Should You Go for That Promo? The Game Has Changed.
Why moving up in today’s tech industry isn’t as straightforward as it used to be.
For years, promotions in tech felt like a natural career step—work hard, get recognized, move up. But 2025 is shaping up to be the layoff year in tech, and suddenly, that next level doesn’t feel like just a step up—it feels like a calculated risk.
It’s no secret that over the past 2-3 years, tech companies have realized they can run leaner and more efficiently.
They’ve cut costs. They’ve streamlined teams.
And in the hyper-competitive AI race, they’re no longer willing to pay a premium for impact that doesn’t justify the cost.
Companies are moving faster on performance-based cuts. Meta, Microsoft, and others have already started layoffs without PIPs. That “grace period” to ramp up after a promotion? It’s disappearing.
If you’re thinking about going for that next level, pause for a second. Here’s what’s different—and what you need to consider before making the leap.
1️⃣ Promotions Are No Longer Just a Title Change
There was a time when getting promoted meant more pay, more responsibility, but not necessarily more work right away. You’d gradually step into the role, taking on bigger projects while still working on familiar ones.
That buffer period is gone.
Now, companies expect immediate ROI on promotions:
If you’re an L6 going to L7, you need to already be delivering at an L7 level from day one. Because it will be asked in the next performance review (usually 6 months away).
Every performance review is scrutinizing: “Can this L7 job be done by an L6? Or even an L5?”
If you’re not proving impact quickly, you’re at risk. At the end of the day, tech companies are paying top $$ to compete in today’s hyper competitive environment.
A promotion today is not just a title bump—it’s a business decision. And companies are treating it that way.
2️⃣ Be Ready to Work Harder (A Lot Harder)
“Work smarter, not harder” doesn’t apply here. You will work harder.
More hours. Promotions often come with bigger, more ambiguous projects—the kind that require deeper problem-solving and more time.
More pressure. Higher levels mean fewer safety nets and higher expectations.
More scrutiny. If your work doesn’t show measurable impact fast, someone else will be questioning why your role exists at that level.
A recent example: A mid-level PM at a big tech company was promoted just months before a major org-wide reorg. When the next review cycle came, they were asked to justify their scope at the new level. Despite strong work, they were eventually let go.
I’ve seen this happen multiple times—if you’re expecting a 10% salary increase for the same amount of effort, you’re in for a rude awakening.
3️⃣ If You Take This Lightly, It’ll Cost You
If you take the promotion without fully understanding what’s expected, the consequences can be real:
You struggle to meet the higher expectations, and your name starts showing up in tough performance conversations.
Your job security becomes more fragile—if cuts happen, you could be at risk.
This isn’t meant to scare you. It’s just the new reality.
Before saying yes to that promotion, ask yourself:
✅ Do I fully understand what’s expected of me at the next level?
✅ Am I willing to take on more hours, stress, and accountability?
✅ Does this fit into what I actually want right now?
If you can’t confidently check all three boxes, it’s worth pausing.
4️⃣ How to Set Yourself Up for Success
If you do go for it, make sure you set yourself up the right way:
Get full alignment with your manager. They are the ones determining your performance review—make sure you’re on the same page.
Ask for clear examples. What projects in the pipeline will allow you to operate at the next level? Do your own assessment of whether your scope is big enough.
Be honest about your trade-offs. If your priorities right now are family, work-life balance, or personal projects, staying at your current level might be the better move.
One tip that has worked well: Get dead-tight alignment with your management. The reality is, your manager is the one providing your rating every performance review. If you’re not aligned on expectations, you could be operating at the next level but still not get promoted.
A promotion isn’t just about delivering impact—it’s about making sure your impact is recognized at the right level.
Final Take
A promotion isn’t just a title or a pay bump—it’s a commitment to playing the game at a higher level.
If you’re up for the challenge, go for it. But if it doesn’t align with your priorities, it’s okay to wait. I’ve seen people delay promotions intentionally and end up in a much better place long-term. The worst thing you can do? Step into it blindly and regret it later.
So—are you going for it, or are you holding off? Curious to hear how you’re thinking about this.
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