Growth & levels
How careers progress at Plane.
- Our leveling framework
- Review cadence
- Promotions: when and how
- Manager vs. individual contributor tracks
Review cadence
Our review cadence is simple. Every team member meets with their manager once a month, one-on-one. No group settings, no performance theatre. Just an honest conversation between two people about the work, the growth, and everything in between.
One-on-ones
These keep communication real between a team member and their manager, regularly, without the noise of a group setting. This is where you talk about what is actually going on: the work, the growth, the friction, the things that do not come up in standups.
What to discuss
There is no rigid agenda. But these are the areas worth covering every time:
| Topic | Why it matters |
|---|---|
| Feedback | Candid, two-way, not just top-down |
| Wellbeing | How are you actually doing? |
| Goals & performance | Are you on track? What is in the way? |
| Growth & learning | Where do you want to go, and how can we help? |
| Work culture | What is working, what is not. Speak freely |
Frequency and duration
Once a month, every month. Twenty minutes is enough if you come prepared.
Scheduling
The team member owns the scheduling. Put it on the calendar in advance. Do not let it slip to the last minute and become a rushed afterthought.
Format
In person by default. If that is not possible, a video call works. Skipping it is not an option.
Confidentiality
What is said in a one-on-one stays between the two people in the room. Managers may, at their discretion, share relevant notes with the founders and the operations team. We encourage both people to keep brief notes from each conversation and share them with the Co-Founders when asked.