Formula used
Each input is converted to a 0–10 rating. Percentage inputs are scaled by dividing by 10. Experience is scored by comparing your years to required years using a ratio curve. Availability is scored by weeks to start, where sooner starts score higher.
The final score is a weighted average, scaled to 100:
Job Fit Score (%) = 100 × ( Σ ( (ratingᵢ/10) × weightᵢ ) / Σ(weightᵢ) )
Tip: if a factor is irrelevant, set its weight to 0.
How to use this calculator
- Pick a target role title and job level from your job posting.
- Estimate your skills and tools match using the posting’s requirements.
- Rate evidence factors like portfolio, domain knowledge, and soft skills.
- Adjust weights if the role prioritizes certain signals (e.g., portfolio).
- Calculate, then use the gaps list to plan your next two weeks.
- Export CSV for tracking or PDF for sharing and review.
Example data table
| Role | Level | Skills (%) | Experience (yrs) | Culture (0-10) | Fit Score (%) | Notes |
|---|---|---|---|---|---|---|
| Data Analyst | Junior | 74 | 1.5 / 2 | 8 | 71.6 | Strong baseline; add a dashboard case study. |
| UX Designer | Mid | 68 | 3 / 4 | 7 | 63.4 | Build two end-to-end redesign stories with metrics. |
| Product Manager | Senior | 82 | 6 / 5 | 7 | 84.1 | Highlight leadership, prioritization, and outcomes. |
| Cloud Engineer | Mid | 77 | 4 / 3 | 6 | 76.2 | Close cert gaps; emphasize automation and reliability. |
Market-aligned scoring ranges
A practical job fit profile separates “can do” from “can prove.” In this calculator, scores below 55 typically signal missing proof for core requirements, while 55–69 suggests a credible baseline with targeted gaps. A 70–84 result aligns with common shortlists when evidence is clear, and 85+ indicates strong coverage across must-haves plus differentiation signals like measurable outcomes and leadership.
Role signals and weight strategy
Different roles reward different signals. Product and design roles often emphasize portfolio evidence, communication, and domain knowledge; operations and engineering roles may emphasize tools, experience alignment, and certifications. Use weights to mirror the posting: if the description repeats a skill cluster three times, consider moving 6–10 weight points toward that factor and reducing less-mentioned areas to keep totals near 100.
Evidence mapping for skills and tools
Treat “skills match” and “tools match” as audit-style checks. Convert bullet requirements into a checklist of 10–15 items, then mark each as proven, partial, or unproven. Proven items should have a work sample, metric, or artifact. If your match is 70%, aim to add two proof points that lift it to 80%—often enough to shift the overall score by 3–6 points.
Interpreting gaps into a two-week plan
Gaps are most useful when paired with a next action. For each low-rated factor, define one deliverable: a case study, a mini project, a certification module, or a STAR story. Most candidates can improve portfolio strength by 1–2 points in two weeks by rewriting two projects with context, actions, and results, and adding screenshots, diagrams, or before/after metrics.
Tracking progress across applications
Use the CSV export to track multiple roles and compare scenarios. Record the job title, level, and your score before and after updates. A week-over-week increase of 5 points usually reflects meaningful improvements in proof, not just optimism. If scores vary widely by industry, focus on domain knowledge, vocabulary alignment, and tailoring your resume bullets to the target environment. For stable comparisons, keep weights constant for a week, then change only one variable at a time—skills proof, tools practice, or narrative clarity—so you can attribute the score movement to a specific improvement.
FAQs
What does a high Job Fit Score mean?
It means your evidence aligns with the posting across core requirements and differentiators. It does not guarantee an offer; it indicates you can credibly pass resume screening and explain impact in interviews.
How should I estimate skills match percentage?
List the top requirements, count how many you can prove with examples, and divide by total. Use “partial” as half credit. Recalculate after you add a project, certification, or measurable achievement.
Can I change the weights safely?
Yes. Mirror the job posting: increase weights for repeated or “must-have” themes and reduce low-importance factors. Keep totals around 100 so contribution percentages remain intuitive and comparisons between roles stay consistent.
Why is experience scored with a curve?
Hiring teams usually treat meeting the requirement as strong, but not linearly. The curve rewards meeting required years, gives smaller gains above it, and drops faster below 75% of the requirement to reflect risk.
How can I improve my score fastest?
Focus on proof. Add two quantified bullets, one case study, and one STAR story for your weakest factor. Small evidence upgrades often lift multiple inputs—skills, portfolio, and soft skills—at the same time.
Is the PDF export suitable for sharing?
Yes. It summarizes the role, score band, and a factor table you can review with a mentor. Remove sensitive salary details if needed, or set the salary weight to zero for a cleaner coaching report.