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| Target role | Skills | Interests | Values | Score | Tier |
|---|---|---|---|---|---|
| Project Coordinator | 8 | 7 | 8 | 78.4 | Strong |
| Marketing Analyst | 7 | 8 | 6 | 74.1 | Strong |
| Junior Developer | 6 | 7 | 7 | 68.5 | Strong |
| Sales Executive | 6 | 5 | 6 | 56.2 | Moderate |
| Research Assistant | 5 | 6 | 5 | 49.3 | Needs Work |
Why a match score matters
Career moves improve when you compare options with the same yardstick. This score converts scattered judgments into one number you can revisit and version. Rate using evidence from job ads, recent projects, and feedback, not mood alone. Recalculate after learning milestones to see momentum across roles. A shift from 65 to 75 often signals stronger fit stories, clearer direction, and higher application confidence. Save snapshots for comparison.
How weighted factors improve decisions
Priorities differ, so the calculator lets you weight factors from 0 to 5. A career changer can emphasize Skills Fit and Growth Potential, while a parent might emphasize Location and Work Style. The weighted model prevents one weak but unimportant area from dominating results. If a factor is irrelevant, set its weight to 0 and keep total weights realistic for clarity. Defaults favor skills and experience.
Reading the breakdown table
The breakdown table shows Rating, Weight, Weighted points, and Share percent. Weighted points equal Rating × Weight, so high weight makes gaps more costly. Share percent indicates impact on the total maximum points, calculated as 10 × sum of weights. If Culture Fit shows 14% share, improving it moves the score more than a 4% factor with the same rating. High-share factors respond faster to one-point improvements over time.
Using thresholds and risk tolerance
Use the minimum acceptable score to represent your baseline standard. Risk tolerance then adjusts that baseline: cautious choices require a higher threshold, and bold choices accept a lower one when the upside is meaningful. Keep ratings honest and stable, then adjust risk if your situation changes. This helps decide whether to apply now, negotiate, or upskill first. If you must switch quickly, lower risk tolerance only briefly.
Turning gaps into an action plan
Focus on the three lowest weighted points because they limit progress most. Convert each gap into a measurable action: complete one portfolio project, earn a short credential, request a stretch task, or rewrite resume bullets with numbers. Set a date, track completion, and re-rate. Combine this with informational interviews and targeted practice, and your score becomes a practical improvement dashboard. Review results to stay focused.
FAQs
What does a score of 80+ mean?
An 80 or higher suggests strong alignment across high-priority factors. It usually means you can apply confidently, focusing on positioning and interview preparation rather than major skill rebuilding.
How should I choose weights?
Start with balanced defaults, then increase weights for non-negotiables. Keep only two or three factors at weight five. Set irrelevant factors to zero to prevent noise in the score.
Should I rate based on feelings or evidence?
Use evidence first: job requirements, recent outcomes, feedback, and portfolio work. Feelings can flag concerns, but evidence keeps ratings stable and comparable between months.
Why did my decision change when I adjusted risk tolerance?
Risk tolerance shifts the decision threshold, not your score. Lower tolerance raises the bar for action, while higher tolerance lowers it for stretch roles with higher upside.
How do CSV and PDF downloads work?
CSV downloads are generated from your latest result and saved history. The PDF report is created in your browser and captures the visible breakdown, so calculate first before downloading.
How can I improve my score quickly?
Target the lowest weighted points first. Add one project, credential, or role-specific responsibility, then rewrite your resume to highlight measurable results. Recalculate to confirm the improvement.