Meld believes in growing both the breadth and depth of each team member's skill set. As such, a portion of work time can be spent learning from and shadowing members with different skills.
Based on prior working experiences at companies that are top-down, and companies that are (supposedly) engineer-driven, Meld implements a technical ladder that is based solely on merit and a management ladder that is election-based.
An election-based management ladder ensures that each team member's voice is heard, and not feel like a disposable cog in the overall company. This also means that managerial positions, if attained, should not be taken for granted thereafter.
A team member's highest possible position on the management ladder is determined by the equivalent on the technical ladder. This ensures that management meets a minimum technical competency level.