This page contains the different roles within the Designer path. Choose the relevant roles you want to learn about. You can also enter the “Professional Path” to access the relevant skills and resources (coming soon!). đ
Entry level, up to one year. Understands design basics and execution. Can take well-defined projects and execute them within the monday values, look and feel.
Executes well-defined tasks fast and with minimum iterations.
Follows the brand and style guide while designing within industry standards.
Strives to make a positive impact and excels in the deliverables.
Winning and making an impact.
Takes full responsibility for their part in projects A-Z, including QAing their projects.
Can take projects from A-Z while knowing when and how to raise flags. Leads medium-sized projects and takes part in complex core projects. Buddy, cross-design initiatives, portfolio overviews. Experience required in this role before getting promoted to the next level:
Plays a significant part in core team projects.
Takes full ownership on craftsmanship and execution.
Focuses on whatâs important; doesnât get distracted by things that will not push us forward.
Engages communication with all stakeholders, can collaborate with everyone.
Positive promoter â helps the team succeed as a team.
Leader and influencer in the design team and the entire company. Can take many missions upon itself and can easily move from projects. He knows and dictates the monday design language and values. Leads core projects and takes part in company-wide goals. This is a core role with a wide range of growth within itself. Extra duties: trainer, lead cross-design projects, perform design review, interviews. Experience required in this role before getting promoted to the next level:
Plays a significant part in the team’s core projects.
Responsible and accountable for the craftsmanship and execution in their domain.
Taking responsibility and accountability in bringing their “work domain” into colossal business success and helping shape the strategy to get there.
Manifesting the company values, affecting personal and others in an efficient manner.
Taking part and positively affecting the decision-making in their team.
This role is not mandatory. It’s a short and experimental role in which the designer can explore managerial ownership and IC projects. This role will determine (both by the designer and the company) the following career path: Managerial or IC. This role has quick feedback loops between the manager and the designer in order to experience and gain trust with the next role. Extra duties: cross-group review, mentoring, taking group execution ownership, cross-domain project leadership, lectures and retro review. Experience required in this role before getting promoted to the next level:
Holds the complexity of either multiple domains with a common area or a domain with deep or very high complexity. Enabler of critical projects, champion of the design excellence and the design depth of their domain. Extra duties: Part of the design extended leadership forums, leads cross-design projects, and mentors designers. Experience required in this role before getting promoted to the next level:
Leads design execution of large and complex efforts. Breaks down into concerns and areas of volatility, provides high-level solutions, and hands it off to the team.
Knows how to create a solution that is easy to develop and bring to production. Knows how to create a design that is part of a holistic language/deign principles.
Functions as a seed for new efforts that requires laying deep tech foundations, a unique design, and/or a massive amount of work. Manages to inspire their team through planning, context building, and setting aspirational goals, creating a setup for people to excel.
Drives strong enthusiasm and a âcan doâ attitude to achieving results for employees â creating a winning state of mind. Promotes mondayâs culture in their day to day actions and decisions, and sets an example in their actions that promotes our core values and principles.
Stakeholders management â can effectively communicate and set expectations with multiple stakeholders across the organization over a predefined goal.
Professional anchor of a cross-domain area, has a significant influence on practices, go-to for multiple teams across the design, leading various projects simultaneously. Extra duties: Part of the design extended leadership forums, leads cross-design projects, mentor designers, initiate new projects/ domains, can lead non-designers within projects. Experience required in this role before getting promoted to the next level:
Can handle very complex challenges independently, breaking walls with near zero guidance.
Holds design expertise that impacts multiple groups. Making sure everyone brings data-driven decisions into the design table.
Shapes our design culture and defines new principles and methods that are adapted to the day to day in the design.
Evaluates own performance and takes responsibility for the outcomes of decisions made in their domain.
Creates effective work relationships with people in the company with diverse personalities and skills
Make a consistent unique impact through engineering. Brings the whole engineering of the company to a new level. Growing the next generation of tech leads. In charge of the most complex and impactful parts of the system/projects/products. Extra duties: Part of the design extended leadership forums, leads cross-design projects, mentor designers, initiate new projects/ domains, can lead non-designers within projects.
Independently scopes, designs, and delivers solutions for large, complex challenges that involve multiple groups or affect wide areas in the design.
Dives into any area and creates 10x wherever they land in the design.
Brings direct exceptional impact to the business by themselves, by leading significant projects & efforts.
Creates a unique organizational culture. The ability to trigger and drive changes in who we are and how we work.
Initiate and define cross-design ongoing collaboration efforts.
