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CLAUDE.md

This file provides guidance to Claude Code (claude.ai/code) when working with code in this repository.

Repository Purpose

This is Caldera's Engineering Framework - a documentation repository that defines clear expectations for engineering roles, growth, and impact. It contains:

  • Role definitions for 5 engineering levels (Software Engineer through Head of Engineering)
  • Core competencies framework (Craft, Impact, Leadership)
  • Templates for creating consistent role documentation
  • Philosophy and principles for engineering growth at Caldera

This is a documentation-only repository with no build system, tests, or runtime code.

Repository Structure

/
├── README.md                 # Framework overview and philosophy
├── competencies.md           # Core competencies definitions
├── roles/                    # Individual role definitions
│   ├── 01-software-engineer.md
│   ├── 02-senior-software-engineer.md
│   ├── 03-principal-software-engineer.md
│   ├── 04-distinguished-software-engineer.md
│   └── 05-head-of-engineering.md
└── templates/
    └── role-template.md      # Template for creating new role documents

Content Architecture

Three Core Competencies

All role definitions are structured around three competencies:

  1. Craft - Building excellent software through technical skill, judgment, and continuous learning
  2. Impact - Taking ownership, delivering outcomes, and creating value for clients and Caldera
  3. Leadership - Growing others, building shared understanding, and multiplying effectiveness

Three Dimensions of Growth

The framework defines growth along three expanding dimensions:

  • Time Horizon: How far ahead you work (1-2 weeks → 6-12 months)
  • Ownership: What you discover (execution → delivery → solutions → problems)
  • Scope: Where you create value (tasks → features → projects → products → company)

Role Definition Structure

Every role document follows this exact structure:

  1. In Short - 2-3 sentence overview
  2. Scope - Time Horizon, Ownership, Impact (one line each)
  3. What Good Looks Like - Organized by Craft, Impact, Leadership competencies (4-6 bullets each)
  4. Examples - 3-5 observable behaviors demonstrating the role
  5. Ready for [Next Level] When - 4-6 behavioral indicators for promotion readiness

Working with Role Documents

Consistency Requirements

  • All role documents MUST use identical section structure
  • The three competency headers and italic descriptions are standardized across all roles
  • Keep role documents concise (target 50-75 lines)
  • Use active, behavioral language that describes what people do

Observable Behaviors

The "Examples" section in each role emphasizes visibility in a remote organization. Examples should:

  • Describe concrete actions others can witness (e.g., "Posting pull requests with clear descriptions...")
  • Focus on observable artifacts and communications
  • Reinforce the principle: "Your work must be visible to be valued"

Progression Patterns

When editing roles, maintain clear progression:

  • Craft: Learn → Set standards → Design systems → Shape strategy
  • Impact: Tasks → Features → Projects → Products → Company
  • Leadership: Learn/support → Coach → Multiply teams → Multiply organization

Key Principles

Growth Through Demonstration

"You earn responsibilities before titles. Engineers demonstrate readiness for the next level by consistently operating at that level."

Working Visibly in Remote Organizations

Multiple sections emphasize visibility, documentation, and working in public. This is a core cultural value that should be reflected throughout role definitions.

Extreme Ownership

A key value emphasizing owning outcomes (not just outputs) and following through end-to-end.

Dual Impact

Engineers create value for both clients AND Caldera. Both matter equally.

Editing Guidelines

When modifying role documents:

  1. Maintain the exact structure defined in role-template.md
  2. Keep competency definitions consistent with competencies.md
  3. Ensure behaviors are specific, concrete, and observable
  4. Verify progression is clear when comparing adjacent role levels
  5. Keep language simple and direct - avoid jargon or vague aspirational statements
  6. Ensure "Examples" section shows visible behaviors for remote work context

Common Scope Definitions

  • Task: Discrete work completed in days
  • Feature: User-facing capability (1-2 weeks, multiple tasks)
  • Project: Coordinated effort (1-3 months, multiple features)
  • Product: Complete offering evolving over quarters/years
  • Company: Strategic initiatives impacting multiple products or entire business