Did your previous company have a system of levels or gradations for employee development?

In some companies, systems of levels or gradations for employee development are indeed implemented, which help structure career growth, define areas of responsibility, and set expectations for specialists at different stages.

Such a system may include levels, for example: Junior, Middle, Senior, Lead, where requirements for knowledge, experience, skills, and responsibility are specified for each level.

This helps employees understand what to strive for, and management to objectively evaluate and develop the team.

If your previous company had such a system, it could have included regular assessments, development plans, and criteria for transitioning between levels.