Solutions for Engineering Teams
Performance Management Built for Engineering Teams
Competency frameworks, transparent leveling, and OKRs built for how engineering teams actually work. No more vague feedback or invisible promotion criteria.
Quick summary
Harmny gives engineering orgs a structured career ladder (IC1 through Principal), competency-weighted reviews, and cascading OKRs — all in one tool. Meridian Labs, a 90-person deep tech startup, saw a 34% drop in engineering attrition within two quarters of adopting Harmny's framework builder. Plans start at $8/user/month.
Challenge 01
A career ladder engineers can actually see and trust.
"What do I need to do to get promoted?" is one of the most common questions engineers ask — and one of the hardest for managers to answer without a structured framework. Vague criteria breed frustration and attrition.
Harmny lets you build a transparent engineering ladder with skill categories, competency levels, and behavioral descriptions for every career stage — from IC1 to Staff and beyond. Engineers see exactly what is expected at each level, and managers have an objective basis for promotion decisions.
Challenge 02
OKRs that connect individual work to the mission.
Engineering teams need to ship, but they also need to know their work matters beyond the sprint board. Without visible alignment between personal goals and company objectives, engineers optimize locally and drift from the big picture.
Harmny links individual key results to team and company OKRs, so every engineer can trace how their work contributes up the chain. Managers can cascade objectives down and roll progress up — all without a separate spreadsheet.
Challenge 03
1:1s that go deeper than status updates.
Engineering managers are often promoted for technical excellence, not coaching skills. Without structure, 1:1s default to sprint reviews — and engineers miss the mentorship and career conversations that keep them engaged.
Harmny provides structured 1:1 templates with shared agendas, talking points, and action item tracking. Over time, those conversations build a record of growth, blockers, and commitments — the foundation of a real manager-engineer relationship.
Challenge 04
Retention built on growth, not perks.
Senior engineers have options. When they leave, they often cite a lack of growth or learning — not salary. Perks can attract but they rarely retain someone who feels stuck or undervalued.
Harmny gives engineers a visible path forward and gives managers the tools to recognize strong work consistently. Recognition that is timely, specific, and connected to real competencies signals that the organization is paying attention — and that matters more than a ping-pong table.
"Our engineers finally stopped asking 'what do I need to do to get to Senior?' — because the answer is right there in the framework. Promotion conversations went from awkward to straightforward."
David Lim
VP of Engineering, Meridian Labs
Common questions from engineering leaders
Why engineering teams choose Harmny
Transparent leveling
Engineers know exactly what's expected at every level — no more invisible promotion criteria.
OKRs that cascade
Link individual key results to team and company objectives so every engineer can see their impact.
Structured 1:1s
Shared agendas and action item tracking make manager-engineer conversations substantive and consistent.
Meaningful recognition
Timely, competency-linked recognition signals growth and keeps senior engineers engaged.
Competency frameworks
Build an engineering ladder that reflects your culture and technical standards — not a generic template.
Less process overhead
Automated reviews, reminders, and status tracking free up engineering managers' time for actual coaching.
Your next review cycle could take half the time
Most teams get their first evaluation cycle running in under a day. 14-day free trial, no credit card, and your data exports cleanly if you decide it's not the right fit.