Rokt Career Growth & Development

Rokt invests heavily in employee growth, offering a wide range of learning and development (L&D) opportunities tailored to every career stage. The company funds ongoing training in AI tools, data science, agile practices, and leadership, with formal programs, internal workshops, and access to online courses and conferences.

• Employees have access to regular training sessions, leadership master classes, executive coaching, renowned guest speakers, and a library of self-paced, always-on training programs—including technical, leadership, and soft skills content.
• Rokt provides custom programs such as Radical Candor, cross-functional leadership development, and presentation skills, as well as an annual company-wide conference (GKO).
• Employees can request tuition reimbursement, stipends for certifications, and budgets for external conferences and courses; these are supported by the L&D team and require People Leader approval.
• Learning is embedded into performance cycles, with every employee encouraged to create a development plan and access coaching from managers or people partners.
• Internal mobility, talent rotation programs, and apprenticeship models enable Rokt’stars to build new skills, broaden their experience, and prepare for future roles.

Employees report that these resources help them prepare for new roles, support career progression, and ensure their skills stay competitive. Rokt continually expands its L&D offerings, curates learning pathways, and tracks participation rates to ensure broad, meaningful access to upskilling.

Rokt fosters a strong culture of mentorship, coaching, and peer learning—rooted in the belief that growth is a shared responsibility, not just a manager’s job. Every new hire at the junior level is paired with an experienced mentor or “buddy” from day one, accelerating onboarding and building connections across teams. Apprenticeship models, coding buddy systems, and data science guilds are used to ramp up early-career talent and hone senior leadership skills at the same time.

• Formal and informal mentorship: Seniors actively train juniors, creating a self-sustaining engine of skill development. Over time, today’s apprentices become tomorrow’s mentors, fueling a continuous cycle of learning and growth.
• Coaching as a daily practice: Coaching at Rokt is not a ritual, but a continuous dialogue—through 1:1s, performance conversations, and ad hoc check-ins. Managers and people partners provide regular feedback, career-pathing support, and structured development plans for every employee.
• Peer-to-peer and manager-as-coach: Employees benefit from both peer mentorship and manager coaching, with a focus on honest connection, clarity, and stretch opportunities. Leadership development tracks and executive coaching are available for high-potential talent, while ongoing recognition and success stories are celebrated company-wide.
• Internal mobility and rotations: Employees are encouraged to pursue lateral or cross-functional moves, building well-rounded skill sets and preparing for future leadership roles.

This approach ensures every Rokt’star has access to meaningful coaching and mentorship, driving engagement, performance, and long-term career growth.

Rokt’s approach to career growth is built on transparency, meritocracy, and measurable impact. The company offers a structured Career Ladder for every Rokt’star, with clear expectations, objective advancement criteria, and parallel tracks for both technical experts and people leaders.

Key features include:

• Quarterly Promotion Reviews: For L1–L4 roles, promotion decisions are made quarterly, enabling fast recognition of impact and timely progression. Senior promotions (L5+) are reviewed semi-annually, with peer feedback and rigorous calibration to ensure fairness.
• Internal Mobility & Rotations: Employees are encouraged to make lateral or cross-functional moves. This builds well-rounded skill sets, strengthens succession planning, and accelerates leadership readiness.
• Apprenticeship & Mentorship: Juniors are paired with experienced mentors from day one. Apprenticeship, buddy systems, and peer coaching create a multiplier effect on skill development and performance.
• Continuous Feedback: Feedback is continuous, actionable, and embedded in daily work—not just a biannual event. Employees are empowered to be the “CEO of their own career” and drive their own development, with managers supporting growth through regular check-ins and development planning.
• Outcome-Driven Advancement: Promotions and growth are based on achieving measurable business outcomes and consistently demonstrating Rokt’s values—not just tenure or checklists.
• Inclusive, Flat Structure: The organization is intentionally flat, with broad spans of control and minimal layers, ensuring leadership is accessible and new ideas can come from anywhere.

This approach enables rapid growth, frequent advancement, and a culture where every Rokt’star can see a clear, fair path to greater impact—whether as a technical expert, people leader, or cross-functional innovator.