Many years ago, after I reposted an article on Hacker News, Steve Newman from Scalyr reached out to me about potentially joining the company. He didn’t realize I was still in college, interning at VividCortex at the time. I wasn’t looking to leave VividCortex, but I took the call anyway. Steve had previously founded the company behind what eventually became Google Docs – he seemed like a legend!
I remember telling him that although I was technically an intern, I felt like just another engineer on the team. I didn’t see the difference.
That’s when Steve gave me a way of thinking that stuck with me ever since: don’t get attached to titles. Think instead in terms of two things: learning and contribution. If you’re contributing at the same level as everyone else, but still learning a lot, maybe that’s what it means to be an intern. At some point, when the learning slows down and your contributions deepen or broaden, that natural transition happens—you outgrow the title.
Eventually, I realized I wasn’t learning as much in that role anymore, and that was my signal to move on. But the “learning vs contribution” lens stayed with me. I’ve found it to be a really effective way to check in on where I am in a job—and to know if it’s time to push for change.
Here’s a simple 2x2 to break this down:
Every quadrant tells a different story:
Low learning, low contribution: You’re not growing, and you’re not adding value. This is dangerous territory—motivation dips, skills stagnate, and it’s easy for weeks to blur together. Sometimes it’s due to misalignment, bad management, or just not being in the right role. Whatever the reason, it’s a clear signal that something needs to change.
Low learning, high contribution: You’re getting a lot done, but it’s mostly on autopilot. Maybe you’re the resident expert or you’ve just mastered your corner of the world. It’s stable, and can even feel rewarding for a while. But if you stay here too long, the work gets repetitive, skills can go stale, and you may wake up one day realizing your momentum has faded.
High learning, low contribution: You’re ramping up. Maybe you’re new, or you’re exploring unfamiliar territory. Everyone finds themselves here at times—especially when taking on something new. It’s healthy as a temporary phase: you’re investing in yourself and soaking up knowledge. But if you get stuck in this quadrant, your low output can become a drag on the team.
High learning, high contribution: This is the zone. Here, you’re not just delivering value—you’re also pushing yourself, picking up new skills, and challenging your assumptions. The feedback cycles are short, work feels energizing, and both you and your team are better for it. This is where growth and impact reinforce each other.
Conclusion
Titles can be misleading. Tenure doesn’t always map to trajectory. But this lens cuts through all the noise:
Am I learning? Am I contributing?
If the answer to both is yes, you’re where you should be. If not, it might be time to reflect—and, if necessary, make a change.
What quadrant are you in right now?
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If you’re looking for your next role where you can learn a lot and contribute a lot—and work with an amazing team and product—we’re hiring: https://wellfound.com/company/funnelstory-1