At Filmhub, we focus on levels rather than traditional job title hierarchy (Senior, Director, VP, SVP, etc.) to foster a culture of clarity, flexibility, and collaboration.

We realize people still need to understand how they can grow in their roles, so we assign levels. Individual Team member levels are not publicly shared within the company but are used as a tool between team leads and their reports to drive performance and compensation conversations. This way, your personal brand drives how people know you, not your “title.”

Why do we use Levels and not Titles?

• Emphasizes Impact Over Hierarchy:
  • Levels prioritize the scope and impact of work rather than status or titles.
  • This approach reduces the hierarchy and promotes a more inclusive, team-oriented environment.
• Facilitates Growth and Development:
  • Levels provide a clear framework for career progression based on skills and contributions, not rigid roles.
  • Team members know what’s expected to advance, enabling personal and professional growth.
• Encourages Flexibility:
  • Titles can pigeonhole team members into narrow roles, whereas levels allow for broader contributions across teams.
  • This adaptability is especially important in a fast-paced startup like Filmhub.
• Supports Fair Compensation:
  • Levels align with transparent compensation structures, ensuring fair pay based on responsibility and impact, not title prestige.

Why External Titles Aren't Necessary

We often hear "I need a title to get the meeting" – but our experience proves otherwise. At Filmhub, we've found that titles are not the door-openers people think they are.

• Our Work Speaks Louder Than Titles:
  • The Filmhub name opens doors because of our reputation and impact in the industry
  • Partners and clients care about what we can deliver, not what's on a business card
  • Our team members successfully meet with C-suite executives, major studios, and key partners based on expertise and the value we bring
• Titles Can Actually Limit Opportunities:
  • A rigid title can box you out of conversations where you could add value
  • Without title constraints, our team members can engage across multiple areas of expertise
  • This flexibility allows us to put the right person in the room, not just the "right title"
• Building Your Personal Brand Matters More:
  • Your expertise, track record, and relationships are what truly get meetings
  • Being known for your work creates more opportunities than any title could
  • This approach encourages team members to build genuine industry presence rather than rely on positional authority

The reality is simple: if someone won't meet with you without a specific title, they're probably not evaluating partners based on the right criteria. The meetings worth having are with people who care about outcomes, not org charts.

<aside> 📣

Management and individual contributors are compensated equally, even though their roles and responsibilities differ. Filmhub equalizes management and Individual Contributors (ICs) to remove incentives to choose one over the other. Both paths have a clear path set for them within Filmhub, and they contribute to the overall team's success in important and unique ways

</aside>

Filmhub uses a 9-level job structure designed to create clarity, equity, and consistency across roles within the organization. It provides a framework that categorizes jobs into levels based on responsibility, impact, and skill requirements. Each level represents a step in career progression, starting from entry-level roles and advancing to senior leadership positions. The structure helps ensure transparency in career development, equitable compensation, and alignment across teams.

Review the Levels here: Career Progression Framework

<aside> 👀

Beginning in January 2025, you can view your Job and Level in Rippling.

</aside>