Careers at Secure Group

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The Secure Group career journey presents a transparent overview of every aspect of company life for both candidates and employees. There are two career paths – for management and for individual contributors. Both paths are equally paid in similar positions, as they bring the same value to Secure Group. The management path, however, emphasizes on leading people.

The knowledge, technical skill requirements, and salary grids for each position at the company are collected within section Frameworks. Frameworks are Secure Group’s unique tool to transparently show exactly what technical skills are required for career progress and salary increase. There are six levels to each path and position at the company increasing in responsibility and complexity. New levels come with salary raises and require both adherence to the company values, as well as specific sets of technical knowledge and the Culture Code.

Notably, recruits may start at any level, as long as they meet its requirements during the Hiring Process.

Each level has four Steps. They are designed as a quick way for superiors to evaluate progress. Unlike levels, steps are more related to initiative, ownership. Put simply, a change in behavior equals a change in salary.

The Performance Evaluation process details the types, format, and procedures to advance within Secure Group. The Feedback section lists the four possible outcomes from these evaluations.


Different employees have different behaviors and goals. Some are area experts that want to develop their skills even more in-depth rather than manage others. Unlike many companies, Secure Group believes that experts should not be forced to become managers in order to progress within a company. Thus, there are two distinct development paths available to all employees: Individual Contributors and Management.

Both paths have specific Levels, Steps, and Performance Evaluation structure to reflect the differences in required knowledge and responsibilities. This way, Secure Group not only sets the right expectations during the Initial Contact stage of the Hiring Process, but are also educating people on the technical knowledge and values required for career development. Individual Contributors Path and Management Path demand different mindsets.

  • Individual contributors do not necessarily want (or have the ability) to manage people. The Individual Contributors Path is focused on the development of technical skills and company knowledge. Levels and steps within this path are tied to complexity, ownership, and initiative.
  • Managers develop their passion for advising and leading people along with a degree of independence and project responsibility. Managers are also ambassadors of the Culture Code and are responsible for the evaluations of levels and steps of individual contributors.

The two paths for development are not exclusive. Individual Contributors may choose to become managers once they reach Level 3 of their chosen Framework. Managers and individual contributors on the same level and step receive equal compensation, as their contribution to the overall product of Secure Group is weighed the same.


Section Frameworks contains all the skills and technical knowledge required to satisfy the demands of a position, as well as the requirements to progress to a new level. Frameworks are the unique aspect of the Secure Group Career journey. They present the progression opportunities for all employees transparently and set guidelines for individual growth within the company.

There are a total of 18 Frameworks covering every position within Secure Group. They are divided into four categories, reflecting the main departments of the company: Technical Engineering, Marketing, Business Development, and Operations.

Each specific framework covers the responsibilities and criteria for a position. Following are the lists of technical skills and competencies required from both Individual Contributors and Managers. This section covers the general knowledge of software and concepts, required for the daily operations of Secure Group, position-specific knowledge, knowledge of the company and its procedures and products, as well as proficiency in basic IT concepts.

At the bottom of each framework is a complete salary grid, defining the compensation by Levels and Steps. Salaries at Secure Group are always listed as net (after taxes).

Employees may relocate to another Framework if they meet its requirements and if there is an open position within it.






There are six job levels for each framework and career path at Secure Group. Each level comes with a specific degree of knowledge (both company and position-specific technical), level of supervision, complexity, and adherence to the Culture Code. Level 1 is the lowest on the scale, while Levels 5 and 6 are the highest and usually take the shape of head of a company division and director.

Each new level comes with a salary increase to reflect the increase in responsibility and knowledge. Recruits may start at any level and step, depending on their performance during the interviews and technical tasks.

See the entire table of levels and requirements for both Individual Contributors and Managers on page Job Level


There are four steps within each level. Steps simplify the process of personal growth and are meant as a quick and effective policy for managers to evaluate team members. Steps are smaller promotions meant to facilitate personal growth towards the next level. The process of obtaining a new step is requested by the employee and is significantly simpler and quicker than the change of levels.

See the requirements for step progress for both Individual Contributors and Managers on page Job Step

Performance Evaluation

Secure Group is a private IT company so among the most valuable assets are the brains of the employees. After all, the employees are responsible for making the great product and their performance must be recognized and properly rewarded.

Evaluations at Secure Group are a fair and transparent process for all employees on all levels. The objective of all evaluations is to measure, through specific tools and methods, the performance of employees in a certain point in time. The process also allows for feedback on behavior and performance, as well as guides for improvement of staff. Generally, all performance evaluations follow a similar structure with self-assessment, assessment from the direct manager, and 1-on-1 interview. Performance Evaluations are conducted through the Small Improvements platform and come in two general types:

  • Probation Evaluations – there are two reviews of employee performance during the six months of Probation. One is during the third month, while the other occurs two weeks before the end of the probation.
  • Level and Step Review – employees outside of the probation period can request this review at any time. This type of evaluation measures an employee’s overall performance with respect to individual and team responsibilities, continuous learning and growth, and general conduct. Upon success, employees will receive a new Step and Level assignment.

Read the full description of the Performance Evaluation Process
Read the details of the Evaluation Format


The feedback process is the outcome from employee evaluations. It takes the form of a 1-on-1 meeting with the direct superior in which the assessment is discussed. Throughout the meeting employees learn the outcome of their Performance Evaluation and form action plans (referred to as K-POC) for future development of technical skills, knowledge, or behavior within Secure Group.

There are 4 possible outcomes from the Performance Evaluation process:

  • The employee doesn't adhere to our Culture Code. In this case, disregarding the performance, the employee will receive an action plan called CAP clarifying which behaviors/attitudes need to be changed. If the CAP is positive, the employee goes back to the regular Performance Evaluation flow. If the CAP is negative, the contract is terminated.
  • The employee doesn't perform accordingly with the Level & Step that he/she is assigned in terms of skill inadequacy, roles and responsibilities. In these cases, a K-POC is created with the employee in order for him/her to be responsible for making the determined changes until the next evaluation.
  • The employee meets the expectations of his/her current Level. A new Step may be assigned and the employee re-enters the regular flow for the next evaluations. One action plan called K-POC will be created in order to clarify the specific aspects that need to be improved.
  • The employee succeeds the expectations from the Level & Step he/she is placed. In this case, a new level and step will be assigned and the salary will be adjusted accordingly. The K-POC is also created in this case, to clarify the specific aspects that need to be improved for the employee to reach the next Level.


1. After one year working for Secure Group, the employee needs to reach a Level 3. If this doesn't happen, most likely the contract will be terminated.
2. The employees can only stay 2 years in a row without leveling up - after this period the contract will be terminated.