A career path links one role to a future target role. Once configured, assessments and reports can show gaps against both the current role and the target role, turning promotion readiness into a data conversation.
What career paths do
Each path is a pair of roles: from_role → to_role. A single role can have multiple target paths (e.g., Senior engineer → Staff engineer or Team lead). All career paths are scoped to your workspace.
Configure in the UI
- Go to Organization → Job roles.
- Find the role you want to configure and click the “Career paths” cell.
- Pick one or more target roles from the picker and click “Add”.
- To remove a path, click the existing entry and click the X icon.
Where career paths show up
- Talent detail — a “Position and career paths” card lists the target roles. A “Show career path” toggle reveals a spider chart with current scores, current role requirements, and career target requirements all overlaid.
- Assessment setup — when the “Include career path” option is on, raters also score the target role’s competencies for each participant.
- Assessment reports — dual gap columns appear: one for the current role gap, one for the career target gap.
- IDP generation — Huna prioritizes career path gaps when drafting development actions.
Best practices
- Configure career paths only for roles where promotion is realistic. Not every role needs one.
- Multiple paths per role are fine. A Principal engineer might have “Director” and “Distinguished” as alternative targets.
- Both roles must have a linked profile. Without competency requirements on the target role, gap analysis cannot calculate readiness.
- Prefer targets at a higher career level. Huneety orders progression using the seniority rank you set on career levels.
- Revisit career paths annually as your org evolves. Archive paths that no longer reflect promotion reality.