Shapr3D is a place to solve complex problems and have a tangible impact on the world. The greatest reward we offer is the sheer scale of the work you will do and the speed at which you will develop. Here, your career progression is driven entirely by the meaningful work you ship, not by tenure or office politics.
When you build the product, you should own the upside. You receive stock options the moment you join. We want to transition your mindset from simply earning a salary to generating long-term reward as a true owner of the industry-defining product you are helping to shape.
Progression isn't a timeline; it's a reflection of your impact. To grow at Shapr3D, you must consistently operate at the next level's bar before you get the title. That requires taking full agency over your development: owning complex outcomes, demanding honest feedback, and staying highly constructive under pressure.
If you take on the hard problems and elevate the level of everyone around you, your career accelerates. Progression isn't tied to an arbitrary calendar date. We run impact-driven promotions for those consistently exceeding their scope.
We provide the framework; you drive the growth. Progression requires continuous, honest feedback, so every six months, we review your impact. We use this time to identify your gaps, unblock your delivery, and adjust your compensation deterministically based on the outcomes you own.
We evaluate impact across three dimensions: Knowledge, Delivery, and Collaboration. Here is exactly what we expect at every level.
Localized to the team. Executes tasks with guidance.
Focuses on learning our standards. Writes maintainable code and resolves review feedback efficiently.
Actively participates in technical discussions; escalates blockers early.
Owns local domains. Delivers medium-complexity features with high autonomy.
Consistently writes quality code. Identifies technical debt and independently picks up high-priority bugs.
Mentors IC1s, challenges peers' opinions constructively, and drives team alignment.
High local impact, low-to-mid global impact. Owns architecture for their domain.
Anticipates risks, designs for fault tolerance, and creates foundational technical documentation.
Mentors IC2s, influences cross-team deliveries, and champions engineering culture.
Cross-team autonomy and impact. Defines the technical roadmap.
Owns architectural vision for large-scale domains. Sets the standard for system design and test strategies.
Aligns multiple teams around technical vision. Unblocks systemic organizational risks.
Global organizational impact.
Exceptional depth in technical domains. Enables engineering teams to work exponentially more efficiently.
Takes shared technical responsibility with leadership over all team deliveries.
Manages a single team. Responsible for team delivery and health.
Ensures team consistently meets commitments. Removes impediments and shields the team.
Grows IC1–IC3 engineers. Builds team culture and drives hiring.
Manages multiple teams or a complex domain. Cross-functional stakeholder alignment.
Drives multi-team delivery. Partners with product to define roadmaps.
Develops M3 managers and senior ICs. Shapes engineering culture at scale.
Organization-wide impact. Owns engineering strategy for a major business area.
Sets engineering standards across the organization. Accountable for long-horizon technical bets.
Develops M4 managers. Partners with C-suite on organizational design.
Competitively benchmarked, performance-driven, and completely transparent.
Meaningful stock options to ensure you share in the wealth we create together.
We've designed our benefits to support the whole person: your health, your family, your growth, and your time.
We hire based on our deterministic leveling framework, not just the title on your resume. If your assessed impact maps to a different level than you expected, we will communicate this to you openly before an offer is ever made. No bait-and-switch. If you choose to join us, we immediately build an Individual Development Plan to help you achieve that next level.
Usual market benchmarks are often flawed. We triangulate recruitment data, leaver data, and metrics from highly comparable tech companies to ensure we stay at the top of our market.
Sometimes. If a role is strictly scoped to one level, yes. If it's open to multiple levels, we won't list a confusingly wide range. Instead, we use this page as our public source of truth. We believe in upfront communication, which is why these numbers are public here and will be openly discussed during your very first conversation with our team.
Yes. While individual salaries are private, our entire leveling matrix and the salary bands attached to it are completely transparent. You will always know the exact range for your level, meaning you never have to guess if you are being compensated fairly.
Absolutely not. We have two distinct Career Progression Frameworks: one for the Individual Contributor (IC) track, and one for the Managerial (M) track. As leadership comes in various forms, one track is not superior to another. Both tracks are equally valued at Shapr3D, meaning you can reach the highest compensation bands purely by driving technical impact.
No. Salary reviews are coupled with your actual performance, not just the level you are sitting at. This means that not every review cycle will come with an automatic increase. You drive your growth, and we calibrate your pay deterministically based on the outcomes you actively deliver.
No. At Shapr3D, promotions are hard on purpose. We believe that making them easy would destroy their value and lead to title inflation. Promotion is not a tenure-based reward system. We evaluate whether you can do high-quality work consistently, with increased ambiguity, and with good judgment before the title is ever granted.
We don't just care about what you build, but how you build it. To thrive at Shapr3D, you need to align with two core mindsets:
