Designing and Implementing a Comprehensive Research Software Engineer Career Ladder: A Case Study from Princeton University

• URL: http://arxiv.org/abs/2602.19353v1
• Date: Sun, 22 Feb 2026 22:02:53 GMT
• Title: Designing and Implementing a Comprehensive Research Software Engineer Career Ladder: A Case Study from Princeton University
• Abstract summary: This case study describes our design and implementation of a comprehensive RSE career ladder spanning Associate through Principal levels.<n>We outline the guiding principles, competency framework, Human Resources (HR) alignment, and implementation process.<n>We share early lessons learned and outcomes including improved hiring efficiency, clearer promotion pathways, and positive reception among staff.
• Score: 0.0
• License: http://arxiv.org/licenses/nonexclusive-distrib/1.0/
• Abstract: Research Software Engineers (RSEs) have become indispensable to computational research and scholarship. The fast rise of RSEs in higher education and the trend of universities to be slow creating or adopting models for new technology roles means a lack of structured career pathways that recognize technical mastery, scholarly impact, and leadership growth. In response to an immense demand for RSEs at Princeton University, and dedicated funding to grow the RSE group at least two-fold, Princeton was forced to strategize how to cohesively define job descriptions to match the rapid hiring of RSE positions but with enough flexibility to recognize the unique nature of each individual position. This case study describes our design and implementation of a comprehensive RSE career ladder spanning Associate through Principal levels, with parallel team-lead and managerial tracks. We outline the guiding principles, competency framework, Human Resources (HR) alignment, and implementation process, including engagement with external consultants and mapping to a standard job leveling framework utilizing market benchmarks. We share early lessons learned and outcomes including improved hiring efficiency, clearer promotion pathways, and positive reception among staff.

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