At InPlanet, we believe in providing opportunities for growth, both vertically, horizontally, and diagonally. While our team structure is dynamic and evolving, we focus on a path of development that aligns with individual strengths, interests, and the company's needs.

What Does Career Progression Look Like at InPlanet?

We value the development of all team members, recognizing that the needs of our growing startup require agility and openness to multiple career paths.

This may include:

• Vertical progression: Growing within your role and field.
• Horizontal progression: Expanding skills across different departments or areas.
• Diagonal progression: Moving into new fields or hybrid roles as they emerge.

Do not expect:

• That you can switch to any role at any time. There must be a business need for the role.
• That your pay is guaranteed to increase with a switch in career path. Different roles have different market rates. We always follow our compensation philosophy which is based on five principles.

As a startup, we don't have fixed, predefined paths for every role yet, but the flexibility to evolve and create new positions as our needs expand is one of our strengths.

How is Career Progression Discussed?

Career progression is generally discussed during our Rock-Talks, our gem process for professional development. We also have specific evaluation sessions based on OKRs and individual/team impact, which form the basis for performance reviews.

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To dive deeper into preparing for and maximizing your Rock-Talks ⇒ Rock-Talk

Performance Evaluation Framework

At InPlanet, performance is evaluated based on our values (Trust + Drive + Impact).

When we look at whether you are meeting, not meeting or exceeding expectations, we aim to put a particular focus on your performance in your current role and its expectations (Performance, Accountability = Drive) + your additional impact and possibility for further growth (Potential, Initiative = Trust + Impact).

Trust is also our underlying, important value which impacts your potential. For example, If a team member demonstrates strong drive and high impact without sufficient trust, it can be that overall they are ‘not meeting expectations’ or just ‘meeting expectations’. At InPlanet we try to actively avoid putting labels on our team members especially when it comes to overall performance - performance is a conversation and not a number.

It is a multi-variable equation that depends on both the Team Leader and the Team Member or potentially even external factors. However, we also firmly believe that these three values (Trust + Drive + Impact) can really help us guide valuable conversation about performance and ultimately evaluate if a team member is: not meeting expectations, meeting expectations, or exceeding expectations.

How Is Performance Evaluated?

We evaluate performance based on a combination of:

Performance & Drive (Accountability: Are you consistently delivering what is expected in your role?)

Potential (What is your ability to grow and take on further responsibilities?)

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Trust (Relationships: How well do you build trust and collaboration within the team?)

Impact (Initiative: Are you driving meaningful outcomes beyond your core responsibilities?)

Who Makes Career Decisions?

While career progression is often discussed during Rock-Talks, final decisions around promotions, role changes, or adjustments are made by a combination of:

• Team Leaders (Relevant Set Owners)
• Founders & People Operations (Head of People)
• Input from team members and other stakeholders

These decisions are grounded in the individual’s impact and company needs at the time.

Compensation Philosophy