Rate each factor that matters for your career. Adjust weights to reflect your priorities fully. See your fit score, risks, and improvement actions instantly.
This score summarizes how strongly a role matches your profile on a 0–100 scale. It blends eight factors, each rated 0–10 and weighted 0–5, then adds optional realism checks. Scores above 85 usually indicate clear alignment, while 70–84 suggests a strong match with minor tradeoffs. Below 55, investigate the lowest‑rated factors before accepting, because small misfits compound over time. Use it to compare options quickly with consistency.
For reliable comparisons, anchor ratings to observable evidence. A 10 should reflect repeated proof, such as portfolio work or documented achievements. A 5 means uncertain or mixed signals, like limited exposure to core tasks. A 0–2 signals a clear mismatch. When unsure, interview for specifics: daily workflows, decision rights, stakeholder load, and success metrics. Re‑score after each conversation so your inputs track new information. Keep notes to justify each number.
Weights translate personal priorities into math. Set weight 5 for non‑negotiables, such as values or flexibility, and weight 0 for items that do not matter now. If two roles score similarly, the weighted breakdown shows why: one may win on skills, the other on growth. A practical rule is to assign only two factors at weight 5, three at weight 4, and keep the rest at 3 or below. For balance.
Optional adjustments help you avoid overlooking practical constraints. If an offer is below your expectation, the salary penalty can reduce the score by up to 15 points, reflecting financial strain. Commute penalties activate only when distance exceeds your tolerance, capping at 8 points to avoid over‑penalizing short overruns. Work‑mode mismatch applies −5 for mild differences and −10 for Remote versus On‑site conflicts. Leave these fields blank when unknown today.
Use the final band to plan next steps, not to end the decision. For Excellent or Strong Fit, identify the lowest two factors and ask for proof: meeting observation, sample project, or reference calls. For Moderate Fit, negotiate improvements that raise the weighted drivers, such as mentorship, clearer scope, or schedule flexibility. For Low Fit, treat the role as a benchmark and document what would need to change for reconsideration. Later on.
Scores of 70–84 usually indicate a strong match. Above 85 suggests excellent alignment. Use the breakdown to confirm weak areas with evidence before deciding.
Give weight 5 to non‑negotiables, 4 to high priorities, and 1–3 to supporting factors. Keep weights stable across roles so comparisons remain fair.
No. Leave them blank if you lack reliable numbers. Adjustments apply only when both related fields are filled, keeping the base score focused on fit factors.
Yes. Enter the same weights for each role, submit, then export the CSV or PDF. Compare final scores and the lowest‑rated factors to see where tradeoffs differ.
Some tradeoffs are temporary or negotiable. A lower score can be fine if the weak factors are fixable, your time horizon is short, or the role unlocks specific growth.
Update after each interview round or major new insight. Re‑scoring prevents early assumptions from dominating, and it keeps your decision grounded in current evidence.
| Example role | Industry | Base | Adj. | Final | Band |
|---|---|---|---|---|---|
| Data Analyst | Technology | 76.3 | +0.0 | 76.3 | Strong Fit |
| Sales Executive | Consumer Goods | 58.3 | -12.5 | 45.9 | Low Fit |
| UX Designer | FinTech | 76.7 | -5.0 | 71.7 | Strong Fit |
Important Note: All the Calculators listed in this site are for educational purpose only and we do not guarentee the accuracy of results. Please do consult with other sources as well.