Leads a team of designers with Joint KPIs . They are responsible for developing the people on their teamâin particular, mid-level and beginners. Responsible for quality, creativity and delivery of projects they are overseeing, along with revenue user satisfaction as well as for the team satisfaction and well-being. Extra duties: A member of the extended design leadership team, a member of the team leadership forums, and a member of cross-design projects. Experience required in this role before getting promoted to the next level:
Understands all domain aspects, and sets standards in every area – tech, business, product, craftsmanship.
Manages to inspire their team through planning, context building and setting aspirational goals, creating a setup for people to excel.
Responsible and accountable for the craftsmanship and execution in their domain.
Team communication engine. Creates a safe place to talk.
Managerial roles have the Leadership & Ownership vector in any aspect of their work, therefor they will not be written as a separate competency here.
Leads multiple efforts/owner of an extremely complex world in a group or directly in the design guild. Typically leads up to 12 designers, and can also lead (formal / informal) non-design functions. Responsible for the delivery and impact of the designers within different teams and KPIs. In collaboration with colleagues from other professions, leads the strategy and execution of their domain, ensuring the design outcome aligns with the design ecosystem. Extra duties: A member of the extended design leadership team, a member of the team leadership forums, and a member of cross-design projects. Experience required in this role before getting promoted to the next level:
Can independently communicate with different stakeholders in the organization and create alignment around decisions and actions.
Creates an impact-driven state of mind, that embraces changes and speed. Finds creative ways to meet exceptional goals.
Can act as a professional anchor in UI and craftsmanship areas within the team.
Evaluates own performance and takes responsibility for the outcomes of decisions made in their domain.
Managerial roles have the Leadership & Ownership vector in any aspect of their work, therefor they will not be written as a separate competency here.
A manager of managers / leads multiple teams witan h extremely complex world and accountability. Fully accountable for the entire group activities. Leading the group focus, execution speed, execution quality, and cultural ‘can-do’ approach. Addressing progress from all aspects Product, Culture, HR, technical and etc. You can read more in detail on the role and its responsibilities here. Extra duties: member of the design leadership, team and the builders/ marketing/ops group leadership forum.
Transforming company vision into group-level Q goals, and working with group leadership to transform those into a coherent inspiring plan.
Accountable for the groupâs design direction, executions, ecosystem consistency, etc. Keeps a high-level view and ensures that all group members are focused on the goals.
âImpact through othersâ â manager of managers/leaders, amplifies impact via mentoring, directing and training; sees a âbigger pictureâ and ensures inbound and outbound context is shared. âImpact through focusâ â defines vision & mission to focus the teams on the âwinning pictureâ.
Creates a culture of constant learning in a structured and consistent manner. Drives to a design excellence atmosphere. Accountable for the professional level of group members and the professional standards for the groupâs land.
Managerial roles have the Leadership & Ownership vector in any aspect of their work, therefor they will not be written as a separate competency here.
Full accountability on a wide strategic pillar TLDR: that contains multiple groups with a variety of KPI’S. Leads the group strategy and business KPIs using design as its tool. Guides and mentors the group’s leadership teams (Product, Dev, Design) to success. Extra duties: Mentor group leaders from different areas, lead and generate changes within the design guild take part in the builders/ marketing leadership forums and programs
Transforming company business KPI’S into new solutions and vision. Can guide and mentor high-level managers such as group managers.
Making sure to stay connected to the users, knowing what is “really” happening. Setting a high and ambitious standard of execution.
Bring clear focus and winning goals.
Promote a culture in which all everyone has the passion to create a product that people love to use.
Managerial roles have the Leadership & Ownership vector in any aspect of their work, therefor they will not be written as a separate competency here.
Managing an entire design organization end-to-end. Full ownership of goals, structure, HR, learning and development. Extra duties: Part of the company VP leadership forum, connecting and initiate cross-department projects and progress.
Uses the design profession as a tool to push the company product and business KPIs forward. Can manage all types of managers (non-designer as well) and can lead via other managers and designers.
Bringing the team to fully understand and want to push the execution to be better independently. Can create a clear and inspiring high level vision and standard that can guide everyone around them.
Creates a clear and inspiring vision that will make people want to build. Sets and challenges the design progress, always push it to the next level.
Create a culture of lean yet powerful approach where every employee has a huge impact on the outcome and where we are going. Creating a company that appreciate and understand the power of design, and demands from the designer to always push forwards.
Managerial roles have the Leadership & Ownership vector in any aspect of their work, therefor they will not be written as a separate competency here.