Underlying data
Public and third-party sources provide occupational, economic, education, benefit, tax, geographic, and other evidence. Those facts and datasets remain the property of their respective sources.
METHODOLOGY & DATA SOURCES
How CareerWorth turns data into personal career intelligence.
CareerWorth combines trusted evidence with information you provide to help explain market position, affordability, opportunity, and mobility. We explain what the system considers and why while protecting the confidential methods that make it work.
Last reviewed October 21, 2026RECOMMENDATION INPUTS
Career evidence informs recommendations.
Recommendation inputs focus on relevant skills, education, credentials, experience, responsibilities, occupation and selected job markets. Names, age, demographic details, previous compensation and personal budgets are excluded from the recommendation evidence sent to AI. Goals and planning horizons can help organize next steps without changing a market valuation.
Text handling, calculated figures and important limits
Résumé text is extracted locally and minimized before AI processing; filenames, document metadata and raw files are not sent to the recommendation model. The server validates extracted fields. Users still review and confirm their qualifications. Free text, military responsibilities and Sam questions use the same text-minimization rules. These rules can miss unusual or indirect cues and can remove useful context; they do not establish universal fairness.
AI-written narrative is checked for supported structure and rejected if it contains numeric or monetary claims. Compensation tables come from validated calculations. Invalid narrative uses a labeled, standard evidence-review fallback. Prior pay can appear in a labeled comparison and personal budgets can support affordability planning; neither establishes a market value or an employer-supported asking price.
Purchased reports retain the figures, methodology and wording saved at generation. They are not silently recalculated when the current methodology changes. CareerWorth does not describe this product as universally bias-free.
CareerWorth-developed intelligence
CareerWorth-developed software, models, scoring systems, analytical frameworks, and profile architecture transform those inputs into decision support.
Responsible interpretation
Outputs are estimates and modeled analyses—not offers, guarantees, eligibility decisions, financial advice, or judgments of a person’s worth.
THE CAREERWORTH INTELLIGENCE ENGINE™
Data tells you what is happening. CareerWorth helps you understand what it means for you.
CareerWorth combines labor-market, occupational, economic, geographic, and user-provided information through CareerWorth-developed models and methodologies. The Intelligence Engine is the system connecting those models and transforming evidence about the labor market and a person’s career into personalized decision support.
Labor-Market + Economic DataPublished and licensed inputs
+CareerWorth Profile™User-supplied and confirmed inputs
CAREERWORTH-DEVELOPEDCareerWorth Intelligence Engine™
Models · methodologies · software · analytical frameworks
Market PositionAffordabilityCareer MobilityCredential ValueOffer IntelligenceCareer Trajectory
CareerWorth does not claim ownership of the underlying public or licensed data used by the platform. CareerWorth’s intellectual property is found in the software, methodologies, models, scoring systems, analytical frameworks, and ways those inputs are combined and interpreted.
Personal Assessment submission identifies missing selections and required confirmations before sending. Occupation and geography entries must be selected from suggestions. Résumé assistance is optional; if it times out, manual entry remains available. Incomplete submissions do not change scoring or consume an enterprise report credit.
THE PERSON-CENTERED FOUNDATION
Your CareerWorth Profile™ & Career Capital
CareerWorth starts with the person—not merely an occupation code. Information only becomes part of a profile when it is supplied, extracted for review, or otherwise confirmed through a CareerWorth experience.
YOUR CAREERWORTH PROFILE™
One profile. Multiple decisions. Intelligence that grows with your career.
Your CareerWorth Profile organizes work experience, career progression, skills, education, credentials, industries, geography, interests, and other relevant career information into a persistent foundation for personal career intelligence.
As you use CareerWorth, confirmed information from assessments and reports can contribute to the profile, helping later CareerWorth experiences become more relevant. CareerWorth does not assume outcomes or treat unconfirmed information as fact.
CAREERWORTH CAREER CAPITAL FRAMEWORK™
A career is more than a title.
The Career Capital Framework considers the accumulated assets a person brings to the labor market: experience, skills, education, credentials, industry knowledge, career progression, leadership, and other relevant signals.
CareerWorth uses these factors to better understand the relationship between where someone has been, where they are today, and what opportunities may be accessible next.
YOUR CAREERWORTH SCORE
A clearer picture. A practical next step.
My CareerWorth and newly generated Personal Assessments use a 300–850 career index with percentage breakdowns for the underlying dimensions. This display scale is a planning convention, not a financial credit score or an empirically calibrated hiring or earnings prediction.
