Fostering career development isn't just something we aspire towards at Capital on Tap, but something we guarantee and outline for all of our teams. Within our IT Department, we've created a career path matrix for how an Engineer can expect to grow. Here, the term "Engineer" refers to all members of our IT teams including Software, Platform, QA, Data, Security and Support Roles.

This career path matrix offers the opportunity to grow as an individual contributor, in a management role as a team lead or move to new roles if that's the best option for you and the business.

Whether you are an individual contributor, team lead or manager, the guiding principles of progression at Capital on Tap are the same:

• Everything we do, including supporting your career should be based around our company values.
• There is no "ladder", with an up-or-out mentality. We want to support people who wish to maintain their current level of responsibility.
• The basis for advancement is through demonstration of behaviors, your work ethic and your achievements.
• We want our framework to be a true model of professional development. It should be about who you are, and not just about what you've done. In a pilot-centric environment like Capital on Tap, we don't want to penalise people for taking big chances.
• We want to support both generalists and specialists. Many team members at Capital on Tap move around the organisation to develop a breadth of skills, while others like to get especially deep in specific areas. We wanted to support both of these types of people.
• We believe that career progression is marked by the impact you have on progressively larger areas of the organisation, your sphere of influence.

IT Services provide software, hardware, application and system support to internal Capital on Tap users. They are also responsible for providing an issue elevation point for the Operations team to elicit the diagnose and resolve problems to the full satisfaction and success of our customers.

IT Services provide all manner of end user computing support to Capital On Tap staff. They also maintain the company workspace tooling, including email and instant messaging (Slack) and all company software applications, the Audio Visual systems and the internal computer networks and infrastructure including internet data lines and Wi-Fi. They are also an issue escalation point for the Operations team to elicit, diagnose and resolve problems to the full satisfaction and success of our customers.

All IT Services engineers thrive in a highly collaborative workplace, working as a team as well as partnering with all aspects of the business to achieve positive outcomes and experience of using Capital On Tap IT facilities.

There are two distinct channels within the IT Services team, the Support Engineers and the Infrastructure and/or Network Operations Engineers. The support engineer path is intended to be incremental, so if you are a Senior member of the team you should have already mastered the qualities required of more junior roles. Whilst there is considerable overlap between support and infrastructure operations, the infrastructure and network operations require experience and technical expertise beyond that of regular break/fix issues and customer service, utilising a more specialised skillset often achieved through training and experience.

Currently only the Support path has the current breadth of seniority within roles covering junior to senior, however that is not to say that this structure will not be reflected in Infrastructure in the future. We only create new roles and levels when there is a business need and only when it is necessary to support the size and changing structure of the company. As we grow within the UK and USA and continue to expand, this will change and additional progression routes will become available. Whatever your position, ensure that you are progressing and developing within your role to make sure you are ready to take advantage of these new opportunities as they become available.

Please note: if you are looking to move to a role in a different team or department (a lateral move), there's no guarantee that your senority level will be maintained. For example, if you are a Senior X in department A and want to move to new role in a department B, you might have to start as Junior Y in department B. Individuals wishing to move between roles will be assessed on their skills and merits.