Career Test Methodology

01What the assessment considers

The current assessment uses 40 five-point self-report items. Items contribute to several signal families rather than a single personality label.

• RIASEC-style interest signals: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional
• Big Five–informed work-style signals
• Work values such as stability, autonomy, impact, compensation, growth, and creativity
• Practical skill preferences and AI-era work preferences such as learning, output judgment, privacy, planning, and experimentation

02How scores and matches are produced

Responses are normalized into versioned dimension scores. A deterministic matching function compares those scores with defined career profiles across interests, work style, values, skills, and AI-leverage signals. The result presents ranked directions and the component signals behind them. The core scoring and matching step is rule-based; it is not generated by a language model.

03How AI is used

Defined report-generation and Career Coach workflows may use the official DeepSeek API with restricted aggregate scores, strongest signals, career-match identifiers, and locally mapped intent or stage codes. Raw 40-question answers and account, session, order, or contact identifiers are excluded from that model route. The current boundaries are described in the AI Policy and Privacy Policy.

04Limits and appropriate use

The assessment does not know a user’s full work history, qualifications, location, labor market, health, finances, family responsibilities, access needs, or other personal constraints. Self-report answers can change with context and time. The output supports self-exploration; it does not provide a psychological diagnosis, professional career counseling, hiring assessment, or a guarantee that a direction will fit or produce a job outcome.

05How to use a result

Treat each match as a hypothesis. Compare the role’s real tasks, environment, entry requirements, trade-offs, and local opportunities. Test promising directions through informational conversations, short projects, coursework, volunteering, or carefully chosen applications before making a major decision.

06Sources, review, and updates

The assessment dimensions are informed by established career-interest and personality frameworks, including RIASEC and Big Five concepts, but this product is not presented as a licensed standardized assessment or as scientifically validated for clinical, hiring, or high-stakes use. Public career guides identify their own sources and review information, including O*NET where applicable. Material changes to questions, scoring, career profiles, model processing, or limitations require version and policy review.