As a mid-level professional, you have mastered your craft. You work independently, take on projects and add demonstrable value. But how do you make the leap to senior level without 'just waiting for years of experience'? This guide is intended for technicians, engineers and IT professionals who want to substantiate their next career move with concrete results. You will receive a practical step-by-step plan with clear criteria, examples from engineering and IT, and concrete actions for your next performance review. In short:

• Senior = impact + ownership + providing direction. Not just executing, but delivering, improving and safeguarding.

• Accelerate through visibility and evidence. Demonstrate results with measurable KPIs, record them, share them, repeat them.

• Build senior skills alongside your specialist expertise. Stakeholder management, prioritisation, guidance, risk management.

• Set the bar. Agree on promotion criteria, KPIs and timelines with your manager.

• Make it demonstrable. Case logbook, quality standards, reviews, internal talks, mentoring.

When are you a junior, medior or senior?

• Junior (0–2 years): learns the trade, performs tasks under supervision.

• Medior (±2–5 years): works independently, carries out projects, understands the 'why' and delivers stable results.

• Senior (5+ years, or sooner if proven impact): sets direction, takes ownership of results, coaches colleagues, ensures quality and liaises with stakeholders at a strategic level.

It is important to realise that advancement to Senior level does not depend solely on your work experience and years of service, but also on your commitment, talent and skills. The better you perform, the faster you can advance in your career. - Magnet.me https://magnet.me/guide/nl/verschillen-junior-medior-senior/

What does your manager look for when you want to become a senior manager?

A senior employee is not simply someone with more years of service, but someone who can handle more responsibility and demonstrates this in practice. These five points will help you understand what you will be assessed on.

1. Results

• You do what you promise, and you do so consistently.

• You tackle problems, complete projects neatly and ensure that things really work.

• If there is room for improvement, you notice it and come up with a solution.

2. Responsibility

• You don't wait for someone to tell you what to do.

• You take initiative, think ahead and take planning, safety and quality into account.

• You can explain your choices and demonstrate ownership when something goes wrong.

3. Quality

• You work neatly and think about how things can be done better or smarter.

• You check your own work and help colleagues to do the same.

4. Working together

• You share knowledge, assist colleagues, and ask for help yourself when necessary.

• You keep others informed of what you are doing and are not afraid to give feedback.

5. Development

• You continue to learn about your profession, about people and about yourself.

• You take courses, ask for feedback, and occasionally seek out opportunities outside your comfort zone.

Do you score well on all these points? Then you are often already a senior in terms of behaviour. The job title will follow naturally.

"When I started at ASML through Trinamics, I was assigned a mentor. Within a year, I was mentoring juniors myself. That step from executive to responsible was exactly what made me senior."

– Sander, Embedded Software Engineer via Trinamics

How to advance more quickly from mid-level to senior level

The transition from mid-level to senior does not happen automatically. It is not a matter of 'just waiting', but of demonstrating that you are ready. With the right focus, you can significantly accelerate that process.

1. Show what you bring to the table

Write down what you have improved over the past six months. Have you made a process faster? Reduced errors? Helped a colleague get started? These are exactly the examples you can use during an evaluation to demonstrate that you are working at a senior level.

2. Take responsibility

Becoming a senior manager is primarily a behavioural change. It is no longer just about doing what you are asked to do, but thinking along with others, looking ahead and daring to make your own choices. Do you see room for improvement? Take action and communicate this clearly to your manager.

3. Help others grow

You can recognise a senior not only by what they do themselves, but also by the impact they have on their environment. Mentor a junior, share knowledge during a meeting or offer help with difficult issues. By making others stronger, you prove that you have the overview and the calmness to coach.

4. Make agreements about growth

Do you want to advance your career? Say it out loud. During a performance review, ask what is expected of you to become a senior employee. Set concrete goals together. For example, more responsibility, an improvement project or mentoring colleagues, and schedule evaluation moments.

5. Keep learning

A senior employee knows that they never stop learning. Take training courses, immerse yourself in new technology or broaden your knowledge beyond your own field. Not only will this help you continue to grow, it will also show that you are investing in your future.

"In engineering, we see that a mid-level mechanical engineer becomes a senior engineer more quickly once they become responsible for design reviews and validation processes."

Common pitfalls

• Just work harder. Becoming a senior manager is not about working longer hours, but about working smarter and taking on more responsibility.

• Not sharing your results. Visibility is important. Show what you have achieved.

• Wait until someone notices. Actively discuss your ambitions with your manager.

• Wanting to do everything yourself. The strength of a senior also lies in delegating and collaborating.

Checklist for your next appraisal interview

• 3–5 demonstrable cases with figures (quality, time, costs, stability).

• One specific example of something you have structurally improved.

• Recorded moments when you mentor others or share knowledge.

• Stakeholder references.

Agreement on areas for development and possible next steps in terms of role or salary.

Want to accelerate? Trinamics can help you.

We match technical talent with projects and teams where you can demonstrate your senior skills in practice: ownership, coaching, and stakeholder impact.

• Want to discuss your promotion case or next step?

Please contact Trinamics; we would be pleased to assist you in planning your path from medior to senior.

Last update: 20 October 2025.

This article was compiled by the Trinamics team, with insights from our consultants and technical secondment specialists.