الفلسفة التنظيميةOrganizational philosophy
ستة مبادئ تحكم كل قرار حول الألقاب، الطبقات الإدارية، التوظيف، والترقية.Six principles governing every decision about titles, layers, hiring, and promotion.
عنوان واحد لكل وظيفةOne title per function
لا "Senior Manager II". كل دور له عنوان بسيط؛ المستويات داخلية فقط (L1–L8).No "Senior Manager II". Each role has one simple title; levels are internal only (L1–L8).
مسطّح حتى الضرورةFlat until necessary
لا نُضيف طبقة إدارة قبل أن يتجاوز الفريق 8 أشخاص.We don't add a management layer before a team exceeds 8 people.
توظيف T-ShapedHire T-shaped
عمق في تخصص + عرض كافٍ لفهم 3 تخصصات مجاورة.Depth in one specialty plus enough breadth to understand 3 adjacent ones.
الدليل المباشر فوق الألقابDirect evidence > titles
الترقية تستند إلى أمثلة محددة من العمل، لا إلى الوقت في المنصب.Promotion rests on specific work examples, not time in seat.
Player-Coach للقادةPlayer-coach leaders
قائد الفريق يبقى يكتب كوداً، أو يجري ديمو، أو يقابل عملاء.A team lead keeps writing code, running demos, or meeting customers.
سلالم ترقية معلنةPublic career ladders
كل rubric مستوى منشور علناً للموظفين.Every level rubric is published openly to staff.
المستويات الوظيفية L1–L8Job levels L1–L8
نطاقات الرواتب والـ equity أهداف تخطيطية للتوسّع، وليست رواتب مدفوعة فعلياً. تُعرض بالدولار وبالدينار العراقي (1 دولار = 1,500 د.ع).Salary and equity bands are forward planning targets for scaling, not actual paid salaries. Shown in USD and IQD (1 USD = 1,500 IQD). هدف
| Level | اللقبTitle suffix | الراتب الشهري (USD)Monthly (USD) | الراتب الشهري (IQD)Monthly (IQD) | Equity |
|---|---|---|---|---|
| L1 | Junior / Associate | $1,000–$1,350 | 1.5M–2.0M د.ع | 0.05–0.15% |
| L2 | Mid-level | $1,350–$1,870 | 2.0M–2.8M د.ع | 0.15–0.35% |
| L3 | Senior | $1,870–$2,500 | 2.8M–3.8M د.ع | 0.35–0.75% |
| L4 | Staff / Lead | $2,500–$3,330 | 3.8M–5.0M د.ع | 0.75–1.5% |
| L5 | Principal / Head | $3,330–$4,660 | 5.0M–7.0M د.ع | 1.5–3.0% |
| L6 | VP | $4,660–$6,330 | 7.0M–9.5M د.ع | 2.0–4.0% |
| L7 | C-Level (CXO) | $6,330–$8,650 | 9.5M–13.0M د.ع | 3.0–6.0% |
| L8 | Founder / CEO | بحسب الاتفاقBy agreement | — | 15–30% |
أربع مراحل نموFour growth phases
من فريق تأسيسي من 5 أشخاص إلى تنظيم إقليمي من 35–50 شخصاً عبر 36 شهراً.From a 5-person founding team to a 35–50 person regional org over 36 months. هدف
المرحلة 1 — Founding Team · أشهر 0–6Phase 1 — Founding Team · months 0–6
5 أشخاصpeople هدف
| الدورRole | Level |
|---|---|
| CEO + Product (سوان) | L8 Founder |
| Co-founder (محمد الباقر) | L8 |
