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Internal Mobility & Career Development

Promotion Readiness Agent

hitl

Assess promotion readiness against leveling criteria, identify gaps, build development plans, and create calibration-ready promotion packets.

HR Business PartnerPeople ManagerExecutive Leadership
75%
Promotion approval rate (vs. 55% baseline)
50%
More transparent promotion criteria
30%
Reduction in promotion-related attrition
Use Case 1

Promotion Readiness Assessment

Trigger: Manager considering promotion for report

1.Pull employee data against promotion criteria
2.Score each competency dimension
3.Identify met, partially met, and developing areas
4.Generate gap-closing development plan
5.Set timeline for readiness
6.Prepare promotion packet when ready
✓

Data-driven promotion decisions with clear, transparent criteria.

Integrations

Performance Platform (Lattice, Culture Amp)
HRIS with Leveling Framework
360 Feedback Tool

Industries

healthcaretechnologyfinancial-servicesretailmanufacturingprofessional-servicespublic-sectorhospitalityother

See It In Action

A sample conversation with this agent

Is Alex ready for promotion to senior engineer?

Let me assess Alex against the Senior Engineer leveling criteria:

- Technical complexity: MEETS - led the database migration (L5 scope project)
- Independence: MEETS - consistently operates without direction on ambiguous problems
- Mentorship: PARTIALLY MEETS - mentors 1 junior, criteria expects 2+ and involvement in onboarding
- Cross-team influence: DEVELOPING - limited evidence of driving decisions across team boundaries
- Code quality leadership: MEETS - drives code review standards for the team

Overall: 3 of 5 criteria met, 1 partially, 1 developing. Recommendation: Alex needs 3-6 more months to strengthen cross-team influence. Suggest: assign as tech lead on the Platform-Mobile integration project to demonstrate this competency.

Prepare the promotion packet for Jordan's move to Director.

Here's Jordan's promotion packet for Director:

Business Case: Jordan has operated at Director scope for 8 months, managing 3 team leads (12 ICs), owning the $1.2M annual budget, and leading the product redesign that increased NPS by 12 points.

Evidence Against Criteria: [detailed scoring against all Director competencies]

Peer/Skip-Level Feedback: 4.7/5 average, key themes: strategic thinking, team development, stakeholder management.

Compensation Adjustment: Current: $165K. Director band: $180K-$220K. Recommended: $190K (P50 for new Directors).

This is formatted for your calibration review. Want me to adjust anything?