It’s basically 80% luck and 20% work. Reason being that your manager could actually be annoyed by being so promo hungry. You ask every now and then if you’re doing good, and management gets annoyed you keep asking. You share a promo plan roadmap, and your manager can easily just brush it off and say, “there’s no need for this, just keep doing good work and it’ll come with time”. Frankly speaking, anyone getting promoted this fast isn’t inherently smarter. They just happen to be at the right place at the right time. The only piece that had control over to influence was work ethic to produce results.
Situation is certainly important. Although if you have a manager like that, you should change teams (you can have control over what situations you put yourself in)
I was hired as a mid level engineer at my current job. After 1 yr got promoted to senior engineer and after 14 months now I recently got a heads up from my manager that I will be offered an Architect position in Jan. Should I make that move? I am not sure if I am ready yet as I still have imposter syndrome 🙈
@@RyanLPeterman This is excellent advice. Some business lines simply lack growth opportunities, so if you’re aiming for a promotion, it’s crucial to be part of a high-growth team. These teams naturally create more opportunities for advancement and career development.
@@RyanLPetermanit’s not as easy to change teams these days, most team wants to keep you doing what the org has planned for you, at least for few years, unless you been there for long time. Especially at this moment , with how the market condition is, it is more important to keep good relationship with your manager & the person in control of the budget
Thanks for this! This gave me insight into what to do to get to that level. The only thing I wished the interviewer had done is asked questions about the kind of work Ricky does, what language etc.
Thanks for watching, happy to share this conversation! I'll consider asking future people I have on for at least some high level technical details of what they worked on to give you an idea Some might not be able to say much due to NDA but they should be able to share some high level context at least
Hi Ryan it's Dario! I was an intern on your team in 2022. I love these interviews since I am now working on T4 to T5 promo. I would love it if you uploaded to spotify so I can download and listen at the gym
Hi Dario, good to see you again! Yes definitely, I have been uploading them to Spotify too. Here's the link, I hope it is helpful for you: open.spotify.com/show/0MX9PyeCzDhdlyRv6slwIX
I found this conversation interesting as an outsider looking into tech. I work more so in bioinformatics in academia learning on the job with no cs degree. I do a combination of bench work, software engineering and data science in my line of work. Thinking of going to grad school for the PhD to get the leadership positions but also gradually looking into tech. Thanks for this interview! New subscriber here!
Thanks going into data analysis sector from healthcare professional its a whole new world for me so im like nervous about it and at the age of 40 im like know theres alot competition connection is key
### *Summary of "28 Year Old Staff Eng @ Google Reveals His Promotions"* #### *Introduction and Career Overview* - *Guest Introduction*: Ricky Peterman, promoted to Staff Engineer at Google by age 28, shares his career journey and promotion insights. - *Career Arc*: Started as a new grad in 2017, progressed from L3 to L6 (Staff Engineer) in seven years, significantly faster than average timelines. - *Compensation Growth*: - L3 (New Grad): $180K. - L4 (Mid-Level): $250K after 1.5 years. - L5 (Senior): $350K after 3 years. - L6 (Staff): ~$520K after 6 years. - Promotions attributed to *team stability*, *manager support*, and *preparedness for opportunities*. --- #### *Early Promotions (L3 to L4)* - *Promotion Process*: Initiated by employees but requires ongoing manager discussions about expectations and suitable projects. - *Key to Success*: Show *independence* in project execution without requiring handholding. - *Imposter Syndrome Management*: Overcame it by asking many questions despite fear of appearing “dumb,” ensuring efficient learning. --- #### *Transition to Senior Engineer (L4 to L5)* - *Shift in Behavior*: Ownership of a specific *codebase area* and becoming the *go-to person* for that scope. - *Project Selection*: Found impactful, next-level projects independently, ensuring they aligned with promotion goals. - *Planning Ahead*: Created a *roadmap a year in advance* with manager feedback to align efforts with promotion criteria. - *Saying No*: