Career Framework
Universal Level Framework
| Level | Rank Name | Core Meaning | Salary Band (BDT / month) |
|---|---|---|---|
| L1 | Associate | Entry / Foundation | ৳25,000–৳35,000 |
| L2 | Executive / Specialist | Independent Contributor | ৳35,000–৳50,000 |
| L3 | Senior | Strong Ownership | ৳50,000–৳75,000 |
| L4 | Lead | Leads Work or Small Team | ৳75,000–৳110,000 |
| L5 | Principal (IC) / Manager (Mgmt) | High Impact | ৳110,000–৳160,000 |
| L6 | Architect (IC) / Head (Mgmt) | Department Authority | ৳160,000–৳240,000 |
| L7 | Director | Strategic Leadership | ৳240,000–৳350,000+ |
Salary bands are gross monthly ranges and should be reviewed periodically against the market and Blinto's financial capacity.
Proposed level — 2026 baseline cycle
No employee has an assigned Blinto career level yet.
For the first baseline cycle, Blinto gives each active employee a proposed career level before the October 1–December 10, 2026 review period.
The proposal is a starting assessment position, not a confirmed level. For this transition cycle, current compensation positioning may be used as a practical baseline for the proposed level, together with role context. Leadership may propose a nearby higher level when there is a clear reason to assess the employee against that level.
October 1–December 10 performance evidence, Role Success Plan evidence, scope, independence, ownership, judgment, and impact are then used to confirm or adjust the proposal.
Final levels are announced on December 16, 2026 (Victory Day) and become active from January 1, 2027.
Annual decision calendar
- December 10: first-cycle evidence cutoff; use completed October–November KPI reviews plus supporting evidence from December 1–10.
- December 11–15: complete assessment, leadership calibration, salary review, and employee discussions.
- December 16 (Victory Day): announce career-level, promotion, and salary-review decisions.
- January 1: confirmed levels and approved changes take effect.
Annual career assessments and salary reviews follow the December 16 announcement and January 1 effective-date schedule. A review does not guarantee promotion or a salary increase. The full December KPI review continues after month-end.
Salary progression
Career level and compensation are connected but remain separate decisions.
- A confirmed level establishes the applicable salary band.
- Salary may progress within that band based on performance, role maturity, internal equity, market position, and company capacity.
- A KPI score does not automatically produce a salary increase.
- A proposed level does not create an immediate salary entitlement before final confirmation and compensation review.
Dual Career Track
At L4 and above, employees may grow through two paths:
- Individual Contributor (IC Track)
- Management Track
Both tracks are equal in level and salary band.
Role Success Plans
Every full-time role should have a Role Success Plan defining what excellent performance means for that role.
Role Excellence in the monthly KPI review is assessed against that role-specific plan.