify 2 skills to grow next quarter
- Check job descriptions for target role — what's missing?
- Create a learning plan with specific milestones
Personal Board of Directors
Curate 3-5 mentors for different domains:
- Technical mentor (senior IC or architect)
- Career mentor (manager or director)
- Industry mentor (different company, same field)
- Personal mentor (life/career balance)
Career Pivot Plan
- Identify transferable skills
- Build portfolio projects in new domain
- Network with people in target field
- Get certification or targeted education
- Start with adjacent role, then pivot fully