What The Career Ladder publishes

Progression as it actually works: levels and the evidence behind them, sideways moves, promotion cases, and what to do when the ladder above you is full.

Progression is covered as a process with evidence rather than advice about attitude. A promotion case is shown as the document it actually is, and a level is described by what the company measured, not by what the ladder page claims.

It reaches both halves of the transaction at once — the people managing their own careers and the managers deciding them — which is unusual, and useful if you sell training, assessment, hiring tools, or anything a company buys on behalf of its staff.

A placement here is read twice over: once by the person trying to move, and once by the manager or HR lead deciding whether they can. Articles are built around the artefact — the case, the evidence, the conversation — so a product that helps produce one gets shown doing its job rather than described. The questions recur on a cycle, which keeps the page arriving from search at every review season rather than only in the week it runs. And it arrives from both directions at once, which is unusual for anything sold into learning and development.

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Published in EN ES

Who reads it

Employees steering their own careers, the managers deciding those careers, and the people who buy training, tools and services for both. A large general-professional readership rather than one job title.

What they come here looking for

how do I move into a new industry

what does a good engineering CV look like now

how are salaries moving in our field

is a management track worth it

how to negotiate an offer properly

what do hiring managers actually screen for

The two ways to publish here

Choose one to see it

Both are written for The Career Ladder’s readers and reviewed by its editors before they run, and both stay on the domain permanently. What differs is how the page is labelled and how its links are treated.

Applicant tracking system for a startup making its first ten hires

Evidence · 17 September 2026 · by the Career Ladder newsroom · Leer en español

Custom hero illustration — drawn for this article in the publication’s own style

Most startups & founders buyers start in the same two places: a question typed into a search box, and the same question put to an assistant. Neither returns a brochure. Both return whichever page answered the question properly — and for a company that launched eighteen months ago, that page almost always belongs to somebody else. An article in the section that covers the question is how you come to own one of your own.

Cadwell Hire takes the position that this is a question of fit rather than feature count, and the piece argues that rather than asserting it. A placement is a permanent page on The Career Ladder, written for its readers and reviewed by its editors, carrying up to three of the company’s own links with their own anchor text. It sits in the archive and the feed alongside everything else the desk publishes, and it goes on answering the question long after a campaign would have stopped running.

The trade-off is stated plainly in every piece we run: what structured hiring for teams without a recruiter in the building is good for, and what it is not. That is not a concession, it is the reason the page is worth citing. A page that lists only strengths reads as advertising to a reader and to a model, and an article that reads as an advertisement is declined and refunded.

Every article publishes in English and Spanish, as two indexed pages on this domain, each with its own permanent URL. Both are written for the reader rather than translated around a keyword, and both are reviewed before they run.

About Cadwell Hire

Structured hiring for teams without a recruiter in the building.

Interview scorecards First ten hires cadwellhire.example rel="sponsored" followed

Illustrative mock-up A worked example, not a real article: it shows the shape of a placement — the label, the byline, the links and the company box.