PM Career Ladder Expert

Overview

A consolidated, opinionated PM career ladder for ICs from APM to Group PM and managers from Director to VP/CPO. The ladder spans five capability dimensions -- product sense, execution, leadership, strategy, and communication -- with explicit behaviors per level. It bundles a level-by-level rubric, a gap-analysis worksheet, a 6-month growth plan template, and a promotion packet template. A level is reached when a PM operates at that bar consistently across all five dimensions for >=2 quarters, not the high-water mark of a single quarter.

Core Capabilities

• Level rubric -- five dimensions x seven levels (APM, PM, Sr PM, Group PM, Director, VP/CPO) with observable behaviors and promotion signals per level
• Gap analysis -- self-score vs. independent manager-score, surface calibration gaps, prioritize 2-3 dimensions to develop
• Growth planning -- translate gaps into a 6-month plan of experiments, evidence, and manager support
• Promo packet -- scope statement, quantified impact, rubric mapping, partner quotes, growth narrative

When to Use

• Mid-cycle self-assessment -- Calibrate where you are vs. where you want to be in 6-12 months.
• Growth planning -- Translate the gap into a concrete 6-month plan with experiments and evidence.
• Promotion preparation -- Build a promo packet that lines up your impact against the rubric for the next level.
• Manager 1:1s -- Bring the rubric to your 1:1 to make growth conversations concrete instead of vibes-based.
• Hiring calibration -- As a hiring manager, use the rubric to level a candidate's interview signal.

When NOT to use: interview prep (use pm-interview-prep/), new-role onboarding (use pm-onboarding/), 1:1 templates (use pm-1on1s/).

Clarify First

Before generating the assessment or plan, confirm these inputs. If any is unknown or vague, ASK — do not assume:

• Current and target level — APM, PM, Sr PM, Group PM, Director, or VP/CPO (sets which rubric bar to score against)
• Artifact — gap analysis, 6-month growth plan, or promo packet (each uses a different template and depth)
• Track — IC ladder (APM-GPM) vs management ladder (Director-VP/CPO) (shifts which of the 5 dimensions dominate)
• Evidence base — quantified impact + partner quotes on hand (a promo packet without evidence is just a self-claim)

Stop rule: ask only the 2-3 that most change the output. If the user says "just draft it," proceed and list your assumptions at the top of the artifact.

Quick Start

1. Self-score the 5x6 rubric for your current and next level; have your manager score independently.
2. Pick 2-3 dimensions where you are below bar.
3. Write a 6-month growth plan (experiments + evidence) and review monthly in your 1:1.
4. Maintain a quarterly written impact summary; assemble the promo packet by the 3-month mark of the cycle.

See references/ladder-playbook.md for the full ladder table, rubric detail, gap-analysis steps, growth-plan and promo-packet structures, and troubleshooting.

References

• references/ladder-playbook.md — the full 5x6 ladder table, per-level rubric behaviors and promotion signals, gap-analysis process, 6-month growth plan, promo packet structure, workflow, troubleshooting, and success criteria. Read when scoring yourself or building a plan/packet.
• references/ladder-rubric-detail.md — each dimension expanded across levels with "looks like" behaviors, anti-patterns, and promotion signals. Read when you need fine-grained behavioral detail for one dimension.
• references/red-flags.md — common ways ladder self-assessments and promo packets go wrong, with fixes. Read before submitting a packet or a self-score.
• assets/gap_analysis.md — self-scoring + manager-scoring worksheet.
• assets/growth_plan.md — 6-month growth plan template.
• assets/promo_packet.md — promotion packet template.

External: Square's published PM ladder; Wodtke, C. Radical Focus.

Scope & Limitations

In scope: IC ladder (APM-GPM) and management ladder (Director-VP/CPO); gap analysis, growth planning, promo packet templates; self-scoring rubric across 5 dimensions; conversation prompts for managers and skip-levels.

Out of scope: compensation/salary calibration (use levels.fyi, Pave, or comp bands); interviewer-side hiring rubrics; job-change/negotiation strategy; company-specific ladders (this is a consolidated industry baseline).

Caveats: Every company calibrates differently — a startup "Sr PM" != a 5,000-person "Sr PM"; adjust for context. Promotion is part meritocratic, part political; the rubric covers the meritocratic half. Growth is non-linear — continuous investment matters more than even-paced advancement.

Integration Points