Formal career ladders or promotion paths don't really exist, so it's up to you to advocate for your desired path and prove your worth. Hearst policy drives salary calculations based on your experience on paper and not what you are actually able to deliver. Therefore you can get high performers with less formal experience getting paid less than lower performers with many years of "experience" (which could be good for some people).
While management will support upward mobility, internal promotions don't usually happen until you've already been doing the (desired) job's responsibilities for 1-2 years. Even after a formal promotion, you don't necessarily get to transition your previous responsibilities to someone else. This doesn't make sense since the same expectation wouldn't be held of someone being hired from the outside, and it doesn't really seem like a good strategy for retaining your best employees long-term. Due to the start-up-like culture, division of labor/roles/responsibilities can often be unclear.
HR/benefits can be disorganized - I've known a couple of people who had issues with gaps in coverage due to this, so if you have life events or are switching coverage from a previous job, keep an eye out for this.