| Founding Eng #1 — Backend | L4 |
| Founding Eng #2 — Frontend | L4 |
| Founding Operator | L3 |
المرحلة 2 — MVP & Early Customers · أشهر 7–12Phase 2 — MVP & Early Customers · months 7–12
9 أشخاصpeople هدف
| الفريقTeam | Level |
|---|---|
| Eng Lead | L4–L5 |
| ML Eng · FE Eng2 · FDE | L3–L4 |
| Co-founder Sales/GTM | L8 |
| AE · SDR · CSM | L2–L3 |
| Operator | L3 |
المرحلة 3 — Scale · أشهر 13–24Phase 3 — Scale · months 13–24
16–22 شخصاًpeople هدف
| الرئيسHead | Level |
|---|---|
| CTO | L6–7 |
| Head of Revenue | L6 |
| Head of Product | L5–6 |
| Head of Ops | L5 |
| Head of People | L5 |
المرحلة 4 — Regional Expansion · أشهر 25–36Phase 4 — Regional Expansion · months 25–36
35–50 شخصاً + Board من 5people + a 5-person Board هدف
CTO (20+ Eng) · CRO (10+ Sales) · CFO (5+ Fin) · COO (5+ Ops) · CMO (4+ Marketing) · CHRO (3+ HR) · Country Leads (UAE/KSA) بـ 8+ لكل بلد.CTO (20+ Eng) · CRO (10+ Sales) · CFO (5+ Fin) · COO (5+ Ops) · CMO (4+ Marketing) · CHRO (3+ HR) · Country Leads (UAE/KSA) with 8+ each.
كل دور: المهمة وKPIs والراتب والـ EquityEach role: mission, KPIs, salary & equity
جميع الرواتب أهداف تخطيطية بالدولار شهرياً (مع المعادل بالدينار 1:1,500). الـ equity ضمن نطاق المستوى.All salaries are planning targets in USD/month (with the IQD equivalent at 1:1,500). Equity falls within the level band. هدف
| الدورRole | Level | متىWhen | الراتب (USD/IQD)Salary (USD/IQD) | Equity | KPIs |
|---|---|---|---|---|---|
| CTO | L7 | شهر 12–15mo 12–15 | $6,000–$8,500 · 9.0M–12.75M د.ع | 3–5% | Uptime 99.9% · daily deploy · MTTR<30min · Eng attrition<8% |
| Engineering Lead | L5 | شهر 10–14mo 10–14 | $3,300–$4,600 · 4.95M–6.9M د.ع | 1.5–2.5% | Sprint velocity · PR review SLA<24h · Team eNPS>30 |
| Founding Engineer | L4–L5 | شهر 1–3mo 1–3 | $2,500–$3,300 · 3.75M–4.95M د.ع | 0.75–1.5% | Features shipped · Time-to-deploy · Code quality |
| Senior Engineer | L3 | شهر 6+mo 6+ | $1,870–$2,500 · 2.8M–3.75M د.ع | 0.35–0.75% | On-time features · Code review · Docs quality |
| Mid-level Engineer | L2 | شهر 12+mo 12+ | $1,350–$1,870 · 2.0M–2.8M د.ع | 0.15–0.35% | Tickets closed · Quality · Growth trajectory |
| Junior Engineer | L1 | شهر 18+mo 18+ | $1,000–$1,350 · 1.5M–2.0M د.ع | 0.05–0.15% | Learning velocity · PRs merged |
| ML/AI Engineer | L3–L4 | شهر 5–7mo 5–7 | $2,500–$3,500 · 3.75M–5.25M د.ع | 0.75–1.5% | Model accuracy · Eval coverage · Latency |
| DevOps/SRE | L3–L4 | شهر 10–12mo 10–12 | $2,500–$3,500 · 3.75M–5.25M د.ع | 0.5–1.0% | Uptime · Deploy time · Infra cost % of revenue |
