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I have been an EM for 5 years and have generally been exceeding expectations but it’s been tough scaling up to the director role. Getting a promotion requires opportunities to expand scope and opportunities are hard to create unless there a top down big initiatives that comes up. I have seen a number of folks join start ups and grow to director/VP level as the start up grows. Any tips on how to get to the director role in one year? TC: 600k
You don’t need to ask. Go interview only director positions and see results.
You’ve answered it yourself, you need the right opportunity to grow, not everyone gets them, this is where luck/good timing/ relationships factor in. Here are couple of options 1. Create an opportunity: Identify a revenue generating/impacting idea, sell this idea to the leadership, convince them you are the right person to execute it and then execute it. 2. Find the opportunity: join other companies/start ups where they’ll hire you as a Director, build the team, build the product/solution/whatever, grow revenue make your company big. Finally, don’t go after titles, go after the value generation, titles will automatically follow with a little bit of luck.
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First of all, I’m assuming you mean a true director (manager of managers role), and I’m also assuming you are asking it from opportunities aspect. Most early startups are out of question, I get these “director” or “VP” offers all the time, they are not manager of managers level. (You’ll manage 3, and might code etc… All inflating their titles. I even get applicants that have the title “director” / “VP” from startups that can’t pass even our manager interviews) The way I could accomplish this was via generating an opportunity, finding an important problem for the company, getting the funding and growing my group. Eventually the scope grew so much that I hired/grew other managers to manage my group, and I got promoted. You need a company that is growing and have the fundings to be able to do this. You also need to be able to build relationships with the “top”, and understand the bigger problem spaces/provide solutions. Another approach comes to my mind? Go to a company where there are retention problems and director level folks are leaving. (But that also means it’s a very unhealthy company, hopefully you’ll get enough empowerment to do something about it) One question many managers don’t think about: if you had the funding and growing, who is your succession plan in your current team? Who are you mentoring to be a manager soon? (If you are not doing this, sorry you are not ready to be a director yet from skills perspective)
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Tc?
Find a company or team that has those opportunities. Otherwise, you end up waiting for people higher up to leave in order to get your spot.
Go somewhere smaller where they would hire you as a director.
Title doesn’t matter. That’s like a lateral move if the scope is the same