Calculator
Rate yourself from 0 (none) to 5 (expert). The calculator compares your profile with typical role expectations and returns a weighted match score.
Example Data Table
| Example | Role | Experience | Education | Work Style | Location | Selected Skills (0-5) | Match Score |
|---|---|---|---|---|---|---|---|
| A | Data Analyst | 2 years | Bachelor | Team-focused | Hybrid | SQL=4, Statistics=3, Visualization=4, Communication=3 | 78 |
| B | UX Designer | 1 year | Associate | Mixed | Remote | User Research=4, Prototyping=3, Visual Design=3, Empathy=4 | 64 |
| C | Project Manager | 5 years | Master | Team-focused | Onsite | Planning=5, Communication=4, Risk Management=4, Leadership=4 | 90 |
Formula Used
The overall match score is a weighted sum of six components, scaled to 0-100:
- Skills (55%): Weighted overlap between your ratings and role priorities.
- Experience (15%): Your years compared to the role’s minimum expectation.
- Education (10%): Your education level compared to the typical baseline.
- Work Style (7%): Alignment between your preference and the role norm.
- Location (6%): Fit between your preferred mode and role expectations.
- Compensation (7%): Closeness of expected salary to an estimated midpoint.
Skills component (returns 0-1):
SkillsFit = Σ(min(UserSkill, RoleImportance) × RoleImportance) ÷ Σ(RoleImportance × RoleImportance)
This emphasizes high-importance skills and limits "over-scoring" on less critical items. All component scores are combined using their weights and then rounded.
How to Use This Calculator
- Select the role you want to evaluate.
- Enter your relevant experience and education level.
- Choose your preferred work style and location mode.
- Rate yourself for each skill from 0 to 5.
- Click Calculate Match to view the score and breakdown.
- Review gaps and tips, then download CSV or PDF if needed.
Role fit is a measurable decision
Job role alignment improves when you translate vague interest into measurable signals. This calculator turns self ratings, experience, education, work style, location, and pay expectations into a comparable score. A weighted approach reduces noise by emphasizing skills that matter most for the chosen role, while still accounting for practical constraints that often block hiring decisions. Use the score as a starting point, not a verdict.
Skills gaps predict training time
High importance skills are treated like critical requirements. If your rating is lower than the role’s importance, the difference becomes a clear training target. Focus first on two skills that carry the highest weight, then create evidence through projects, case studies, or measurable outcomes. Document what you built, the tools used, and the impact, because recruiters value proof more than claims.
Experience and education add context
Years of relevant experience and education level are modeled as separate factors so they do not overshadow skills. If you are below the usual minimum, you can offset it with tightly scoped projects, internships, freelancing, or volunteer work that matches the role. If your education is lower, certificates and structured courses can provide a bridge and signal commitment.
Preferences influence sustainability
A role can look perfect on paper and still fail if the environment clashes with your preferences. Work style and location settings estimate how sustainable the day to day reality will feel. When the match is low, validate assumptions with informational interviews, short contracts, or shadowing. This reduces churn risk and improves negotiation clarity when offers arrive.
Turn results into a 30 day plan
Treat the breakdown as an action dashboard. Pick the top gaps, then write two measurable goals for the next month, such as completing a portfolio piece or earning a certification. Track progress weekly, and rerun the calculator after each milestone to see movement. Over time, the score trend matters more than any single result. Exporting results to CSV helps compare roles side by side, while the PDF summary supports coaching conversations. Keep inputs honest, update ratings as you learn, and save versions over time to build a realistic personal career trajectory.
FAQs
How should I rate my skills fairly?
Use recent evidence, not aspirations. Rate 0 for no exposure, 3 for independent competence, and 5 for teaching others. If unsure, pick the lower value and improve with targeted practice.
Can a low score still lead to a good career move?
Yes. A low score highlights gaps, not potential. Consider adjacent roles, build two priority skills, and rerun the assessment monthly. Progress and proof can change outcomes quickly.
Why does the calculator weight skills more than education?
Hiring decisions often depend on capability demonstrated through work samples. Education adds context, but skills drive day to day performance. The weighting keeps the score focused on role critical requirements.
What salary number should I enter if I am flexible?
Enter 0 to skip salary scoring, or use a realistic target based on your level and location. The salary component is a small weight and mainly flags large expectation mismatches.
How can I improve the experience component without a full job change?
Create role relevant projects, contribute to open source, freelance, or volunteer. Track outcomes, stakeholders, and timelines. Present this as experience that matches the role’s responsibilities.
Is the PDF export accepted by recruiters?
Use it for personal planning and coaching, not as a formal credential. The PDF is most useful to summarize goals, gaps, and progress between reviews or mentoring sessions.