Full strategic authority across the company. Sets the vision, makes final decisions, and represents CDA externally. Titles at this level are unique and not subject to the standard naming pattern — they reflect the founder relationship and the executive function held.

Owns their department end-to-end. Accountable for team results, process compliance, and budget. Can make operational decisions and approve exceptions within their area without escalating to the GM. Responsible for hiring, performance, and process improvement in their area. Always titled "Head of [Department]" — no exceptions.

Leads a sub-team or specific subprocess. Has direct reports and manages their day-to-day execution. Makes routine operational decisions independently and escalates non-routine or high-impact decisions to their Head. The words "Team Leader" always appear in the title — it signals that this person manages people.

Executes their function independently with expertise. Does not manage a team as a standard, but may receive delegated authority from their Head to act or decide within a specific scope. Three role types exist at this level depending on the nature of the work: Specialist (technical or process execution), Coordinator (operational coordination across tasks or parties), and Executive Assistant (Head support with delegated decision authority — including the ability to act on behalf of the Head in defined situations). Because EAs can exercise delegated authority, they are L3 and can direct L4 roles when acting under that delegation.

Hands-on execution of operational or field tasks. Focused on technical or physical delivery — not coordination or decision-making. Follows instructions from their Coordinator, Specialist, or Lead. Cannot direct L3 or above. This level covers field roles, entry-level administrative roles, and operational support positions where the primary value is execution, not judgment.