Job Architecture in Startups – Structure Isn’t a 4-Letter Word

So many startups and growth-stage companies (and Netflix, but that’s a conversation for another day) love to talk about their flat structures and non-hierarchical approaches. In a lot of ways I’m a fan of this philosophy – it encourages collaboration, quick decision-making, and a sense of ownership among team members at various experience levels. However, as startups scale, maintaining clarity, transparency, and equity across roles, responsibilities, and career progression becomes crucial. And the need for building some sort of infrastructure comes sooner than many startup leaders think. This inflection point, and it occurs in different companies at different times, is when it makes sense to build out an effective job architecture framework, which can provide structure, growth, and a focus on performance without compromising the flexibility and adaptability that are the hallmarks of startup culture.

Let’s start by defining job architecture. Basically it’s a structure for organizing roles within a company that defines the relative levels of responsibility, skill requirements, expectations, and (usually) compensation associated with each position. In a flatter, smaller startup, the goal is not to impose unnecessary bureaucracy and administration; instead it’s to create a framework that supports growth, aligns with organizational goals, provides clear career paths for employees, and establishes a shared language and understanding around expectations as they relate to different levels of seniority. 

Here are a few things to keep in mind in building out a new Job Architecture framework for a growth-stage company:

• Define Clear Career Paths: Begin by outlining career paths within your startup that represent the current structure, filling in any existing gaps as necessary. Clarify the skills, experience, and responsibilities associated with each level and within each function (job family). This not only helps employees understand their current position but also provides a roadmap for advancement. Keep in mind that career paths in a flat structure may not follow a traditional hierarchy, so focus on lateral moves, skill development, and leadership opportunities. It’s also important to remember that not all paths lead to management. Make sure to create growth opportunities for those looking to become technical experts or just the best in their fields. The fact that someone doesn’t want to be a manager shouldn’t mean that they can’t grow their career just as meaningfully.
• Create Transparent Job Descriptions: Develop job descriptions that clearly articulate the expectations and requirements for each role. Transparency and consistency are key, as they help employees understand their contributions and the skills needed for career progression regardless of their department or functional area. 
• Implement Consistent Job Titles: While a lot of startups love using creativity in job titling, consistency is vital to make sure your teams have a clear view of level equivalencies across functions. Standardize job titles to reflect the nature of the work and the level of responsibility and impact, making it easier for everyone to understand their own roles and (just as importantly) everyone else’s.
• Regularly Review and Update: Just as your business is evolving rapidly, so should your job architecture. Regularly review and update roles and responsibilities to ensure they align with the company’s current objectives and industry trends. This adaptability is a strength in smaller companies, allowing you to pivot more quickly than your larger competitors in response to market changes.
• Emphasize Impact: Rather than relying solely on traditional hierarchical (read: experience and competency-based) benchmarks, assess each role’s performance expectations based on impact and contributions. Recognize and reward employees for their achievements, innovation, and the value they bring to the organization. This approach fosters a results-driven culture that’s well-suited for startups and that provides definition around WHAT impacts will be recognized and rewarded. In addition to encouraging your most impactful team members to keep being impactful, it minimizes the risk of negative feelings and reactions from others that often accompany a lack of definition about what behaviors and impacts matter to the company.
• Empower your Managers: If you want to get the most out of your job architecture launch, make sure that managers are trained and prepared to use it as the incredible management tool that it is. Educate them and encourage them on how to use this framework as a basis for conversations around performance, growth, and goals. Teach them how to guide their team members to create individual growth plans and encourage them to make these plans a substantial part of regular 1-on-1 meetings. Present this as a valuable tool for managers to use instead of an administrative process, show them how to make the best use of it, and you’ll see huge returns.

Implementing job architecture in a flatter, growth-stage startup requires a delicate balance between structure and flexibility. By keeping these guidelines in mind while building and rolling out a job architecture framework, companies can provide employees with a roadmap for growth without sacrificing the agility and innovation that characterize their culture. As these frameworks evolve with the organization, they become invaluable tools for aligning talent with strategic objectives and can become your secret strategic sauce when aligning your talent strategy to your business strategy.