Promotion and leadership readiness
See what the next level asks for, and how ready you are for it
Being good at your current role does not automatically tell you what the next one will demand. The next level usually asks for things you haven't had much chance to show yet: bigger calls, more influence, people who don't report to you.
MinTraq shows you what that next step looks like, for your own company or one you're aiming for, and where you already stand against it.
The next level asks for different things
As you move up, the weight shifts from the work itself to how you judge, influence and own outcomes. Can you weigh a trade-off with incomplete information? Bring around a peer team that has its own priorities? Hold things together when the plan falls apart?
Most people find out how they measure up on these during the promotion process itself. You can find out sooner.
What changes when the level changes
Moving up rarely means doing more of the same. Here are some shifts people often run into.
Where you may be nowDelivering your own work well
What the next level often asksOwning an outcome that depends on other people's work
Where you may be nowSolving problems someone else has defined
What the next level often asksMaking calls when the problem itself is unclear
Where you may be nowWorking mainly with your own team
What the next level often asksInfluencing teams that have their own priorities
Where you may be nowEscalating a difficult trade-off
What the next level often asksMaking the trade-off yourself and defending it
These are common patterns, not fixed rules. The exact shift depends on the company, the role and the level MinTraq is measuring you against.
What MinTraq looks at
We set the situations at the level you're aiming for, not the one you're in. You'll work through the kind of moments that come with a bigger role: a disagreement between two senior colleagues, a deadline that can't be met, a team member who's struggling.
If the role involves leading people, we look closely at that: how you set direction, handle difficult conversations and develop others. Even if you don't manage anyone yet.
We also use what we know about the company. Being ready for the next level means something different in a fast-moving startup than in a large, structured organisation.
What you actually get from MinTraq
One structured journey, from the target you set to seeing whether anything has changed.
- 1
Your target, defined
The company, the role and the level you're aiming for. Everything after this is measured against it.
- 2
Situations for that target
Selected and written for that next-level role, not pulled from a generic question bank.
- 3
Readiness, measured
A score out of 100, built from the evidence in your responses.
- 4
Strengths that already meet the bar
What you can stop worrying about, with the evidence behind it.
- 5
Gaps, in order of importance
Ranked by how much they matter for this role, so you know where to start.
- 6
Learning from your gaps
Skill Builder writes learning around the gaps that were actually measured.
- 7
Reassessment
After at least 14 days, measure again and see whether anything has moved.
Turning the result into a plan
Your scorecard shows two things. The strengths that already meet the next-level bar, and the gaps most likely to hold you back for this particular role. About the scorecard
From there, Skill Builder gives you learning written around those gaps. If there's an internal interview or a promotion panel coming, you can rehearse it with Mira using your own results. Closer to your review, reassess and see what has actually changed. Skill Builder · Mira
Leadership readiness
First-time managers, new team leads, people stepping into senior leadership. The leadership assessment covers the moments leaders deal with every week: competing priorities, hard feedback, decisions nobody else wants to make. About the assessments
Private by design
Your results are private to your account. We never share them with employers, recruiters or anyone else. That's what makes it possible to measure honestly.
Questions people ask
Can I use this for a promotion at my current company?+
Yes. Choose your own company and the role you're aiming for.
Will my employer see my results?+
Your results are private to your account. We never share them with employers, recruiters or anyone else.
What if I'm not sure what my next role is?+
Pick the most likely one. You can measure against a different role later.
Is this only for people who want to manage a team?+
No. Senior specialist roles have their own next-level expectations. We only measure leadership where the role calls for it.
How often should I reassess?+
At least 14 days apart. Many people time it before a review or a promotion conversation.