If you’re a solid engineer and your manager keeps giving you some version of, “You’re doing really great,” but the promotion still isn’t happening, this is for you.
I’m starting a new Case Study Group with 6 available spots, and I’m looking for a handful of people to work with to create successful case studies before the official launch of the program.
We’ll be starting on August 12th, and enrollment closes August 9th or when the 6 spots are full.
The goal is simple: To make you a Promotion-Ready Engineer over the course of the next 6 months.
In the first 12 weeks, you’ll build your Promotion-Ready Plan. Then over the full 6 months, you’ll use it inside your actual job to create the next-level work, visible impact, and senior trust you need to make your promotion case.
I’m not promising your company promotes you on a specific date. Nobody honest can promise that.
What I am promising is that we’ll fix the parts you can control: the proof you create, how your impact gets seen, and whether senior people trust you as someone ready for more.
I know this path well because I’ve walked it myself. At John Deere, I went from entry-level engineer to junior engineer, scrum master, product owner, engineering manager, and then into a high-level AI and efficiency role across an entire division. All in 7 years.
I learned very quickly that good work matters and is the pre-requisite for promotion…but good work without visibility to the right audience doesn’t move your career very far.
I’ve also helped engineers make real moves: Austin V. went from stuck senior engineer to staff engineer after working together. Jonah B. and AJ M. moved from entry-level engineers to junior engineers and Karen B. went from a junior engineer at John Deere to a senior engineer at Google.
Different engineers. Different companies. Same pattern: good work starts moving further when the proof, visibility, and trust are there.
We build this in three layers.
First: Next-Level Work.
We get you out of low-leverage tasks and into work that actually proves you’re ready for more. That starts with mastering your current workload, making your work teachable to others, and expanding your scope so your manager has real evidence that you can handle bigger responsibility.
Second: Known for Impact.
We stop letting useful work disappear inside Jira tickets, Slack threads, and one manager’s memory. You’ll learn how to demonstrate value, spread impact, and build healthy relationships with the leaders who need to know what you’re contributing before promotion season.
Third: Trusted by Seniors.
We turn “solid engineer” into “person we can trust with more.” That means meeting commitments, owning outcomes, and influencing others without authority so senior people feel calm handing you more responsibility.
By the end of the first 60 days, you should have a clear Promotion-Ready Plan, a better read on what proof you’re missing, and a stronger way to make your impact visible without feeling like a self-promotion gremlin.
I’m looking for a very specific group of people.
This is not for brand-new engineers who are still trying to survive their first year or two. It’s also not for engineers getting abysmal performance reviews who need to fix the basics first. If you’re not doing the job well yet, promotion strategy is probably not the next move.
But if you’re technically solid, doing good work, getting decent reviews, and still wondering why nothing is changing, this is the gap we’re going after.
This is for the engineer who keeps getting some version of, “You’re doing great,” but then review season comes around and nothing actually changes. You’re closing tickets, helping the team, doing solid work — but somehow the projects that would prove you’re ready keep going to someone else. You don’t want to brag, and you definitely don’t want to become the weird self-promotion person in every meeting. But you’re starting to realise that if your work was going to speak for itself, it probably would have done it by now.
If that sentence annoys you a little because it feels true, you’re probably in the right place.
We’ll meet every week on Zoom for 6 months. The first 12 weeks are the Build Sprint: kickoff, 9 core missions, and a closeout session to get your promotion case into motion. The last 12 weeks are the Application Sprint, where we take what’s happening in your actual job and turn it into next moves.
This is where you bring the real stuff: the manager conversation you’re nervous about, the project you’re not sure is worth chasing, the update you don’t know how to write, or the vague “show more leadership” feedback nobody bothered to translate into English.
You’ll also get access to the Skool community from the start, so when something happens between calls, you’re not sitting there trying to decode it alone. If your manager gives you vague feedback, if you’re not sure how to write an impact update, or if you’re wondering whether a project is worth chasing, bring it in. Sometimes the thing you’re stuck on is exactly what another engineer just figured out. Lovely when that happens. Saves everyone a headache and a small emotional spiral.
Inside the cohort, you’ll have a few things helping you turn this into real movement at work.
Everyone in the cohort gets the Promotion Impact Audit Tool — worth $500 — when we start. You’ll put in details from real projects and see how strong they are as promotion proof across scope, leverage, business impact, visibility, leadership signal, and gaps. That’s the difference between “I stayed busy” and “this actually helps my case.”
You’ll also complete the Performance Review Game Plan — worth $750 — when your review, manager checkpoint, or promotion conversation gets closer. I’ll review it so you know what proof to bring, what to say, what gaps to address, and how to handle the conversation without freezing up or rambling like a nervous Jira ticket.
The first 3 people accepted also get two private founder bonuses: the Founder Fast-Track Roadblock Audit before the cohort starts, and a 1:1 Mock Behavioral Interview at the end of the program. Together, those are $1,500 in private 1:1 support.
This first Case Study Group will have a big founder cohort discount.
Founder pricing for this first Case Study Group is $2,000 paid in full, or 5 payments of $500. If you pay in full, you save $500.
Depending on your market, company, and level, an engineering promotion can unlock $10K–$30K a year. That’s the upside we’re building toward. But the work here is the part you can control: creating stronger proof, making your impact visible, and giving your manager a real case to advocate for.
After this founder cohort, the full program will move toward $6,000. This first group gets founder pricing because I want feedback, implementation, and permission to use your wins as case study material.
Give the program 60 days. If you show up, complete Missions 1–6, ask for help when you’re stuck, and still don’t feel like you have a clear Promotion-Ready Plan plus a stronger way to make your impact visible, I’ll buy it back from you in full. No hard feelings.
You’ll need to be open to feedback and direction, willing to bring real examples from work, and willing to actually use the tools. This is not a sit-back-and-collect-resources kind of thing. If you want someone to do career magic while you lurk silently in the back, this will annoy both of us.
Here’s what to do next.
Step 1: Fill out the application on this page. There’s no payment due with the application.
Step 2: I’ll review it and let you know if you’re accepted into one of the 6 founder spots.
Step 3: If it’s a fit, we’ll sort payment, get you set up in Skool, and you’ll be ready for August 12.
— Mansour
One more thing. As soon as you’re accepted, I’ll send you the Promotion Proof Snapshot. It’s a simple exercise where you look at one project you’ve already done and figure out whether it’s strong promotion evidence, weak “I was busy” evidence, or secretly better than you’ve been giving yourself credit for.
You’ll have your first useful piece of promotion clarity before the cohort even starts, which means you won’t be walking into week one cold. You’ll already have something real from your job to work with.
Individual results described on this page are not typical and do not constitute a guarantee of your results. Every candidate's situation is different. Outcomes depend on effort, and factors outside of any program. Individual experiences presented here may not be typical. Your results may vary.