Vostego for Enterprise
The career development platform people actually use.
Most L&D programs are static walls of video. Vostego is a branded workspace where your employees get real answers to real career decisions.
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76%
of employees say they'd stay longer at a company that offers meaningful career support.
8x
higher engagement than traditional L&D platforms by focusing on real career moments.
-80%
reduction in traditional outplacement costs while providing better re-employment outcomes.
Career infrastructure
Publish your company's career frameworks.
Most career ladders live in a stale spreadsheet nobody opens. Build yours in Vostego and give every employee a clear map of what's expected.
A Engineering Career LadderAcme Co · Engineering Division
L1
Associate Engineer
Defined tasks with clear specs · 0–18 months
L2
Engineer I
Feature-sized work · 1–3 years
L3
Engineer II
Multiple features, some ambiguity · 3–6 years
L4 Inside a level
Senior Engineer
Team-wide impact · 5–10 years
Technical
- Owns complex domains
- Sets the quality bar
Collaboration
- Technical voice in roadmap
- Bridges engineering/product
Leadership
- Structured mentorship
- Drives large projects
Promotion signal: Impact consistently exceeds the team boundary.
L5
Staff Engineer
Cross-team technical strategy · 8+ years
EM
Engineering Manager
Team of 4–8 engineers
SR EM
Senior Engineering Manager
Multiple teams or a complex domain
DIR
Director of Engineering
Division-level accountability · VP pipeline
Compensation Bands
Transparent salary bands tied directly to leveling expectations. Base, equity, and bonus across Engineering, Product, and Design.
L1–L2 · Junior Engineering
0–3 years
$85k — $145k
L3–L4 · Senior Engineering
3–10 years
$140k — $210k
L5 · Staff Engineering
8+ years
$200k — $280k
+ Product & Design bands included
6 levels each, with equity & bonus breakdown
Internal Mobility Rules
Clear guidelines on how to transition between teams: expected timelines, when to tell your manager, how to navigate competing hiring managers, and how to avoid burning bridges during a move.
Eligibility: 12 months in current role for a lateral move, 18 months for a step-up
Decision-tree guide: are you ready to move, or is the grass-is-greener trap calling?
Word-for-word scripts for telling your current manager and reaching out to the new team
Your First 90 Days at Acme
Role-specific milestones so new hires and new managers know exactly what success looks like in the first quarter — and what to do when something isn't going right.
Days 1–30
Listen, learn the system, and make one small thing better
Days 31–60
Own a real deliverable; give your first structured feedback
Days 61–90
Drive a cross-team initiative; clarify your 6-month growth plan
Performance Review Prep
Guided templates, word-for-word scripts, and step-by-step frameworks to walk into review season prepared — and walk out with the outcome you deserve.
Self-evaluation template with impact-framing prompts
Peer feedback scripts — how to ask, what to say, how to respond
Promotion narrative builder and manager 1-on-1 scripts
A look inside
Here's what your team would actually open.
Ready when you are
Invest in your team's careers — before and after.
Whether it's an ongoing benefit or transition support, we'll have a tailored plan and a sample portal ready within a week.