0-30: Foundation building time
0 (No relevant fit): Your application would likely be dismissed immediately—there's no clear connection to the role requirements.
10 (Critically under qualified): Core prerequisites are missing, and most hiring teams would pass without a second look.
20 (Marginal awareness): You meet a few basic criteria, but there are significant skill gaps that make progression extremely unlikely.
25 (Insufficient, even in isolation): Even if you were the only applicant, the hiring committee would struggle to justify bringing you on board.
30 (Partial alignment): Some relevant elements are there, but you're missing multiple primary requirements.
0 (No relevant fit): Your application would likely be dismissed immediately—there's no clear connection to the role requirements.
10 (Critically under qualified): Core prerequisites are missing, and most hiring teams would pass without a second look.
20 (Marginal awareness): You meet a few basic criteria, but there are significant skill gaps that make progression extremely unlikely.
25 (Insufficient, even in isolation): Even if you were the only applicant, the hiring committee would struggle to justify bringing you on board.
30 (Partial alignment): Some relevant elements are there, but you're missing multiple primary requirements.
40-60: You're in the game
40 (Baseline but undifferentiated): You meet most minimum expectations, but you'd need a very weak applicant pool and exceptional interviewing to stand out.
50 (Viable but unremarkable): Here's where things get interesting—you have all the fundamental requirements. You're not the obvious choice, but with strong interview performance, you could definitely land this role. This is actually a respectable position to be in.
60 (Competitively qualified): You match role expectations and show clear competence. In a typical applicant pool, you'd have a reasonable shot at moving forward.
40 (Baseline but undifferentiated): You meet most minimum expectations, but you'd need a very weak applicant pool and exceptional interviewing to stand out.
50 (Viable but unremarkable): Here's where things get interesting—you have all the fundamental requirements. You're not the obvious choice, but with strong interview performance, you could definitely land this role. This is actually a respectable position to be in.
60 (Competitively qualified): You match role expectations and show clear competence. In a typical applicant pool, you'd have a reasonable shot at moving forward.
70-100: Strong contender territory
70 (Strong contender): You exceed several key criteria with tangible achievements. Hiring teams would view your profile favorably if you present well.
75 (High probability fit): Strong overall alignment means you have a very good chance of receiving an offer with polished materials and confident interviews.
80 (Highly advantageous): You're highly qualified and bring strategic benefits like niche expertise or valuable connections.
90 (Exceptional match): You offer significant value beyond basic requirements. Unless you mess up the interview, expect an offer.
100 (Overqualified assurance): This role is actually a step down for you—success is virtually guaranteed, though retention might be a concern.
70 (Strong contender): You exceed several key criteria with tangible achievements. Hiring teams would view your profile favorably if you present well.
75 (High probability fit): Strong overall alignment means you have a very good chance of receiving an offer with polished materials and confident interviews.
80 (Highly advantageous): You're highly qualified and bring strategic benefits like niche expertise or valuable connections.
90 (Exceptional match): You offer significant value beyond basic requirements. Unless you mess up the interview, expect an offer.
100 (Overqualified assurance): This role is actually a step down for you—success is virtually guaranteed, though retention might be a concern.