| Forward Deployed Eng (FDE) | L3–L4 | شهر 4–6mo 4–6 | $2,000–$3,000 · 3.0M–4.5M د.ع | 0.5–1.0% | Customers onboarded · TTV<30d · NPS>50 |
| Security Engineer | L3–L4 | شهر 14–18mo 14–18 | $2,800–$4,000 · 4.2M–6.0M د.ع | 0.5–1.0% | Vulnerabilities found · Time-to-patch · Audit results |
| Data Engineer | L3–L4 | شهر 14–16mo 14–16 | $2,500–$3,500 · 3.75M–5.25M د.ع | 0.35–0.75% | Query performance · Data freshness · Cost per query |
| الدورRole | Level | متىWhen | الراتب (USD/IQD)Salary (USD/IQD) | Equity | KPIs |
|---|---|---|---|---|---|
| Head of Product | L5–L6 | شهر 12–15mo 12–15 | $4,000–$5,500 · 6.0M–8.25M د.ع | 1.5–2.5% | Feature adoption · NPS · Time-to-Value |
| Product Manager | L3–L4 | شهر 18+mo 18+ | $2,500–$3,500 · 3.75M–5.25M د.ع | 0.35–0.75% | Adoption · Quality · Customer satisfaction |
| Designer (Product + Brand) | L3–L4 | شهر 5–7mo 5–7 | $1,870–$3,000 · 2.8M–4.5M د.ع | 0.35–1.0% | Design velocity · User satisfaction · Brand consistency |
| UX Researcher | L3 | شهر 16+mo 16+ | $2,200–$2,800 · 3.3M–4.2M د.ع | 0.25–0.5% | Research published · Insights actioned |
| الدورRole | Level | متىWhen | الراتب (USD/IQD)Salary (USD/IQD) | Equity | KPIs |
|---|---|---|---|---|---|
| Head of Revenue / CRO | L6–L7 | شهر 15–18mo 15–18 | $6,000–$8,000 · 9.0M–12.0M د.ع | 2.5–4% | ARR growth · Pipeline coverage · Win rate · CAC |
| Account Executive (AE) | L3–L4 | شهر 6–8mo 6–8 | $1,650–$2,500 base · 2.48M–3.75M د.ع + 8–12% comm. | 0.35–0.75% | Quota>90% · ACV>$15K · Cycle<90d · OTE $40K–$70K/yr |
| Sales Development Rep (SDR) | L2 | شهر 7–9mo 7–9 | $1,000–$1,400 · 1.5M–2.1M د.ع + $200–$500/meeting | 0.15–0.35% | Meetings booked · SQLs delivered · Conversion |
| Solutions Architect | L4 | شهر 18+mo 18+ | $3,000–$4,500 · 4.5M–6.75M د.ع | 0.5–1.0% | Enterprise win rate · Time-to-POC |
| Account Manager (AM) | L3 | شهر 16+mo 16+ | $2,000–$2,800 · 3.0M–4.2M د.ع | 0.25–0.5% | NRR>115% · Renewal>90% |
| Country Lead (UAE/KSA/Egypt) | L5–L6 | شهر 18–24mo 18–24 | $5,000–$7,000 · 7.5M–10.5M د.ع | 1.5–3% | Country ARR · Local hires · Partner network |
| الدورRole | Level | متىWhen | الراتب (USD/IQD)Salary (USD/IQD) | Equity | KPIs |
|---|---|---|---|---|---|
| CMO / Head of Marketing | L6 | شهر 20–24mo 20–24 | $5,000–$7,000 · 7.5M–10.5M د.ع | 1.5–3% | Pipeline contribution · Brand awareness · CAC |
| Content/Community Marketer | L3 | شهر 8–10mo 8–10 | $1,500–$2,500 · 2.25M–3.75M د.ع | 0.15–0.5% | Blog traffic · Webinar attendance · Subs · Engagement |
| Growth / Demand Gen | L3–L4 | شهر 14+mo 14+ | $2,000–$3,000 · 3.0M–4.5M د.ع | 0.25–0.5% | CPL · MQL volume · Conversion rates |
