A level calibration is how Wild Audience checks that everyone's career level accurately reflects how they're actually showing up — not just on paper. It's a structured conversation between circle leads and leadership, grounded in real evidence from the review period. The spirit: an honest baseline for everyone, not reward or punishment.
Level calibration is distinct from a performance review. A performance review looks at how well someone performed. A calibration asks a different question: is their level still the right one?
During calibration, circle leads assess each person against the Career Level Framework — looking at soft skills (via the Soft Skills Framework), hard skills, and our leveling approach — and align on whether a level change is needed. The goal is consistency and fairness across all circles.
🎓 End of bootcamp — after every new hire
Every new hire starts at a provisional level. After 6 months, a calibration happens to confirm or adjust that level based on what's been observed. This gives both the person and the company time to form a real picture before anything is set in stone. This is the standard: calibration at the end of bootcamp, every time.
📅 Annual Review Cycle
Every year, Wild Audience runs the Annual Review Cycle that includes both the performance review and the level calibration. The whole team's levels and performance are assessed together — ensuring consistency across circles, catching growth since the last check, and aligning on any level changes before they're communicated.
A calibration is not a surprise, or a judgment. It's a shared check-in on whether the level still fits. The evidence comes from the year (or bootcamp period) — from 360 feedback, project outcomes, and how someone has shown up day-to-day. Circle leads align first, then share the outcome with the person directly.
If a calibration assesses someone below their current level, their level and salary freeze at the current standing — neither decreases. The freeze lifts when they grow into the assessed level. This protects both the principle (an honest read) and the person (no salary cut for honesty), and keeps the calibration conversation developmental rather than punitive.