As your career evolves within Capital on Tap, you will likely take on a variety of roles, in a variety of contexts. You will work with multiple teams, on multiple projects, perhaps in very different domains or perhaps in a smaller area of specialty. You will build capabilities and mastery. Your impact on Capital on Tap will grow, and likely so will your sphere of influence.

Your career development within the company will therefore be a journey - sometimes sideways, sometimes forwards, but always flexible. There are some common patterns in the series of roles people decide to take on, and in which disciplines and expertise areas they focus, but this is not rigidly defined.

Progression can be rapid at Capital on Tap, and doesn’t necessarily mean a new job title! Progression is the ability to make an impact, be trusted with a new project, coach a colleague in an area that you've become an expert in, or being asked for your opinion on a topic you knew nothing about six months ago.

There are plenty of opportunities to progress, but you may need to find them. Opportunities aren't always visible or easy to articulate as we are a rapidly changing company, but that's what presents the most opportunities for us to grow.

It is up to you to choose a path that aligns with both your personal and the company’s interests. Your manager will be there to help you along the way to ensure that the chosen path helps you develop, grow and meet your own unique personal goals.

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 behaviours, 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 want 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.

The behaviours we want for each role are defined through our company values. We have a consistent set of desired qualities for each value.

The specific qualities may be different for each role, but the approach is the same.