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00:40) Why small firms struggle with promotions and how structure fixes most of it
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02:05) The four things people ask for: title, pay, perks/flexibility, responsibility
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03:40) How to design clear “rungs” so folks know exactly how to advance
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05:00) Caitlin’s path: coast-to-coast roles, and launching Architectette while remote
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07:15) The case for tiny unexpected rewards that show you’re paying attention
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08:55) Knowing your team: cash vs title vs PTO vs conference budget vs WFH days
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10:20) Employee playbook: set goals, gather comps, map role-above-you skills, agree on a plan in writing
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12:10) Title transparency: make the ladder and expectations visible to everyone
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14:05) Pay transparency realities and better ways to benchmark your market
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16:00) Post-COVID tradeoffs: why flexibility can outweigh a big raise for some hires
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17:30) Retention moves when budgets are tight: perks, scope expansion, sponsorship, ARE study time
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19:15) Metrics for employees: skills gained, scope owned, license progress, mentors, timeline to target role
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21:00) Metrics for owners: org design, salary bands by level, promotion cadence, regretted attrition
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22:10) Equity check: review pay by role for gender and race to correct gaps early
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23:20) Succession thinking: your exit plan, their growth plan, and why both should live in writing