| Factor | Rating (0–10) | Weight (1–5) | Rating × Weight |
|---|---|---|---|
| Skills match | 8.5 | 5 | 42.5 |
| Culture fit | 7.0 | 4 | 28.0 |
| Work-life balance | 6.5 | 5 | 32.5 |
| Growth opportunity | 7.5 | 3 | 22.5 |
| Totals | — | 17 | 125.5 |
Each factor has a rating r from 0 to 10 and a weight w from 1 to 5. The calculator uses a weighted average, then scales it to 0–100.
- Weighted Average Rating = Σ(r × w) ÷ Σ(w)
- Work Fit Score = Weighted Average Rating × 10
Interpretation bands: 80–100 strong, 65–79 good, 50–64 uncertain, below 50 low.
- Pick a role and fill in ratings based on evidence.
- Set higher weights for your non‑negotiable priorities.
- Add custom factors for deal‑breakers or unique constraints.
- Submit and review strengths, gaps, and the score band.
- Use the CSV or PDF export to compare multiple offers.
Why a Work Fit score improves career decisions
A fit score turns vague impressions into comparable signals. By rating concrete factors, you reduce recency bias and avoid overvaluing a single perk. The weighted approach keeps priorities consistent across roles, teams, and industries, helping you explain decisions clearly to mentors, family, or hiring managers. It also supports portfolio thinking: one low score may be acceptable if it unlocks skills.
Collect inputs from evidence, not assumptions
Use interview notes, job descriptions, and employee reviews to justify each rating. Ask targeted questions about manager style, autonomy, learning budget, and project timelines. When information is missing, assign a conservative rating and write a note, then update the score after follow‑up calls or reference checks. Capture proof points such as expected weekly hours, on‑call frequency, travel percentage, and the tools you will use daily.
Use weights to reflect your current constraints
Weights represent importance, not performance. If relocation is impossible, give flexibility a high weight even if the role is attractive. If you are early‑career, growth and mentorship may deserve higher weights than compensation. Revisit weights quarterly because priorities change with health, caregiving, or financial goals. Many people use a 5 for deal‑breakers, 3 for preferences, and 1 for nice‑to‑haves, which keeps scoring consistent.
Interpret the score with strengths and gaps
The overall score summarizes the weighted average, but the breakdown is where decisions happen. Strengths indicate what to preserve in negotiation or onboarding. Gaps identify risks to validate, such as excessive overtime or unclear promotion paths. Compare two offers by examining the largest weighted differences first. If two roles score similarly, consider variance: one role may be balanced, while another is high‑risk, high‑reward with extreme highs and lows.
Turn results into negotiation and action steps
Use high‑weight gaps to craft precise requests: flexible hours, clearer scope, training budget, or compensation adjustments. If a gap cannot be fixed, create mitigation plans like mentorship outside the company or a six‑month review checkpoint. Tracking scores over time also highlights which environments consistently support your performance. Save exports for each offer, and add post‑start scores at 30, 90, and 180 days to validate assumptions and refine future weights.
1) How should I choose ratings for each factor?
Base ratings on evidence: interview answers, written policies, project scope, and trusted employee feedback. If uncertain, use a mid rating and note what you must confirm before accepting.
2) What weights work best for decision making?
Use higher weights for non‑negotiables and lower weights for preferences. A simple rule is 5 for deal‑breakers, 3 for important, and 1 for nice‑to‑have items.
3) Can I compare two offers with different factor lists?
Yes. Keep a consistent core set of factors, then add custom factors as needed. When comparing, focus on the highest‑weight differences and review the notes behind each rating.
4) What does a low score mean if the salary is strong?
It signals misalignment in high‑importance areas. Consider whether compensation offsets the risks, or whether you can negotiate fixes. If not, treat the role as a short‑term step with a clear exit plan.
5) How often should I update my weights and priorities?
Update after major life or career changes, and at least quarterly during active job searches. Small adjustments keep the scoring aligned with your real constraints and goals.
6) Is this score a guarantee of job satisfaction?
No. It is a structured estimate that improves consistency. Use it alongside intuition, trial projects, and conversations with future teammates to reduce blind spots.