Politely declined work that didn’t align with promotion goals, emphasizing *growth-focused tasks*. --- #### *Senior to Staff Promotion (L5 to L6)* - *Biggest Difference*: Transitioned from mastering a scope to *challenging the status quo* and driving *cross-functional influence*. - *Staff Project Selection*: Found impactful projects by questioning outdated processes and exploring new opportunities. - *Leadership Development*: Delegated tasks, mentored juniors, and influenced cross-team projects with a focus on *credibility through results*. - *Trade-offs*: Higher responsibility led to reduced flexibility (e.g., fewer breaks, more rigid schedules). --- #### *Reflections on Management and Career* - *Management Experience*: Tried managing due to enjoyment in mentoring but found it challenging and wished he’d waited longer. - *Biggest Challenges*: Giving tough feedback, managing responsibilities at a young age, and balancing professional relationships. - *Advice to Junior Self*: Trust instincts more, overcome imposter syndrome early, and take bold steps sooner. --- #### *General Career Insights* - *Luck vs Effort*: Success attributed to *50% luck* (team, manager stability) and *50% preparation* (delivering impactful results). - *Staying at Google*: Long tenure allowed deep *organizational knowledge* and career momentum, outweighing benefits of frequent job changes. - *Meeting Intensity at Higher Levels*: More meetings at staff levels shift focus from coding to influencing through others. --- #### *Closing Remarks* - Ricky shares his experiences on social media as *Finding Ricky*, emphasizing *trust in oneself* and *learning to push boundaries*.
great quality interview! I actually think you are a more matured staff swe in the interview so that you put lots of great questions there and you can hold the reaction of the interviewee make him heard and can put out more his journey. thanks
People here at my company is telling younger generation, Not to go to College to get their Degrees! in my Opinion, only 1% can be a multi-millionaire! But IF U Go to college and get your Degree, U have more Opportunities- Out there! No One in this economy, will hire U, without a Degree! Even tho, U worked hard! They want U to have a degree to back your credentials up! Otherwise, U will left behind and rest of the group, will be promoted Before your very eyes! I think, that's the mentality in the 60-80's, Not to go to school and make decent money from your job! That Era is Long Gone! U have to be a College Grad and work your way Up and Don't complain! Bosses, does Not like Complaining employees! They want, employees to be Open minded and they're Watching every employee out there, that will be suitable for promotion, when the time comes and when the Opportunities, presents itself! My only, recommendation is that, Once U R Promoted to run the company, Please Stay HUMBLE and Become a Mentor to the Next generation! Also, Please Give Back by Helping a young person, move up! GOD BLESS
just cuz you earn more doesnt mean you need to spend more!! Don't fall into the trap of thinking someone who spends a lot is more well off than someone who wants to save their money or invest it in things that the average person might not see surface level
Hey Ryan !👋 I’m Phaizan, a professional video editor with a passion for bringing stories to life! 🎬Your content is awesome, but I can help make it even better! With advanced editing and storytelling techniques, I’ll turn your videos into scroll-stopping visuals that captivate your audience. Let’s chat and take your content to the next level!
Hey Ryan , awesome video! Your unique style really stands out. I'm a video editing specialist focused on TH-cam growth, and I can help enhance your content with high-quality edits and engaging thumbnails. If you're ever open to exploring new ideas or strategies that can boost your channel further, I'd love to connect and see how we can collaborate. Let me know your thoughts!
His social skills are really good. A great communicator is hallmark of a great staff engineer!
It’s basically 80% luck and 20% work. Reason being that your manager could actually be annoyed by being so promo hungry. You ask every now and then if you’re doing good, and management gets annoyed you keep asking. You share a promo plan roadmap, and your manager can easily just brush it off and say, “there’s no need for this, just keep doing good work and it’ll come with time”. Frankly speaking, anyone getting promoted this fast isn’t inherently smarter. They just happen to be at the right place at the right time. The only piece that had control over to influence was work ethic to produce results.
