Job Architecture
A clear job family and leveling framework so titles, pay bands and career paths finally make sense across the business.
The pattern we see over and over
The Job Architecture & Leveling Framework
We group every role into job families, then define clear levels within each family, from entry level through to leadership. Each level has defined scope, decision rights and typical experience, so it is obvious where a role sits and what the next one looks like.
The result is a single structure you can use for hiring, pay bands, promotions and career conversations, instead of five inconsistent answers depending on who you ask.
How it works
- 1
Audit current roles and titles
We pull every existing title and role and map what people are actually doing versus what their title says.
- 2
Define job families
We group roles into logical families, for example Commercial, Operations, Support, based on the type of work, not the org chart.
- 3
Build the leveling framework
We define levels within each family with clear scope, decision rights and experience benchmarks.
- 4
Map every role to a level
Every existing role gets mapped into the new structure, so there is a clear before-and-after picture.
- 5
Handover and career ladder documentation
We hand over the full framework plus career ladder maps, with optional AI-assisted job description generation for future roles.
What you get
What affects the cost?
Number of job families
A framework covering one function looks different from one covering the whole business.
Number of existing roles to map
More existing roles means more mapping work to fit them into the new structure.
AI-assisted job description generation
Whether you want AI support to keep job descriptions consistent with the framework going forward.
Every engagement is scoped to your business. Book a free call and we will give you a clear scope and proposal, nothing left to guesswork.
Frequently asked questions
Job architecture is the underlying structure of job families and levels that defines how roles relate to each other, what each level means, and how people progress.
If you are past 15-20 employees and starting to hire across departments, this is usually the point where title and pay inconsistencies start costing you good people.
No. It gives your HR system, or spreadsheet, a consistent structure to run on. We do not replace your existing tools.
Ready to fix this?
Book a free discovery call and we will walk you through how this works for your business.