| Developer Advocate | L4 | شهر 24+mo 24+ | $2,500–$3,500 · 3.75M–5.25M د.ع | 0.5–1.0% | GitHub stars · Developer accounts · Talks |
| الدورRole | Level | متىWhen | الراتب (USD/IQD)Salary (USD/IQD) | Equity | KPIs |
|---|---|---|---|---|---|
| Head of Customer Success | L5 | شهر 18+mo 18+ | $3,500–$4,800 · 5.25M–7.2M د.ع | 1.0–2.0% | NRR · NPS · Logo retention · CSAT |
| Customer Success Manager | L3 | شهر 9–11mo 9–11 | $2,000–$2,800 · 3.0M–4.2M د.ع | 0.25–0.5% | NRR/account · QBRs · Renewal rate · 15–25 accounts |
| Customer Support Engineer | L2–L3 | شهر 14+mo 14+ | $1,400–$2,200 · 2.1M–3.3M د.ع | 0.15–0.35% | First response time · CSAT · Time-to-resolution |
| Customer Education Specialist | L2–L3 | شهر 18+mo 18+ | $1,500–$2,200 · 2.25M–3.3M د.ع | 0.15–0.35% | Doc coverage · Training completion |
| الدورRole | Level | متىWhen | الراتب (USD/IQD)Salary (USD/IQD) | Equity |
|---|---|---|---|---|
| Head of Operations / COO | L6 | شهر 20+mo 20+ | $4,500–$6,000 · 6.75M–9.0M د.ع | 1.5–2.5% |
| Operations Manager / EA to CEO | L3 | شهر 1–3mo 1–3 | $1,300–$2,000 · 1.95M–3.0M د.ع | 0.5–1.0% |
| Office Manager | L2 | شهر 18+mo 18+ | $1,200–$1,700 · 1.8M–2.55M د.ع | — |
| CFO | L7 | شهر 24–30mo 24–30 | $6,000–$8,500 · 9.0M–12.75M د.ع | 2.5–4% |
| Finance Manager / Controller | L4 | شهر 12–15mo 12–15 | $2,500–$3,500 · 3.75M–5.25M د.ع | 0.5–1.0% |
| Accountant | L2 | شهر 16+mo 16+ | $1,200–$1,800 · 1.8M–2.7M د.ع | — |
| CHRO / Head of People | L6 | شهر 24+mo 24+ | $4,500–$6,000 · 6.75M–9.0M د.ع | 1.5–2.5% |
| People Operations Lead | L4 | شهر 16–20mo 16–20 | $2,500–$3,200 · 3.75M–4.8M د.ع | 0.35–0.5% |
| Recruiter | L3 | شهر 12–14mo 12–14 | $1,700–$2,500 · 2.55M–3.75M د.ع | 0.15–0.35% |
| Talent Sourcer | L2 | شهر 18+mo 18+ | $1,200–$1,700 · 1.8M–2.55M د.ع | — |
| General Counsel | L6 | شهر 30+mo 30+ | $5,500–$7,500 · 8.25M–11.25M د.ع | 1.5–2.5% |
| Fractional Legal Counsel | Contractor | شهر 6+mo 6+ | $3,000–$5,000 · 4.5M–7.5M د.ع retainer 10–15h | — |
خطوط الإبلاغReporting lines
المراحل المبكرةEarly phases
P1 (5): الكل يبلّغ CEO مباشرة.Everyone reports to the CEO directly.
P2 (9): Eng Lead → CEO؛ AE/SDR/CSM → CEO (مؤقت)؛ FDE → Eng Lead؛ Operator → CEO.Eng Lead → CEO; AE/SDR/CSM → CEO (temporary); FDE → Eng Lead; Operator → CEO.
المراحل المتقدمةLater phases
P3 (16–22): CTO · CRO · Head of Product · Head of Ops · Head of People → CEO؛ ICs → رؤسائهم.CTO · CRO · Head of Product · Head of Ops · Head of People → CEO; ICs → their Heads.
