About This Role

This role, you will act as an "Architect" of growth systems and competency frameworks. Your core mission is to build an environment where every member has the tools, roadmaps, and data needed to autonomously drive their own professional development.

Traditionally, a growth ladder is written once by an L&D team, assigned by role, and measured by completion rate. A competency framework gets published by a central group and goes stale before anyone uses it - because nothing in its design forces it to keep touching what people actually do.

GEEK Up designs growth as a system instead. Growth Design builds a buffet, not a curriculum: the architecture defines what a level means and what closes a gap, and every member chooses their own plate - growth is never assigned. A level description isn't trusted until real assessment data proves two assessors read it the same way, calibrated before it's published rather than after. And success is never "a framework got written" - it's whether any member can look at where they stand and take their next step without asking anyone.

This role owns that system end to end: the knowledge architecture that defines what a level is, the solution menu that closes a member's gap, and the calibration instruments that prove any of it actually holds.

Key Reponsibilities

Knowledge Architecture - the shape of what a level means

• Build and maintain the knowledge architecture - what a Knowledge Area is, how its levels are described, and the workflow from first draft to a validated profile.
• Own the Level Profile rule - how a level renders into a profile read out of the Knowledge Areas the scope has already chosen, never hand-written per level. This is what keeps every profile correct as Knowledge Areas evolve.
• Hold every clan to one shared method for authoring their own Knowledge Areas - you supply the method and the bar, never the content. That's the clan's expertise, not yours.

Growth Solution Design - the menu members choose from

• Curate the growth-solution catalogue across the 10-20-70 model - each solution with a brief: purpose, format, target level, the knowledge gap it closes, who can facilitate it, and what it needs to run.
• Define how a member finds their own next step - the rule that matches a solution to a gap, and the Level Up Menu: what a member sees about their own position, and what it's built from.
• Keep the buffet honest - when engagement data shows nobody is choosing a solution, find out whether it's poorly designed, badly timed, unclearly named, or simply aimed at a gap nobody has, before pulling it.

Calibration & Instruments - the proof it actually works

• Hold the calibration bar across the whole organization - check how each scope's levels map against every other scope, so a level means the same thing wherever it's reached.
• Build the instruments used to read a level - C.I.A.O self- and cross-assessment, the signal log, and behavioural anchors per program type.
• Test every level description against real assessment results and revise until it discriminates cleanly. Two assessors reading the same evidence into two different levels is a defect, not a nuance.

What You Bring

• Experience designing a competency framework, learning architecture, or assessment system end to end - not just delivering training against one someone else built.
• Comfortable holding a calibration bar in a room full of people who know their craft better than you do - the job is asking how they'd read it differently, not defending your own wording.
• Systems thinking: able to keep a knowledge structure coherent while its parts evolve at different speeds, without freezing anything in place.
• Sharp, precise writing - a level description clear enough that two assessors land on the same reading.
• Evidence discipline: revises a framework because assessment data says so, and can tell an ambiguous description from thin evidence - the two need opposite fixes.
• Comfortable operating with real influence and zero direct authority - your leverage is whether people actually adopt what you design, not a mandate.
• A background in an adjacent craft - assessment design, instructional/learning design, or a delivery scope deep enough to know what a standard has to survive.
• Experience in a flat or self-managed organization is a strong plus.

Why This Role Is Different

• Method, not content. You never write a clan's Knowledge Area - you hold the architecture every clan writes into, and the calibration bar that keeps a level comparable across all of them.
• Calibrated before published. No description ships on your say-so. It's tested against two live assessment cycles first, and a description two assessors read differently is a defect you're accountable for fixing.
• Navigability, not delivery. You're never the one running the session - that's Growth Operations. Your job is whether a member can see their own next step and take it alone; a framework nobody uses has failed, however well it's written.

Reporting & Structure

This role sits in the Growth Design portfolio, inside the Geek Development Chapter, Geek Clan - a flat, self-governed structure with no direct line manager. You are the accountable, autonomous owner of the growth architecture, working closest with Growth Operations (your deployment sibling - they run what you design), People Connection (member-level conversations, and the route by which org-structure signals reach you), Chapter and Clan Cores across every clan (your largest collaboration surface - they author content into your method), and Organization Design (owns the Growth Pathway, of which this portfolio builds five of ten components).

To ensure a smooth experience, we will connect with matching applicants to walk you through our interview process and discuss the next stages.