A career looks linear from a distance. Up close, it rises like a building, set on a foundation, framed by decisions, and reinforced through responsibilities and projects as additional beams.
In this conversation, HR Leads Danuta Chaichyts and Lizaveta Trushnikava-Sushko share what influences progression and what signals readiness for growth — from the first days of probation to long-term career paths.
The probation period is usually the moment when new hires feel uncertainty most strongly. Many employees wonder: Am I learning fast enough? Am I asking too many questions? How visible should I be during the first months?
Lizaveta outlines several qualities that employees who successfully pass the probation period tend to demonstrate:
Delivering work consistently and with quality (becoming a person the team trusts to complete tasks without constant follow-ups or last-minute fixes)
Staying engaged and proactive (identifying risks, process gaps and technical issues early, and proposing solutions)
Keeping communication open with the team (sharing updates early and raising blockers transparently)
Being ready to join projects or prepare for them (learning the required tools and business domain)
At the same time, probation may come with clearly defined growth expectations.
“In some cases, probation includes clear development goals,” Lizaveta comments. “For example, improving English proficiency or learning new technologies such as SAP CAP.”
Along with that, professional growth is only part of the equation. Danuta highlights another important factor:
“Connection also matters. In a remote, globally distributed team, people rely on each other’s availability during important discussions. Staying present in Google Chat and being responsive becomes part of effective teamwork.”
As employees move beyond probation, their career paths gradually begin to diverge based on individual choices, initiative, and the pace of development.
Both HR leads agree that there are no universal career paths at LeverX. Progress depends on how quickly a person learns and how willing they are to take on challenges. Two employees who joined at the same time may reach very different levels after a few years.
Lizaveta explains: “Some professionals prefer stability. They focus on their core responsibilities and perform them well. Others look for new knowledge, experiment with new technologies, and take on additional challenges. Naturally, these approaches may lead to different growth trajectories. At the same time, both directions are equally valuable and supported.”
“When someone feels ready to grow, has already taken initial steps, and needs guidance, the next step is a conversation,” Danuta adds. “Together with a manager, they explore possible directions and identify areas for further development.”
The way an employee approaches this conversation also matters.
Read the full article in the LXInsider magazine, available soon at several LeverX offices.