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Company Framework

The framework you build in Company Settings is the foundation of Branco. It defines how feedback is collected, how performance is measured, and what career growth looks like at your company.

The four tabs​

Company Settings is organized into four tabs, each covering a different layer:

Company​

  • Set your mission statement — visible across the platform
  • Assign the Branco Admin and IT Admin roles

This is the simplest tab. Set your mission and admins, then move on.

Values & Competencies​

  • Define your company values (e.g. Integrity, Innovation, Collaboration)
  • For each value, define the competencies (soft skills) that support it
  • Competencies are company-wide — they apply to every employee regardless of role
Start with 3–5 values

You don't need a long list. Choose the values that actually drive behavior at your company, then define 2–3 competencies for each. You can always add more later.

Functions & Skills​

  • Define your job functions (departments like Engineering, Product, Sales)
  • Within each function, define roles (e.g. Software Engineer, Product Designer)
  • For each role, define the technical skills expected

Skills should be concrete and measurable — "API Design" or "Financial Modeling" rather than vague terms like "Problem Solving" (those are better as competencies).

Career Paths & Levels​

  • For each role, define the career ladder across both IC and Management tracks
  • Five seniority levels: Entry Level, Intermediate, Senior, Director/Principal, VP
  • Each level has its own skill and competency expectations
Career paths power My Career

The career path you define here becomes the horizontal progression chart on every user's My Career page. Their current level is highlighted, and the expectations at each level drive their progress bars.

Best practices​

  • Be specific with skills, broad with competencies. Skills should describe measurable technical abilities. Competencies should describe how people work and show up.
  • Start lean and iterate. A focused set of values, skills, and competencies is better than an exhaustive one. You can refine as you see how feedback flows.
  • Align with your leadership team. The framework you set here shapes every manager's reports and every employee's career page. Get buy-in on the values and expectations before rolling out.
Changes affect everyone immediately

Updating values, competencies, skills, or career paths will immediately change what users see on their My Career page and what the AI uses for suggestions. Communicate changes to your team before making them.

Next: Teams & Users →