Gap analysis
What the role asks for. What you can evidence. Side by side.
Gap analysis takes every requirement of your target and compares it against your record — requirement by requirement, with three honest states and the reasoning visible for each.
Requirements and states shown are illustrative examples.
Target readiness
IllustrativeOperations Director
Requirement-by-requirement
78%
- Multi-site operational leadershipConfirmed
Three roles, up to 42 staff
- Budget responsibilityNeeds clarification
Delegated spend mentioned, scale not stated
- Board reportingGenuine gap
No evidence in the record
- Regulatory complianceConfirmed
CQC inspection outcomes recorded
The full picture
Every requirement, one honest state each.
Requirement
State
- Multi-site operational leadershipEvidenced
Three roles, up to 42 staff, evidenced with named outcomes.
- Budget responsibilityPartial
Delegated spend mentioned, scale not yet stated — Evidence Builder can surface it.
- Board reportingGenuine gap
Nothing in the record meets this requirement.
- Regulatory complianceEvidenced
CQC inspection outcomes recorded and confirmed.
Illustrative example — a real matrix is built from your confirmed record.
From gap to plan
Requirement → evidence → remedy.
- 1
Requirement
Board reporting is stated by the target.
- 2
Evidence check
The record is searched for anything that meets it.
- 3
Remedy
A genuine gap becomes a named development action.
Deterministic and auditable
Same inputs, same result — every time.
Run one
Record A · Target: Operations Director
- Multi-site leadership — evidenced
- Budget responsibility — partial
- Board reporting — genuine gap
Run two (same inputs)
Record A · Target: Operations Director
- Multi-site leadership — evidenced
- Budget responsibility — partial
- Board reporting — genuine gap
- Requirements come from a published occupational taxonomy or the advert itself
- Weights are fixed and disclosed — the same for every member and every role
- Every state can be traced to the evidence that produced it
- Correct your evidence and the result changes predictably — no black-box AI score
“The AI improves the language — never the facts.”
What you do with it
A gap list becomes a plan.
Next steps
Close partials first with the Evidence Builder, then plan around genuine gaps with Career Development. Re-measure, and watch the states move.
Hard boundaries
Gap states are never shared with employers or recruiters, and nothing is added to your record to close a gap artificially.
IllustrativeA partial state usually means better evidence, not more experience. A genuine gap means a development action. The two are never blurred.
See your gaps with the working shown.
Start free, set a target, and get a requirement-by-requirement read on where you stand.