Belvedere Trading Career Growth & Development

What makes promotion criteria feel fair and clear — and what evidence supports it?

Belvedere Trading’s leveling matrix makes promotion criteria feel quantifiable and fair. The leveling matrix outlines 20 to 30 specific skills per level for team members to clearly understand what’s expected of them to qualify for promotion. Belvedere Trading goes a step further by providing gap analysis templates to highlight where a team member’s current skills differ from leveling expectations. This creates a clear and actionable path to own your growth. Recently, I was promoted to an automation engineer. On day one, I utilized the gap analysis template and the leveling matrix to see what skills I need to focus on to be eligible for the next level.

Which program most improved your capability in your role — and what changed after?

Belvedere Trading University has improved my capability in my role. When I started on the trade support team, my background was in computer science and mathematics rather than trading and analytics. BTU provides a strong baseline understanding of Belvedere Trading’s proprietary high-frequency trading tools and software. As a new team member, it quickly became clear Belvedere is committed to excellence and views educating its team members as an accelerant toward companywide success. After spending a month in BTU, I was able to jump right into my new role with all the tools necessary for success.

What manager or mentor behavior consistently accelerates growth?

One of Belvedere Trading’s core values is “Me In Team.” It emphasizes individual ownership of career growth within a team-oriented culture. I’ve been on three teams throughout my time at Belvedere Trading. On each team, my manager actively invested in my development and my Me In Team goals. We meet bi-weekly for one-on-one check-ins to discuss current projects, skill development, and career growth. Additionally, Belvedere Trading facilitates semiannual 360 reviews where managers and selected teammates provide structured feedback on strengths and opportunities for growth. Both the regular one-on-ones and the semiannual 360 feedback have kept my manager and me consistently aligned on expectations and growth areas. This feedback and my manager’s advocacy have been key factors in each of my promotions.