Target roles
A career record only becomes useful when it is aimed at something.
“I want to progress” is not measurable. “Operations Director at a multi-site care provider” is. Setting a target turns your record into a requirement-by-requirement comparison you can act on.
Targets and figures shown are illustrative examples.
Active target
IllustrativeOperations Director
Occupational target · care sector
78%
- Multi-site operational leadershipConfirmed
- Budget responsibilityNeeds clarification
- Board reportingGenuine gap
Readiness is the same arithmetic every time — change the evidence and it moves, predictably.
From record to target
The path every member follows.
- 1
Career record
Roles, scope, scale and results, structured once.
- 2
Target role
An occupation or a specific vacancy you choose.
- 3
Measurable requirements
Skills, qualifications and experience, stated explicitly.
Two kinds of target
Aim at an occupation, or at one specific vacancy.
Occupational target
3,040 occupations, structured requirements
- Drawn from a published occupational taxonomy
- Requirements are stable and disclosed
- Good for direction, development and gap planning
Specific vacancy target
A live job description, parsed
- Requirements come from the advert itself
- Good for application and interview preparation
- Shows how your record reads before you send anything
Why definition matters
The target is the measuring stick.
Multiple targets
Free members hold one active target. Plus members can run several at once — comparing readiness across directions with the same evidence.
No silent judgement
- You choose targets — the platform never assigns one to you
- Targets are never visible to employers or recruiters
IllustrativeTarget readiness is deterministic: the same record against the same target always produces the same figure.
Aim the record at something real.
Start free, set your first target, and see your readiness with the working shown.