Caxy
Caxy Career Growth & Development
Frequently Asked Questions
Growth at Caxy tends to look less like a rigid ladder and more like real opportunity. If you show initiative and do good work, there's room to take on more. Because we're a smaller team, people often get exposure to different parts of the business earlier than they would somewhere bigger, which opens doors that a strict title-based structure usually closes off.
We believe in promoting from within and giving people the room to grow into roles they weren't necessarily hired for. Our COO, Hannah Deason, is a perfect example. She started at Caxy as an executive assistant, learned to code along the way, and grew into leading the company operationally. That's not a fluke story, it's part of how we think about talent here: if someone shows curiosity and puts in the work, we'd rather invest in them than look outside.
At Caxy, mentorship is built into how we work. Every employee is a mentor, a mentee, or both, with pairings revisited quarterly as their goals evolve. Whether someone is pursuing our Leadership Track or technical Mastery Track, they receive guidance tailored to their career aspirations.
Our 12-week Performance, Accountability, Commitment (PAC) plan gives employees clear development goals, regular feedback, and measurable milestones. Combined with ongoing check-ins, hands-on coaching, and opportunities to learn from senior leadership, this approach helps employees continuously develop their skills and take the next step in their careers.
At Caxy, career growth isn't limited to a single path. We believe in developing talent from within and giving employees opportunities to grow into roles that align with their strengths and ambitions.
Junior and mid-level developers have clear pathways toward becoming architects, technical leaders, and directors. Similarly, project managers can advance into senior product management, account management, and director-level positions.
Our commitment to mentorship and internal development has helped us promote more than 40 employees over the past decade, including five director-level leaders developed entirely from within.
The takeaway: We don't just hire for the role someone can fill today. We invest in who they can become tomorrow.
Caxy's Candidate Tradeoffs
If you’re weighing whether Caxy is the right fit, these are the core tradeoffs to consider.
- Caxy strongly emphasizes autonomy and ownership, empowering individuals to take initiative and make meaningful decisions, though this can come with less day-to-day guidance.
Caxy Employee Reviews
What People Are Saying About Caxy
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Challenging Assignments: Work is described as complex and varied across industries with modern technologies, creating hands-on stretch opportunities. Feedback suggests individuals can influence architecture and solutions, accelerating practical learning.
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Coaching & Feedback: Development is supported by regular goal check-ins, semiannual reviews, and peer learning mechanisms. Feedback suggests consistent mentor touchpoints and colleague input provide ongoing guidance.
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Internal Mobility: Movement within the organization is enabled through internal job postings, documented progression frameworks, and an explicit promote-from-within stance. Examples of employees stepping into broader responsibilities indicate visible advancement paths.
Caxy's Benefits
Allows employees to pursue continuing education during work hours
Defines roles and sets expectations for success
Encourages knowledge sharing and cross-functional collaboration
Hosts Lunch and Learns
We have dev talks where developers will pick a topic to research and present. Open to anyone who has a topic they are excited about.
Job training & conferences
We have numerous personal one on one training and subscriptions to training sites that employees are encouraged to use.
Managers hold regular development check-ins
Offers apprenticeship programs
Offers mentorship program
Everyone here has a charted career path. We have senior people attached to growing team members to help them level up.
Provides continuing education stipend
Where appropriate, we provide this.
Provides formal manager training and leadership development
Provides online course subscriptions
Most developers have access to frontendmasters and AWS. As needed, most junior team members have access to Lynda or coursera. All leads have a masterclass as of 2026.
Provides opportunities to take on expanding responsibilities
Provides paid industry certifications
As appropriate or needed for their development and the business we pay for this. It's included AWS, big commerce, and Content Stack certs as well as PMPO / CSM / CSPO / PMP certifications.
Provides personal development training
Provides structured early-career growth opportunities
Provides structured onboarding for new employees
Provides training support and resources for AI adoption
We have curriculum for AI adoption, we have an ethical and practical use for AI, and we have hackathons and ideations sessions for further AI. Dev meetings are often centered on this.
Supports employee-driven initiatives, not just top-down priorities
Documented career progression frameworks
We use PAC plans and development tracks in mastery and leadership to make it clear how you progress. Our roles are numbered for progressions as well.
Documented internal promotion policy
We require that all roles (except sales) are made available for internal employees to apply. These are communicated in all-hands or through management feedback.
Documented path to leadership development
Posts new positions internally and encourages employees to apply
Prioritizes promotion advancement based on impact
Prioritizes promotion advancement based on long-term contribution
Promote from within
Wherever possible and practical for the business, we promote from within. 90+% of our leadership positions are held by folks that were promoted from within.
Provides customized development tracks
We have custom PAC plans (performance, accountability, commitment) mentorship programs for all team members that want them. Our technical team members sign up for mastery or leadership tracks.
Regularly scheduled promotion review cycles for employees
We assess roles at least every 12 months.
