Canva
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Canva Career Growth & Development
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's career growth & development like at Canva?
Strong internal‑mobility commitments and structured growth systems are tempered by team‑specific variability, continued external hiring, and hub‑centric collaboration that can affect visibility. Together, these dynamics suggest substantial development potential when proactively leveraged, with outcomes shaped by team context, location, and how advancement is defined.
Positive Themes About Canva
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Internal Mobility: Company materials state teams are “big advocates of internal mobility” and “look internally first” when growing. Job postings also describe coaching and performance frameworks that explicitly support internal moves, indicating it is embedded in operating practices.
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Coaching & Feedback: The company-wide Growth & Impact approach ties clear goals and ongoing feedback to development and impact. This creates a predictable cadence for coaching conversations and progression discussions across roles.
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Training & Education Access: Structured programs like Launchpad and internships provide mentorship, coaching, a bootcamp, and weekly learning sessions. Additional supports like a professional education day and a flexible allowance can be used for learning resources.
Considerations About Canva
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Unclear Advancement: Promotion velocity is described as varying by function and business need, and a flat‑ish structure can mean fewer formal titles and slower ladder steps even as scope grows. Experiences can depend on the team and manager, making advancement timelines less uniform.
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Limited Mobility: Despite the internal‑first stance, the company continues to recruit externally for many roles, creating competition for openings. Internal‑first language appears most clearly on some team pages and postings, suggesting implementation may differ by function.
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Lack of Recognition & Visibility: A hub‑centric, hybrid model ties many U.S. roles to Austin or San Francisco, and those far from hubs may need more in‑person time for mentorship and visibility. This can make access to informal learning and sponsorship less consistent for remote employees.
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