P4 (35–50): CTO · CRO · CFO · COO · CMO · CHRO + Country Leads → CEO؛ فرق البلد → Country Lead → CEO مباشرة.CTO · CRO · CFO · COO · CMO · CHRO + Country Leads → CEO; country teams → Country Lead → CEO direct.
أقصى span of control = 8 تقارير مباشرة؛ عند تجاوزها نُضيف طبقة إدارة. Skip-level 1:1 شهري بين CEO وL1–L3. 1:1 أسبوعي بين المدير والتقرير المباشر — 45 دقيقة، لا تُلغى.Max span of control = 8 direct reports; beyond that we add a layer. Monthly skip-level 1:1 between CEO and L1–L3. Weekly 1:1 between manager and report — 45 minutes, never cancelled.
مصفوفة القراراتDecision matrix
من يقرّر، من يُستشار، ومن يُبلَّغ — لكل قرار حسّاس.Who decides, who is consulted, and who is informed — for every sensitive decision.
| القرارDecision | يقرّرDecides | يُستشارConsults | يُبلَّغInforms |
|---|---|---|---|
| Hire L1–L3 | Manager + Recruiter | Team | CEO |
| Hire L4–L5 | Head of dept + CEO | Manager + Peers | All-hands |
| Hire L6–L7 | CEO + Board | Heads | All-hands |
| Fire L1–L3 | Manager (with HR + Legal) | CEO if FE | Peers |
| Fire L4+ | CEO | Manager + HR + Legal | Board |
| زيادة راتب < 10%Raise < 10% | Manager | HR | — |
| زيادة راتب > 10%Raise > 10% | Head + CEO | HR | — |
| Promotion L1→L2 | Manager | — | Head |
| Promotion L3→L4 | Head + CEO | Calibration committee | — |
| Promotion L5+ | CEO + Board | — | All-hands |
| New product launch | Head of Product + CEO | All Heads | All-hands |
| Discontinue product | CEO | Board | All-hands |
| Customer refund > $5K | Head of Revenue | CFO | CEO |
| Customer refund > $25K | CEO | Board | — |
| Vendor contract > $10K | Head of dept | CFO | CEO |
| Vendor contract > $50K | CEO + CFO | Heads | Board |
| Office expansion | CEO + COO | All Heads | All-hands |
| Fundraising | CEO + Board | CFO | All-hands |
| Compensation philosophy | CEO + Board | CHRO | All-hands |
| Pricing change | Head of Product + Head of Revenue + CEO | Sales + CS | All-hands |
| Marketing brand change | CMO + CEO | All Heads | All-hands |
مسارات الترقيةCareer paths
المسار التقني (IC)Engineering IC
L1 → L2 → L3 → L4 (Staff) → L5 (Principal) → L6 (Distinguished)
المسار الإداري (Eng)Engineering Management
L3 → L4 (Tech Lead) → L5 (Eng Lead) → L6 (Director) → L7 (CTO/VP Eng)
المسار التجاريSales
SDR (L2) → AE (L3) → Senior AE (L4) → Sales Lead (L5) → Director (L6) → CRO (L7)
مسار المنتجProduct
PM (L3) → Senior PM (L4) → Principal PM (L5) → Director (L6) → CPO (L7)
مسار التصميمDesign
Designer (L2) → Senior (L3) → Lead (L4) → Principal (L5) → Head (L6)
معدلات الترقية الطبيعيةNatural promotion pace
L1→L2: 12–18mo · L2→L3: 18–24mo · L3→L4: 24–36mo · L4→L5: 36–48mo · L5+: حسب الفرصة لا الوقتby opportunity, not time served.
