FIVE WORKERS
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THE DECISION MODEL / EXPLAINED

Four separate layers.
One clearer decision.

The model does not collapse desire, experience and feasibility into one number. Each layer is calculated separately first, so a familiar career does not automatically become the best-fitting career.

01Assessment answers
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02Relevant signals
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03Fixed scoring rules
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04Separate layer score

This page explains the scoring logic in plain language. Exact internal weights remain part of the fixed scoring model and are not exposed in the public interface.

01

CORE ALIGNMENT

Career Fit

FIT

Career Fit answers one question: how naturally does this direction match the work you actually want?

WHAT FEEDS THE LAYER

Motivation, preferences and professional identity.

Relevant assessment answers about preferred activities, autonomy, responsibility, working environment, priorities and the type of contribution you want to make are translated into fit signals.

HOW IT IS BUILT

Relevant signals are combined using fixed scoring rules.

Only answers assigned to the Career Fit layer contribute to this score. The rules are fixed in the scoring engine; they do not change to make an expected career win.

WHAT IT DOES NOT DO

Your past does not directly decide your fit.

Age, seniority, current role and current capability do not directly determine Career Fit. Readiness and transition are evaluated separately.

02

CURRENT READINESS

Current Capability

NOW

Current Capability asks: what can you realistically leverage today? It measures readiness without confusing familiarity with desire.

WHAT FEEDS THE LAYER

Present skills, responsibilities and demonstrated experience.

Answers about what you can currently do, the responsibilities you have handled and the capabilities you can already bring into a new role form the readiness picture.

HOW IT IS BUILT

Current evidence is scored independently from preference.

The engine combines capability-related signals into a separate layer so it can explain where you are already strong and where development may be required.

WHAT IT DOES NOT DO

Being good at something does not mean it is your best fit.

A high Capability score can make a transition easier, but it does not replace Career Fit and does not automatically make a direction the right destination.

03

DISTANCE + FEASIBILITY

Transition

MOVE

Transition asks: how realistic is the move from where you are now to this direction?

WHAT FEEDS THE LAYER

Starting point, gaps, constraints and required change.

The model considers the distance between the user's current position and the target direction, including capability gaps and practical constraints relevant to making the move.

HOW IT IS BUILT

Feasibility is evaluated after fit, not blended into it.

Transition signals are combined into a separate feasibility view. This lets the product say both “this fits” and “this may take more work to reach” without treating those statements as contradictory.

WHAT IT DOES NOT DO

A difficult transition is not the same as a poor career fit.

Low transition feasibility can flag friction, reskilling or distance. It does not mean the direction is inherently wrong for you.

04

HOW YOU WANT TO WORK

Work Mode

MODE

Work Mode asks: which employment structure best matches the way you want to operate?

WHAT FEEDS THE LAYER

Autonomy, structure, ownership and responsibility.

Signals about employee, independent and hybrid preferences are built from how much freedom, structure, ownership, income variability and responsibility for outcomes you want.

HOW IT IS BUILT

Each work model receives its own alignment signal.

The layer compares your stated preferences with the practical characteristics of employee, independent and hybrid paths, keeping the employment format distinct from the underlying career fit.

WHAT IT DOES NOT DO

Work Mode does not choose your profession for you.

It helps distinguish how a direction may fit best — for example as an employee, independently or through a hybrid path — rather than replacing the career ranking itself.

SEPARATE OUTPUT LAYER

Economic Alignment stays separate too.

Financial ambition, security and economic priorities are evaluated separately rather than being folded into Career Fit. This helps preserve the distinction between “I want this work” and “this path matches my economic goals.”