PM Career Ladder Expert

PM Career Ladder Expert

Overview

A consolidated, opinionated PM career ladder for ICs from APM to Group PM and managers from Director to VP/CPO. The ladder spans five capability dimensions -- product sense, execution, leadership, strategy, and communication -- with explicit behaviors per level. It bundles a level-by-level rubric, a gap-analysis worksheet, a 6-month growth plan template, and a promotion packet template. A level is reached when a PM operates at that bar consistently across all five dimensions for >=2 quarters, not the high-water mark of a single quarter.

Core Capabilities

• Level rubric -- five dimensions x seven levels (APM, PM, Sr PM, Group PM, Director, VP/CPO) with observable behaviors and promotion signals per level
• Gap analysis -- self-score vs. independent manager-score, surface calibration gaps, prioritize 2-3 dimensions to develop
• Growth planning -- translate gaps into a 6-month plan of experiments, evidence, and manager support
• Promo packet -- scope statement, quantified impact, rubric mapping, partner quotes, growth narrative

When to Use

• Mid-cycle self-assessment -- Calibrate where you are vs. where you want to be in 6-12 months.
• Growth planning -- Translate the gap into a concrete 6-month plan with experiments and evidence.
• Promotion preparation -- Build a promo packet that lines up your impact against the rubric for the next level.
• Manager 1:1s -- Bring the rubric to your 1:1 to make growth conversations concrete instead of vibes-based.
• Hiring calibration -- As a hiring manager, use the rubric to level a candidate's interview signal.

When NOT to use: interview prep (use pm-interview-prep/), new-role onboarding (use pm-onboarding/), 1:1 templates (use pm-1on1s/).

Clarify First

Before generating the assessment or plan, confirm these inputs. If any is unknown or vague, ASK — do not assume:

• Current and target level — APM, PM, Sr PM, Group PM, Director, or VP/CPO (sets which rubric bar to score against)
• Artifact — gap analysis, 6-month growth plan, or promo packet (each uses a different template and depth)
• Track — IC ladder (APM-GPM) vs management ladder (Director-VP/CPO) (shifts which of the 5 dimensions dominate)
• Evidence base — quantified impact + partner quotes on hand (a promo packet without evidence is just a self-claim)

Stop rule: ask only the 2-3 that most change the output. If the user says "just draft it," proceed and list your assumptions at the top of the artifact.

Quick Start

1. Self-score the 5x6 rubric for your current and next level; have your manager score independently.
2. Pick 2-3 dimensions where you are below bar.
3. Write a 6-month growth plan (experiments + evidence) and review monthly in your 1:1.
4. Maintain a quarterly written impact summary; assemble the promo packet by the 3-month mark of the cycle.