At Atlan, we often promote before we actually promote. If you perform and show high potential for a respectable amount of time in your current role, you will be given responsibilities higher than your current role early. Once you have demonstrated that you are ready to take on a new role, you are given a promotion.

Different functions have different growth paths that are broadly broken into levels such as L1, L2, L3 and so on.

• Each function has created its own set of titles associated with each band
• Each function has its own compensation ranges associated with each band, which are calibrated against the market standards for different functions and roles

Note: Internal parity is defined based on each function's band breakup and not at a company band level.

Bands and associated titles

Currently, the following teams have clearly defined growth structures. These are often built when the team goes beyond 2-3 people and becomes more mature. Please see the table below for the currently defined team growth paths:

Untitled

Some roles such as Data/Customer Success, Go-to-Market, Finance and Operations still are in their nascent stages due to which they do not have defined formal growth paths. As these functions grow and mature, we will define more formal growth paths for them.