What the index considers
Six dimensions: reported relevant experience, industry depth, alignment with published occupation skills, education relative to typical entry preparation, national occupational demand, and wage-covered related-career mobility. Subjective progression and career-break labels do not add or deduct points, and do not change modeled market ranges.
Score weights and this update
With complete evidence, weights are 23.53%, 11.76%, 23.53%, 17.65%, 11.76% and 11.76%, respectively (rounded). The prior 15% progression dimension has been removed for everyone, including its bonuses.
An occupation benchmark, experience and selected skills are needed to establish a score. Remaining weights are proportionally reweighted over available evidence. Scores can rise or fall relative to the previous model; this is a prospective model revision, not a guaranteed increase. Missing evidence is excluded rather than treated as zero. Descriptive score bands refer to model alignment, not a ranking against other people. Overview adds a full-width red-to-green guide with your score position and four bands: Developing, Building, Established and Strong alignment. Lower alignment points to areas to strengthen; higher alignment provides a stronger basis for investigating related roles and industries. Band descriptions offer practical planning steps, not hiring odds, qualification cutoffs or validated transition probabilities. Each destination still requires its own skills, preparation and employer review. The guide displays available-dimension coverage; missing evidence is not zero.
Ways to strengthen your career capital
The dashboard explains available dimensions and presents three to five practical next steps. Associated-skill suggestions connect selected skills with reviewed skill groups and published occupation skills. Add a suggested skill only when you can demonstrate it. More skill labels, job titles or credentials do not automatically earn bonus points.
History support, with provenance
Save up to five recent jobs with company and title, plus optional occupation matches. Exact, unambiguous title matches can supply context; unmatched titles remain available as history. Occupation match tags compare selected skills with the published skills for the current occupation and matched past occupations, including reviewed wording variants. Education match tags use skills you report practicing in a named program or an exact match to a reviewed Google Data Analytics or Project Management certificate curriculum. Expand a tag to see its source. A general degree level alone never establishes a specific skill match. These tags are contextual support from self-reported history, not independent verification of completion, licensure or proficiency.
Industries and credential options
The profile supports official 2022 NAICS industry categories from sectors through five-digit industries. Overview groups My Career Snapshot, Market Value and Your Improvement Plan below the score and My Recommendations, with section navigation above the score. Overview displays up to ten relevant saved skills, prioritizing current occupation core skills, other current occupation matches, career-history matches, then education matches. Without this context, remaining skills use alphabetical order. Evidence tags and the full skills list remain on My Profile through View and Manage Skills. This display limit does not change score inputs. Related non-degree credential options target three reviewed choices, prioritizing current, historical and related occupation matches. Where relevant, HP LIFE course completion certificates supplement the list based on published transferable skills. Course certificates are labeled separately from professional certifications and licenses; unsupported options are not added to fill a quota. They are options to investigate, not enrollment decisions, guaranteed short courses or measured earnings improvements. Check eligibility, licensing, total cost and employer recognition.
Pay history and market comparisons
Current and past jobs can include reported base salary or hourly pay, pay year and location. Hourly pay is annualized using the entered hours per week and paid weeks per year; editable defaults are shown explicitly. Leave current pay location blank to use the profile’s primary market. Overview compares current annualized base pay with the available May 2025 occupation median and displays the reporting area, any whole-state fallback, and period differences without an inflation adjustment. Partial local wage records retain missing values; loading failures are shown as errors, not silently replaced.
Past pay is retained as private history. A historical comparison is shown only for a reported 2025 pay year with a matched occupation, location and usable median; other years remain history without fabricated historical benchmarks. The published wage measure and entered base pay can include different components. Differences can reflect employer, responsibilities, location or compensation structure and do not establish personal worth, skill proficiency or guaranteed earning potential. Pay and evidence tags do not automatically change the CareerWorth Score. Purchased report snapshots are preserved.
Score updates and historical reports
The persistent Save Profile action is available in the desktop navigation or mobile save bar. Saving a profile refreshes its current index and recommendations using the available evidence. A newly created Personal Assessment uses the same index model for its submitted inputs. Different inputs or evidence can produce different results. Previously purchased PDFs, scores and ranges remain dated snapshots in their original format. Explore a Career and Evaluate a Credential show published evidence and decision context without an aggregate score. New Trajectory+ and Negotiation+ reports do not show an occupation-wide CareerWorth Score. The distinct Offer Score evaluates an actual offer, not a person.
CareerWorthIndex_2026.10 and CareerWorthProfile_2026.10 were introduced October 13, 2026. Career history now expands contextual Mobility Graph pathways; it does not silently add skills or establish qualification. Industry codes and history tags do not themselves change the index.
