I feel like the summary of the whole article could be "important and/or impactful stuff". Saved you a click and a "you have 1 Medium article left" banner. The

I feel like the summary of the whole article could be "important and/or impactful stuff". Saved you a click and a "you have 1 Medium article left" banner. The definition bullets will probably be highly dependent on the company and while companies will likely copy those, they are likely not even transferable within a company, let alone across different companies. For example, within company A, Mike is a manager that is a perfectionist leading a Java EE mid-sized application. Mike is hard on himself and is hard on his people. His people are probably underpaid, and that's how he likes it. Getting to a senior level is difficult. Getting above is political. Within company A, Janet is a manager leading a relatively recent PaaS offering. She likes nimble, agile teams. She rewards quick thinking, wants her team to be satisfied, and gives her team yearly stock options because she doesn't want anyone to leave. Getting to a senior level is fairly manage-able after 1 to 2 years, provided one is viewed as a senior. Getting above is doable, provided one has peer support. Now, company B is a consulting company that wants to offer "senior" engineers for $1000+/hour. They never hire anyone with the title "junior" (not even fresh grads) and promote practically everyone after 8-16 months to a senior title. Principal level is then another 6-8 months away, but they have very few of those due to insane attrition rates by that point.