Promotion Readiness Checker

The typical minimum is 12-18 months, but time alone is not the deciding factor. The real question is whether you have been operating at the next level consistently for 3-6 months. In high-growth environments, strong performers can be promoted in 12 months. In traditional organisations, 2-3 years is more common. Ask your manager explicitly what the criteria are — do not guess.

Ask the specific question: "What would need to be true for me to be considered for promotion in the next 6 months?" Then get it in writing (a follow-up email). This makes the criteria concrete and creates shared accountability. If the answer remains vague after repeated attempts, that itself is useful information about your organisation.

Ask. The research is clear: people who proactively advocate for themselves are promoted faster and earn more over their careers. Managers are busy — your career is not always top of mind. Waiting to be noticed is a strategy that works occasionally and fails often.

Headcount and budget constraints are real but not permanent. If you are clearly ready, make the case now and get a commitment for the next budget cycle. You can also explore: a title change without a salary increase now (with salary to follow), a role redesign that justifies the promotion, or a lateral move to a team with an open slot.

Only if you genuinely have one. A competing offer is strong leverage — but using a fake one is a trust-destroying move that rarely ends well. If you do have a real offer, be direct: "I have received an offer for $X at a senior level. I would strongly prefer to stay here — is there a path to making that happen?"

This is one of the most important distinctions in career advancement. You can be fully capable but invisible to decision-makers. Readiness requires both capability AND visibility. The promotion decision often happens in a room you are not in — you need champions who will advocate for you when you are not present. Building relationships with senior leaders is not optional.