MY CAREERWORTH MARKET CONTEXT
Your saved occupation across markets
My CareerWorth uses your saved current occupation benchmark, primary market, and up to two comparison markets. The Overview compares published median annual wages for your primary market, its state when identifiable, and the United States. The Primary Range shows the published occupation 25th–75th percentile wage interval, which describes the middle 50% of reported wages and is not a personalized market range or starting-pay estimate. Missing percentiles remain unpublished. Side-by-side markets show the occupation median, Regional Price Parity (RPP), and cost-adjusted median. These comparisons refresh after Save my profile succeeds; no report purchase is required.
Published pay and reporting areas
Wages come from the bundled BLS Occupational Employment and Wage Statistics, May 2025. Each result identifies the actual wage reporting area. For example, Latah County uses Northwestern Idaho nonmetropolitan area wage evidence, not county-specific pay. Only when the local occupation wage record is missing or entirely unusable because all wage fields are missing may the whole state record be used, explicitly labeled as a state fallback. A missing median or other value in an otherwise usable local record stays unavailable; values are not borrowed from the state record. National wages never replace missing local or state wages. If the local data file cannot load, the view shows a load error and retry option rather than silently switching to state wages.
Cost-adjusted median
Prices come from the bundled BEA 2024 Regional Price Parities, with the U.S. price level equal to 100. When wage and price reporting areas match, cost-adjusted median equals published median annual wage × 100 / RPP. A value above 100 indicates prices above the U.S. average. Missing matched price data leaves RPP and cost-adjusted pay unavailable; local wages are never paired with state prices. This is broad purchasing-power context, not a household budget or take-home pay estimate.
What comparisons can tell you
These are occupation-level benchmarks across experience levels. They are not individual compensation estimates, starting wages, CareerWorth Market Range™ estimates, or guaranteed offers. Missing data is not zero. Local vacancy and demand comparisons are not available in this view, and higher nominal pay alone does not establish a better market for a particular person.
Saved profile and historical reports
Unsaved edits do not change these comparisons. Paid reports remain immutable historical snapshots with their original assessment scores and ranges, labeled separately with the assessment date. Saving your profile updates the profile-based market context without recalculating a past report.
CAREERWORTH-DEVELOPED MODELS
Different questions. One intelligence architecture.
Each model addresses a distinct career decision while drawing from a shared profile, common evidence, and consistent responsible-use principles.
CareerWorth Score™
A personal 300–850 career index using six dimensions: experience, industry depth, skills, education, demand and mobility. Available in My CareerWorth and new Personal Assessments; it is not an occupation-wide rating or a measure of intrinsic worth.
Explore the Personal AssessmentCareerWorth Market Range™
Estimates a profile-supported range using occupational and geographic wage evidence together with the confirmed profile score. It is not an employer pay band, personalized appraisal, offer, or prediction of future earnings.
Personal assessmentCareerWorth Affordability Model™
Combines earnings and geography with budget, tax, benefit, debt, and savings information supplied or confirmed by the user. It asks not only what compensation pays, but what it could mean in that person’s circumstances.
Evaluate a job offerCareerWorth Credential Value Model™
Evaluates credentials as investments in career capital using available evidence about cost, time, relevance, occupational access, earnings potential, demand, progression, and portability. It does not guarantee recognition, employment, earnings, or return on investment.
Evaluate a credentialCareerWorth Offer Intelligence™
Brings together the actual offer, market compensation, affordability, personal financial considerations, total compensation, and career implications so an employment opportunity can be understood in context.
Explore Negotiation+CareerWorth Trajectory Model™
Models the distance between a person’s current position and a potential career destination using career capital, opportunity, alignment, gaps, market conditions, progression, and possible next steps.
Explore Trajectory+About CareerWorth scores
CareerWorth Score is reserved for My CareerWorth and new Personal Assessments on the 300–850 scale, with percentage dimensions and sufficient profile evidence. Free career and credential tools, public career share cards, and new non-personal paid reports show pay, outlook, pathways or investment context without an occupation-wide aggregate score. Offer Score remains a separate 0–100 measure of an actual offer. Missing evidence is not treated as zero. Results created with different locations, budgets, inputs, or evidence coverage should not be treated as direct comparisons. CareerWorth publishes decision-relevant inputs and the score weights described above while protecting other confidential implementation details.
CAREERWORTH MOBILITY GRAPH™
Careers aren’t lists. They’re networks of possible moves.
The CareerWorth Mobility Graph models how a person’s existing career capital connects to potential career opportunities. It looks beyond a list of related occupations to examine what a transition could mean and what it may require.