مسار الـ IC لا يقل قيمة عن المسار الإداري؛ كلاهما طريقان متوازيان نحو Principal/Distinguished.The IC track is no less valuable than the management track; both are parallel paths to Principal/Distinguished.
| البُعدDimension | L3 → L4 |
|---|---|
| Scope | يقود feature كاملة → يقود product areaOwns a full feature → owns a product area |
| Influence | يؤثر على فريقه → على فرق متعددةInfluences their team → multiple teams |
| Decisions | technical → strategic |
| Mentorship | يوجّه juniors → يطوّر SeniorsMentors juniors → develops Seniors |
| Documentation | يكتب جيداً → يخلق ثقافة كتابةWrites well → creates a writing culture |
| External | code reviews → talks + thought leadershipCode reviews → talks + thought leadership |
مبادئ التعويضCompensation philosophy
الدفع عند P75Pay P75 of market
نستهدف الشريحة الـ 75 للسوق المرجعي مع تعديلات إقليمية.We target the 75th percentile of the reference market with regional adjustments.
التعويض الكليTotal comp
Base 70٪ · Equity 20–25٪ (بعيد المدى) · Benefits 5–10٪.Base 70% · Equity 20–25% (long-term) · Benefits 5–10%. هدف
نطاقات شفافةTransparent bands
كل band منشور داخلياً.Every band is published internally.
مراجعة سنويةAnnual review
في Q1؛ زيادة 5–15٪ للـ on-track و15–30٪ للترقيات.In Q1; 5–15% for on-track and 15–30% for promotions. هدف
تجديد الـ EquityEquity refresh
أعلى 20٪ refresh سنوي · الأوسط 60٪ كل سنتين · الأدنى 20٪ بلا refresh.Top 20% yearly refresh · mid 60% every 2 years · bottom 20% no refresh.
أساس نقدي حقيقيA real cash basis
القدرة على الدفع مبنية على نقد فعلي: 6,848 حركة نقدية وصافي نقد مولّد +101.8 مليون د.ع خلال 24 شهراً.Ability to pay rests on real cash: 6,848 cash movements and net cash generated of +101.8M IQD over 24 months. فعلي موثّق
عدد الموظفين حسب السنةHeadcount by year
توزيع الفِرَق المستهدف عبر السنوات الثلاث الأولى — أرقام تخطيطية مستقبلية.Target team distribution across the first three years — forward planning figures. هدف
إجمالي الموظفين المستهدف لكل سنةTarget total headcount per year هدف
| الفئةCategory | Year 1 (9) | Year 2 (22) | Year 3 (50) |
|---|---|---|---|
| Engineering | 4 | 9 | 18 |
| Product / Design | 1 | 3 | 7 |
| Sales | 2 | 5 | 12 |
| Marketing | 0 | 2 | 5 |
| Customer Success | 1 | 3 | 6 |
| Operations | 1 | 2 | 4 |
| Finance | 0 | 1 | 3 |
| People | 0 | 1 | 3 |
| Country Leads | 0 | 0 | 3–5 |
| الإجماليTotal | 9 | 22 | 50 |
نماذج مرجعية ومعاييرReference models & benchmarks
| ARR | Headcount | Burn/month | Burn Multiple |
|---|---|---|---|
| $0–$200K | 5–9 | $30K–$60K | n/a |
| $200K–$1M | 10–22 | $80K–$150K | 1.5–2.5 |
| $1M–$3M | 22–40 | $200K–$400K | 1.2–2.0 |
| $3M–$10M | 40–100 | $500K–$1M | 1.0–1.5 |
معدلات Burn/ARR إرشادية للتخطيط.Burn/ARR benchmarks are indicative for planning. توقّع
الهيكل خريطة طريق قابلة للتعديلThe org is an adjustable roadmap
عدّله كل 6 أشهر بناءً على ARR الفعلي، والتحديات، ونضج الفريق، ومرحلة التمويل. ثلاث قواعد: لا توظيف بلا حاجة وعائد متوقع، اللقب لا يصنع القائد، والـ Org Chart يخدم الاستراتيجية لا العكس.Revisit it every 6 months based on actual ARR, challenges, team maturity, and fundraising stage. Three rules: no hire without a clear need and expected ROI; title doesn't make the leader; and the org chart serves the strategy, not the reverse.