The Engineering Career Ladder
Engineering levels vary by company, but most follow a similar structure. Here’s the typical progression from entry-level to the most senior technical roles.
Standard Engineering Levels
Entry Level (IC1-IC2)
Junior Engineer / Engineer I - 0-2 years of experience - Works on well-defined tasks with guidance - Learning fundamentals of software development - Focused on individual contribution and growth
Mid Level (IC3-IC4)
Engineer II / Mid-level Engineer - 2-5 years of experience - Delivers features independently - Requires minimal supervision - Begins mentoring junior engineers
Senior Engineer / Engineer III - 5-8 years of experience - Leads projects from design to delivery - Mentors multiple engineers - Makes architectural decisions for their team - Trusted to handle critical systems
Staff Level (IC5)
Staff Software Engineer ← We are here - 8-12+ years of experience (varies widely) - First level of “senior technical leadership” - Influences multiple teams (typically 2-4 teams) - Sets technical direction for a domain - Individual contributor focused on high-leverage work
Where Staff Fits in the Hierarchy
The Critical Inflection Point
Staff Engineer represents a transition:
Below Staff (Junior → Senior) - Focus: Personal productivity and team delivery - Scope: Single team or project - Leadership: By example through code and small-scale mentorship - Decision-making: Tactical, project-level
At Staff and Above - Focus: Organizational impact and force multiplication - Scope: Multiple teams, domains, or the entire company - Leadership: Through influence, architecture, and strategy - Decision-making: Strategic, long-term consequences
Comparison to Management
Staff Engineer is typically equivalent to:
- Engineering Manager: Manages 1-2 teams (6-15 people)
- Senior Engineering Manager: Manages multiple teams or managers
The key difference: Staff Engineers lead technically while managers lead people.
Beyond Staff Engineer
Senior Staff Engineer (IC6)
- 12-15+ years of experience
- Influences a broader scope (10+ teams, or critical company-wide systems)
- Shapes technical strategy for an entire product area
- Recognized expert both internally and externally
- Not all companies have this level
Principal Engineer (IC7)
- 15+ years of experience
- Company-wide technical leadership
- Sets architectural direction for the organization
- Often has industry-wide reputation
- Mentors Staff and Senior Staff engineers
- Represents the company externally (conferences, publications)
Distinguished Engineer / Fellow (IC8-IC9)
- 20+ years of experience
- Industry-recognized technical leader
- Influences direction of the entire industry
- Works on fundamental technical challenges
- Shapes the company’s long-term technical vision
- Extremely rare (most companies have 0-5 of these)
Comparison Across Companies
- L3 - Software Engineer II
- L4 - Software Engineer III
- L5 - Senior Software Engineer
- L6 - Staff Software Engineer ← Staff level
- L7 - Senior Staff Software Engineer
- L8 - Principal Engineer
- L9 - Distinguished Engineer
- L10 - Google Fellow
Meta (Facebook)
- E3 - Software Engineer
- E4 - Software Engineer
- E5 - Senior Software Engineer
- E6 - Staff Software Engineer ← Staff level
- E7 - Senior Staff Software Engineer
- E8 - Principal Engineer
- E9 - Distinguished Engineer
Amazon
- L4 - Software Development Engineer I
- L5 - Software Development Engineer II
- L6 - Senior Software Engineer
- L7 - Principal Engineer ← Staff equivalent
- L8 - Senior Principal Engineer
- L9 - Distinguished Engineer
- L10 - Amazon Fellow
Note: Amazon’s L7 “Principal” is often equivalent to Staff at other companies
Startups and Small Companies
Many smaller companies simplify: 1. Junior Engineer 2. Engineer 3. Senior Engineer 4. Staff Engineer ← Often the highest IC level 5. Principal Engineer (if the company grows large enough)
Parallel Tracks: IC vs Management
At the Staff Level
The career ladder splits into two distinct paths:
Individual Contributor Track - Staff Engineer (IC5) - Senior Staff Engineer (IC6) - Principal Engineer (IC7) - Distinguished Engineer (IC8+)
Management Track - Engineering Manager - Senior Engineering Manager - Director of Engineering - VP of Engineering - CTO
Both tracks are: - Equally valuable to the organization - Comparable in compensation - Respected as leadership positions - Capable of reaching executive levels
What Determines Your Level?
It’s About Scope and Impact, Not Just Experience
Companies assess level based on:
Scope of Influence - How many teams or systems do you affect? - What’s the breadth of your technical decisions? - How many engineers benefit from your work?
Technical Complexity - Are you solving problems others can’t? - Do you design systems that will last for years? - Can you navigate ambiguity and uncertainty?
Leadership and Impact - Do others seek your technical judgment? - Do you multiply the effectiveness of teams? - Do you raise the bar for engineering excellence?
Business Impact - Does your work measurably affect company goals? - Can you connect technical decisions to business value? - Do you enable the company to move faster or scale?
Progression Timeline
How Long to Reach Staff?
Fast Track: 6-8 years - Started at a top tech company or fast-growing startup - Consistently worked on high-impact projects - Strong mentorship and clear career progression - Possibly switched companies for growth opportunities
Typical Path: 10-12 years - Steady progression through levels - Mix of different companies and roles - Time spent building both depth and breadth - Developed leadership skills alongside technical skills
Longer Journey: 12-15+ years - May have started in slower-moving industries - Career breaks or career changes - Focused deeply on expertise over breadth initially - Equally valid path with different experiences
Important: There’s no shame in a longer timeline. Quality of experience matters more than years.
The Reality of Levels
Not All Staff Engineers Are Equal
Even at the same level: - Some are early in the level (just promoted) - Others are “senior” Staff (eligible for promotion but choose to stay) - Impact and capability can vary significantly - Company differences affect scope and expectations
Levels Are Not Perfect
The leveling system has limitations: - Subjective: Promotion decisions involve human judgment - Company-specific: Staff at a startup ≠ Staff at Google - Political: Sometimes about visibility, not just impact - Imperfect proxy: Level doesn’t capture everything about capability
Don’t Obsess Over Levels
The best engineers focus on: - Solving interesting problems - Growing their skills - Making impact - Building great products
The promotions follow when you’re consistently operating above your current level.
Key Takeaways
- Staff Engineer is IC5 in most leveling systems
- It’s the first level of senior technical leadership
- Equivalent to Engineering Manager in the parallel management track
- Typically requires 8-12+ years of experience
- Above Staff: Senior Staff → Principal → Distinguished → Fellow
- The level represents a shift from personal productivity to organizational impact
- Company context matters: “Staff” means different things at different companies
Staff Engineer is where your career transitions from “great individual contributor” to “technical leader who multiplies the effectiveness of the entire organization.” It’s a challenging and rewarding level that represents the culmination of years of technical growth and leadership development.