What I personally realized and often told to people I mentored that consider the promotion ladder separate from your work and your career growth.
Most larger tech companies have some kind of leveling system. You should work with your manager to understand where you are currently and what are you lacking to move to the next level. Start doing those things (even if no-one asks you to do them) in a public way, document everything and share it with your manager. Managers generally want to promote their people but usually only 5-10% of the employees can get promoted in the cycle so they have to fight other managers for the promotions. So the better case you build for yourself, the easier it is for your manager to sell. I find the promotion game is easiest because you just need to do the required thing once to check the checkbox, and the quality of the outcome doesn't even matter much.
For career growth, think about what you want to do or be after this job in the company. Even if you plan to stay in the company, I find it better to think outside of the company, since you focus on things that are transferable, rather than company specific. You skills and general knowledge transfers, political alliances or knowledge of the particular codebase doesn't. For example if you consider being a founder, VP engineering, lead Swift engineer, then think about what kind of skills should you practice or people to know.
Then for work, try to find opportunities in the company to work projects that you actually are interested in, help your career growth or/and work with people you enjoy working with.
The problem what I saw is that people though promotion is some kind of automatic response if they just do their work well and ended up disappointed when it didn't happen. Ideally it would be like that but unfortunately in reality there are ~10 promotions available the cycle, and management has to choose who receives them. Or they would join project they didn't want to, hoping they would get promoted but in the end didn't because they were still lacking other things. Or work you might find interesting or important, might not be something that helps you get promoted. It's just easier think promotion ladder as a side metagame you need to play to win some prizes.
So career growth is about investing to the future, work is about being happy/fullfilled in the present and the promotions just increase your salary, and in some cases access to information and increase freedom choose projects you want to work on.
Most larger tech companies have some kind of leveling system. You should work with your manager to understand where you are currently and what are you lacking to move to the next level. Start doing those things (even if no-one asks you to do them) in a public way, document everything and share it with your manager. Managers generally want to promote their people but usually only 5-10% of the employees can get promoted in the cycle so they have to fight other managers for the promotions. So the better case you build for yourself, the easier it is for your manager to sell. I find the promotion game is easiest because you just need to do the required thing once to check the checkbox, and the quality of the outcome doesn't even matter much.
For career growth, think about what you want to do or be after this job in the company. Even if you plan to stay in the company, I find it better to think outside of the company, since you focus on things that are transferable, rather than company specific. You skills and general knowledge transfers, political alliances or knowledge of the particular codebase doesn't. For example if you consider being a founder, VP engineering, lead Swift engineer, then think about what kind of skills should you practice or people to know.
Then for work, try to find opportunities in the company to work projects that you actually are interested in, help your career growth or/and work with people you enjoy working with.
The problem what I saw is that people though promotion is some kind of automatic response if they just do their work well and ended up disappointed when it didn't happen. Ideally it would be like that but unfortunately in reality there are ~10 promotions available the cycle, and management has to choose who receives them. Or they would join project they didn't want to, hoping they would get promoted but in the end didn't because they were still lacking other things. Or work you might find interesting or important, might not be something that helps you get promoted. It's just easier think promotion ladder as a side metagame you need to play to win some prizes.
So career growth is about investing to the future, work is about being happy/fullfilled in the present and the promotions just increase your salary, and in some cases access to information and increase freedom choose projects you want to work on.