🎯 Management (MGT) Frameworks¶
Leadership paths, compensation, and expectations
Clear frameworks for every management role — from pace setters to transformational leaders — with transparent compensation formulas and leadership competencies at each level.
🎯 What Are Management Frameworks?¶
Management Frameworks define the leadership progression, people management expectations, and compensation bands for all people leaders at Brax. Whether you're a team lead, engineering manager, or director, these frameworks show you how to grow as a leader and what you'll earn at each stage.
📚 Framework Structure¶
📊 4 Leadership Levels
Level 1: Pace Setters (Team Leads)
Level 2: Coaches (Managers)
Level 3: Visionaries (Senior Managers/Directors)
Level 4: Transformational Leaders (VPs/C-Level)
🎯 Leadership Competencies
For each level, we define people development, strategic thinking, and organizational impact expected. Servant leadership over command-and-control.
💰 Compensation + LTI
Base salary uses the same LMV vs. IMV formula as ICs, plus Long-Term Incentives (LTI) aligned with team performance and company goals.
🚀 Team Impact & Scope
Progression is about team performance, organizational influence, and developing others — not just managing more people.
👥 The 4 Management Levels¶
🎯 Level 1: Pace Setters
Team Leads who set the pace through example. Lead by doing. Manage 2-5 ICs. Focus: execution excellence, technical mentorship, team productivity.
🎯 Level 2: Coaches
Managers who develop people. Coach, unblock, and grow teams. Manage 5-10 ICs or 2-3 Level 1s. Focus: people growth, delivery, culture.
🎯 Level 3: Visionaries
Senior Managers/Directors who set direction. Define strategy, build alignment, manage managers. Manage 10-30 people. Focus: vision, cross-functional leadership.
🎯 Level 4: Transformational Leaders
VPs/C-Level who transform organizations. Set company vision, build culture, drive major initiatives. Manage 30+ people. Focus: organizational impact, strategic bets.
🛠️ Management by Domain¶
Career domains and tier-based compensations for 2026 will be shared soon.
🚀 How to Progress as a Manager¶
1. Develop Your Team, Not Just Yourself
Manager growth is measured by team performance and the growth of your reports. Are people leveling up? Shipping high-quality work?
2. Expand Your Scope and Influence
Move from managing a team to influencing multiple teams or org-wide initiatives. Drive cross-functional alignment.
3. Demonstrate Strategic Thinking
Show you can set direction, anticipate problems, and make long-term bets — not just react to immediate needs.
4. Build and Model Culture
Higher-level managers shape culture. Do you embody transparency, accountability, and trust? Do your teams?
🎯 Summary¶
Management Frameworks at Brax provide clear leadership paths, transparent compensation, and aligned incentives. We reward managers who develop people, think strategically, and amplify team performance — not those who hoard control. Growth is about impact and influence, not headcount.