There are definitely more toxic ways to get promoted, "gamifying" the process like you said. The prime example is playing infamous corporate politics, providing the perception of doing great work without actually doing it. I hate those kinds of games (I saw it ruin various orgs I've been on across my ~8 years working in Silicon Valley), and because of that, Taro isn't a product to teach software engineers how to play politics and other tricks.
On the flip side, we really do believe that promotion, especially in the more innovative, modern tech companies, has many components stemming from actual growth. While Meta was far from perfect, I largely felt like promotion pushed me to develop skills that genuinely made me a better software engineer and person to work with. I learned to empathize with other parties, especially those who weren't in engineering, and factor in their perspectives when building alignment on projects. I learned to think proactively, clamping down risks early instead of letting them blow up the project and team later on down the road. I learned to work through others, mentoring more junior engineers, and taking on responsibility for their well-being. The even cooler thing is that I found myself applying those skills outside of work as well: I became a better listener and got better at hectic life activities like vacation planning.
Taro is a product meant to teach those kinds of aforementioned, more "wholesome" skills, and Rahul and I have historically found it hard to find guidance to learn those skills. I didn't start seriously building those deeper behaviors until I rolled some incredible managers ~5 years into my career. We believe that this kind of learning should be far more accessible, and by doing so, we can help empower a workforce that's far more productive and positive.