The decision about your promotion happens in a room you have never been in, using a form you have never seen, against criteria nobody showed you. This course works backwards from that decision, covering how grades are set, how review machinery generates outcomes, what talent lists change, and how succession shortlists are built.

This Course Offers

• Job grading explained, including how levels are set, what factors separate one grade from the next, how pay ranges are built, and why there is a ceiling above you
• Performance review machinery covering what you are evaluated on, how competencies are assessed, what happens inside the meeting, and what results are used for
• Talent management including how companies decide who counts as talent, what happens in a talent review, and what being on the list changes
• Succession planning covering the 9 box grid, how shortlists are built, and how candidates are told or not told
• Ten lessons of personal work covering talents, impostor syndrome, a competency audit against your target level, development planning, and the financial ground under a move

Why We Love This Course

1. It explains the systems from the inside, with 26 of 36 lessons recorded for the people who build them.
2. You need a job with more than one level above you, which is exactly the situation the material addresses.
3. A competency audit against the target level gives you something concrete to work on rather than general advice.
4. Mike built the people system at Preply through its unicorn phase and has run grading projects and sat on calibration decisions.

Working harder rarely decides promotions on its own, and understanding the criteria is what turns effort into a case somebody can approve. Do you want another conversation ending in next cycle, or evidence aimed at the actual decision? Enrollment is open, and no compensation background is required.

• This course is perfect for specialists who have been told next cycle more than twice.
• It suits strong performers who cannot work out why the promotion went elsewhere.
• People seeking sideways moves, managers preparing a promotion case, and HR or compensation specialists building grading and succession systems will find the internal view directly useful.

• A job inside an organisation with more than one level above you is needed to apply the material.
• No compensation or people systems background is required, since grading starts from zero.
• Basic comfort with numbers helps for the pay band and salary matrix sections, and English at intermediate level or above is expected.

Interested in exploring more lessons? Check out our full course library to continue building your skills and advancing your learning journey.