Build the case for your promotion

Organize your evidence into a persuasive promotion document and a script for the conversation with your manager.

Change note: Initial version

Prompt

Help me make a strong, honest case for a promotion.

Current title and level: {{current_title}}
Target title or level: {{target_title}}
Time in current role: {{tenure}}
What the next level expects (from my company's career ladder or my best understanding): {{expectations}}
My evidence: projects, outcomes, scope, feedback:
{{evidence}}
Concerns my manager may raise: {{concerns}}

Produce:
1. A gap analysis: for each expectation of the next level, evidence I already have, and whether it is Strong, Partial or Weak. Be honest about weak spots.
2. A one-page promotion document with: a two-sentence summary, three or four impact stories showing I already operate at the next level (scope, decisions made, results), and quotes or feedback to cite, all drawn from my evidence.
3. A plan for any weak areas: what I can show in the next {{timeframe}}, so the conversation stays productive even if the answer is "not yet".
4. A conversation script: how to open the meeting, how to ask for the promotion directly, and replies to the concerns listed above.
5. What to ask if the answer is no: specific criteria, timeline, and how progress will be measured.

Use only my evidence; mark gaps with [add detail].

Variables

• {{current_title}}Current titletext

  Default: software engineer II

• {{target_title}}Target titletext

  Default: senior software engineer

• {{tenure}}Time in roletext

  Default: 2.5 years

• {{expectations}}Next-level expectationslong

  Default: Leads projects across teams, mentors others, makes sound design decisions with minimal guidance.

• {{evidence}}Your evidencelongrequired

  Projects, outcomes, scope, feedback

• {{concerns}}Likely concernstext

  Default: limited experience leading other engineers

• {{timeframe}}Timeframe for gapsselect

  Options: 3 months, 6 months, 12 months

  Default: 3 months

Example output

**1. Gap analysis**
| Expectation | Evidence | Rating |
|---|---|---|
| Leads cross-team projects | Led payments migration with 3 teams | Strong |
| Mentors others | Onboarded two new hires | Partial |
| Sound design decisions | Authored caching design doc adopted org-wide | Strong |

**2. Promotion document (summary)**
For the past year I have worked at the senior level: I led the payments migration across three teams, wrote the caching design now used by five services, and onboarded two engineers. [add detail: measurable result of the migration]

**3. Plan for the weak area**
Mentoring: formally mentor one junior engineer for the next 3 months and share their progress.

**4. Script**
Open: "I'd like to talk about my growth. I believe I'm operating at the senior level and want to understand what's needed to be promoted."
If they cite limited leadership: "Here are the three projects where I coordinated others. What would you want to see beyond them?"

**5. If the answer is no**
Ask for written criteria and a date to review progress.

Notes

Admitting your weak spots in advance makes the case more credible and gives your manager something concrete to act on. Bring the one-page document to the meeting.