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Disclaimer: No one in our team fits perfectly into one 'box' and the descriptions below may not 100% reflect the way you feel about your role or performance. No framework, or level structure is perfect. For this reason, we welcome feedback and questions so we can improve. We hope you can understand and interrogate the intentions behind these descriptions as we try to provide a fair and consistent way to assess our team.
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At Wild Audience, three things work together:
They flow in one direction: roles → position & level → title.
This document is about level. Positions are defined separately. We use levels as scaffolding, a fair and consistent way to understand where everyone sits and have honest conversations about growth. Not as a box that defines you.
Levels are determined by combining hard skill delivery with the Soft Skills Framework — both carry equal weight. See the Leveling Approach for how all the inputs come together.
💡 The levels shown here are only the ones currently held in the company. We've kept it focused on purpose, not because there's no room to grow, but to avoid unnecessary noise. As people evolve and approach new levels (P5 & M3 for example), we'll add them here to match. Growth opportunities exist; they just haven't been defined yet because no one is there yet.
We have three paths — Professional, Manager, and Executive — each with levels that describe the responsibility, autonomy and impact expected at that stage.
| Dimension | What this looks like |
|---|---|
| Expertise | Solves unfamiliar problems by reasoning from principles, not just following patterns. Understands not just how to do the work, but why it matters. Others in the circle come to them with questions. Operates fluently within Wild OS. |
| Autonomy | Identifies what needs doing without being told — spots problems, proposes solutions, and picks up work that falls through the cracks. Makes day-to-day decisions independently, coordinates proactively, uses the Advice Process, and raises tensions when something isn't working. |
| Impact | The circle's roadmap moves forward because of their contributions, and issues get resolved before they escalate. If absent for a month, the circle would feel the gap in specific ways. |
| Dimension | What this looks like |
|---|---|
| Expertise | Solves complex problems across the roles they hold. When existing approaches don't fit, creates new ones — improving how the work is done for others, not just doing good work themselves. |
| Autonomy | Defines the approach for complex work, not just executes one given to them. Mentors others, actively participates in governance, raises tensions and proposes changes to how the circle operates, and facilitates alignment across circles. |
| Impact | Shapes the circle's direction and influences what it focuses on, not just the quality of its output. Work is starting to have visible effects beyond their own circle — standards others adopt, systems others rely on. |