Situation is certainly important. Although if you have a manager like that, you should change teams (you can have control over what situations you put yourself in)
I was hired as a mid level engineer at my current job. After 1 yr got promoted to senior engineer and after 14 months now I recently got a heads up from my manager that I will be offered an Architect position in Jan. Should I make that move? I am not sure if I am ready yet as I still have imposter syndrome 🙈
@@RyanLPeterman This is excellent advice. Some business lines simply lack growth opportunities, so if you’re aiming for a promotion, it’s crucial to be part of a high-growth team. These teams naturally create more opportunities for advancement and career development.
@@scalelabs Yep agree with this. As you become more senior, picking the right situation becomes more important
@@RyanLPetermanit’s not as easy to change teams these days, most team wants to keep you doing what the org has planned for you, at least for few years, unless you been there for long time. Especially at this moment , with how the market condition is, it is more important to keep good relationship with your manager & the person in control of the budget
$180K as a grad is insane ....
loved this so much! thank you for organizing this!
Thanks for this! This gave me insight into what to do to get to that level. The only thing I wished the interviewer had done is asked questions about the kind of work Ricky does, what language etc.
Thanks for watching, happy to share this conversation! I'll consider asking future people I have on for at least some high level technical details of what they worked on to give you an idea
Some might not be able to say much due to NDA but they should be able to share some high level context at least
Hi Ryan it's Dario! I was an intern on your team in 2022. I love these interviews since I am now working on T4 to T5 promo. I would love it if you uploaded to spotify so I can download and listen at the gym
Hi Dario, good to see you again! Yes definitely, I have been uploading them to Spotify too. Here's the link, I hope it is helpful for you: open.spotify.com/show/0MX9PyeCzDhdlyRv6slwIX
28?! Bro looks 22
Impostor syndrome and anxiety, overcome with more self-confidence/trust, and audacity to rock the boat.
I found this conversation interesting as an outsider looking into tech. I work more so in bioinformatics in academia learning on the job with no cs degree. I do a combination of bench work, software engineering and data science in my line of work. Thinking of going to grad school for the PhD to get the leadership positions but also gradually looking into tech. Thanks for this interview! New subscriber here!
@@josecantu8195 Welcome and thanks for listening :)
Great video! What do you use to shoot the video?
I used Riverside, it lets you run a video call that it saves in the highest, local quality which you can access after the call
@ awesome!! Great work on your channel 🔥 fellow swe and TH-camr here 😁
Thanks going into data analysis sector from healthcare professional its a whole new world for me so im like nervous about it and at the age of 40 im like know theres alot competition connection is key
Good for you! Most of the rest of us are struggling to get a job again after the waves of layoff in tech.
### *Summary of "28 Year Old Staff Eng @ Google Reveals His Promotions"*
#### *Introduction and Career Overview*
- *Guest Introduction*: Ricky Peterman, promoted to Staff Engineer at Google by age 28, shares his career journey and promotion insights.
- *Career Arc*: Started as a new grad in 2017, progressed from L3 to L6 (Staff Engineer) in seven years, significantly faster than average timelines.
- *Compensation Growth*:
- L3 (New Grad): $180K.
- L4 (Mid-Level): $250K after 1.5 years.
- L5 (Senior): $350K after 3 years.
- L6 (Staff): ~$520K after 6 years.
- Promotions attributed to *team stability*, *manager support*, and *preparedness for opportunities*.
---
#### *Early Promotions (L3 to L4)*
- *Promotion Process*: Initiated by employees but requires ongoing manager discussions about expectations and suitable projects.
- *Key to Success*: Show *independence* in project execution without requiring handholding.
- *Imposter Syndrome Management*: Overcame it by asking many questions despite fear of appearing “dumb,” ensuring efficient learning.
---
#### *Transition to Senior Engineer (L4 to L5)*
- *Shift in Behavior*: Ownership of a specific *codebase area* and becoming the *go-to person* for that scope.
- *Project Selection*: Found impactful, next-level projects independently, ensuring they aligned with promotion goals.
- *Planning Ahead*: Created a *roadmap a year in advance* with manager feedback to align efforts with promotion criteria.
- *Saying No*: Politely declined work that didn’t align with promotion goals, emphasizing *growth-focused tasks*.
---
#### *Senior to Staff Promotion (L5 to L6)*
- *Biggest Difference*: Transitioned from mastering a scope to *challenging the status quo* and driving *cross-functional influence*.
- *Staff Project Selection*: Found impactful projects by questioning outdated processes and exploring new opportunities.
- *Leadership Development*: Delegated tasks, mentored juniors, and influenced cross-team projects with a focus on *credibility through results*.
- *Trade-offs*: Higher responsibility led to reduced flexibility (e.g., fewer breaks, more rigid schedules).
---
#### *Reflections on Management and Career*
- *Management Experience*: Tried managing due to enjoyment in mentoring but found it challenging and wished he’d waited longer.
- *Biggest Challenges*: Giving tough feedback, managing responsibilities at a young age, and balancing professional relationships.
- *Advice to Junior Self*: Trust instincts more, overcome imposter syndrome early, and take bold steps sooner.
---
#### *General Career Insights*
- *Luck vs Effort*: Success attributed to *50% luck* (team, manager stability) and *50% preparation* (delivering impactful results).
- *Staying at Google*: Long tenure allowed deep *organizational knowledge* and career momentum, outweighing benefits of frequent job changes.
- *Meeting Intensity at Higher Levels*: More meetings at staff levels shift focus from coding to influencing through others.
---
#### *Closing Remarks*
- Ricky shares his experiences on social media as *Finding Ricky*, emphasizing *trust in oneself* and *learning to push boundaries*.
Well done Ryan, you're living the dream m man! Hope to get there too.
great quality interview! I actually think you are a more matured staff swe in the interview so that you put lots of great questions there and you can hold the reaction of the interviewee make him heard and can put out more his journey. thanks
im jealous, but in a positive kind of way
Was not aware you had a YT channel as well. Subscribed. Keep being awesome.
@@vimarshkoul930 just getting started, thanks for being an early supporter!
really interesting and insightful!
People here at my company is telling younger generation, Not to go to College to get their Degrees! in my Opinion, only 1% can be a multi-millionaire! But IF U Go to college and get your Degree, U have more Opportunities- Out there! No One in this economy, will hire U, without a Degree! Even tho, U worked hard! They want U to have a degree to back your credentials up! Otherwise, U will left behind and rest of the group, will be promoted Before your very eyes! I think, that's the mentality in the 60-80's, Not to go to school and make decent money from your job! That Era is Long Gone!
U have to be a College Grad and work your way Up and Don't complain! Bosses, does Not like Complaining employees! They want, employees to be Open minded and they're Watching every employee out there, that will be suitable for promotion, when the time comes and when the Opportunities, presents itself! My only, recommendation is that, Once U R Promoted to run the company, Please Stay HUMBLE and Become a Mentor to the Next generation! Also, Please Give Back by Helping a young person, move up! GOD BLESS
hey man.....are you looking for a video editor by any chance?
i hate the thumbnail but good video
Glad to hear the video was good at least, thanks for the feedback!
I’m an L3 as a 25 year old
lol
Can i get a referral
I want to know if that’s his place. 500+ K with IKEA furniture. I find that interesting.
@@cyntiaandres3908 yep that is his place, he’s relatively frugal I’d say
just cuz you earn more doesnt mean you need to spend more!! Don't fall into the trap of thinking someone who spends a lot is more well off than someone who wants to save their money or invest it in things that the average person might not see surface level
Genius
Hey Ryan !👋 I’m Phaizan, a professional video editor with a passion for bringing stories to life! 🎬Your content is awesome, but I can help make it even better! With advanced editing and storytelling techniques, I’ll turn your videos into scroll-stopping visuals that captivate your audience.
Let’s chat and take your content to the next level!
so what's next for him?
He told me he's going to start making more TH-cam videos, you can check him out here if you want to follow along: www.youtube.com/@findingricky
he's my crush
Hey Ryan , awesome video! Your unique style really stands out. I'm a video editing specialist focused on TH-cam growth, and I can help enhance your content with high-quality edits and engaging thumbnails. If you're ever open to exploring new ideas or strategies that can boost your channel further, I'd love to connect and see how we can collaborate. Let me know your thoughts!