CURRENT CAREERExisting Career CapitalExperience · skills · education · credentials · progression
HIGH ACCESSIBILITYCloser alignment
HIGHER UPSIDEPotential economic gain
BRIDGE CAREERA possible next move
DESTINATION CAREERA longer transition
Accessibility
How closely an opportunity aligns with available evidence about skills, education, experience, and other career capital.
Economic Upside
How a potential move could affect compensation and economic position using available market evidence.
Market Opportunity
Whether published demand, growth, and openings indicate meaningful labor-market opportunity.
Transition Requirements
What additional skills, education, credentials, experience, or preparation may still be required.
CAREERWORTH MOBILITY MODEL™
The methodology beneath the graph
The model evaluates the relationship between existing Career Capital and potential opportunities using occupational similarity, skills, experience, education, credentials, labor-market conditions, economic factors, geography, and transition requirements. CareerWorth can therefore evaluate not only which occupations are related, but what a potential move could mean economically and what may be required to make it.
The CareerWorth Mobility Graph represents modeled career opportunity. It is not a prediction, recommendation, or guarantee that an individual will qualify for, obtain, or succeed in a particular occupation.
EXPLORE A CAREER · CREDENTIAL RECOMMENDATIONS
Connect an occupation with education and credentials.
The free career report shows up to three occupation-linked credentials or program fields. It considers degree pathways, technical certificates, professional certifications, licenses, apprenticeships and advanced study where supporting evidence exists.
Matching, preparation levels and limits
CareerWorth uses occupation-linked credential examples, reviewed provider information, recognized apprenticeship pathways and the official NCES CIP 2020–SOC 2018 crosswalk. Matches use the selected occupation category; a similar title alone does not create a relationship. The shortlist favors direct links and a range of preparation types. Where multiple program fields remain, relevance to the occupation helps organize the display. This is not a ranking of financial returns or observed hiring success.
The crosswalk describes relationships between educational fields and occupational knowledge. It is not a record of graduate job outcomes. A field may be offered at several award levels, and its mapping does not verify a particular degree, local provider, admissions eligibility, professional license or readiness for every job in an occupation. Typical entry education is shown separately from national occupational guidance. Some credentials support advancement rather than first entry. Fewer than three options are shown when evidence is limited; missing options are not invented. Costs, length, accreditation and prerequisites must be checked with the provider or licensing authority. A comparison link carries the credential or program name, occupation and selected market into Evaluate a Credential without automatically evaluating it. For an award-neutral program field, the visitor must choose the actual credential type before evaluation.
Crosswalk: 2020 instructional programs and 2018 occupations, retrieved October 14, 2026. NCES source overview · Crosswalk use guidelines. Recommendation version: CareerCredentials_2026.10. These suggestions do not create a public CareerWorth Score or change personal scoring.
EVALUATE A CREDENTIAL · PATHWAYS
Explore connected work and other preparation options.
The free credential tool combines a value assessment with up to three supported occupation connections and alternatives for the selected career. Financial comparisons remain occupational benchmarks, not measured returns caused by a credential.
Occupation connections, alternatives and handoff
Connections use recognized credential names and aliases in CareerWorth’s reviewed examples, provider-linked occupational relationships and matching education fields in the official NCES CIP 2020–SOC 2018 crosswalk. A free-form name or a visitor-selected target alone does not prove a match. The shortlist favors supported direct links and a supported selected target, with one card per occupation category. It is not a ranking of hiring probability, entry eligibility or earnings. Where fewer than three matches are supported, fewer are shown.
Each card shows available pay, broader-market fallback labels, national outlook and typical entry preparation. A degree field may connect with work requiring further education, experience or licensing; a field match is not proof that the entered credential satisfies those requirements. Explore this Career opens a new tab with a catalog-validated occupation and geography, ready for review. It does not submit an evaluation, transfer private report credentials or force a purchase.
Alternative Pathways uses the visitor-selected career, or the first supported connection when no target was selected. It shows recognized or related apprenticeship evidence and other occupation-linked credentials or program fields, excluding the current credential where recognized. These are comparison options, not interchangeable substitutes. Sponsor openings, admission, provider award levels, accreditation, price, time and licensing must be checked directly. Missing evidence remains unavailable.
Methodology version: CredentialPathways_2026.10. The existing credential value calculations and the rule reserving the CareerWorth Score for personal assessment remain in place. NCES crosswalk overview · Federal apprenticeship occupation evidence.
ONE INTELLIGENCE SYSTEM
Connected intelligence—not independent calculators.
A shared architecture connects a person’s confirmed career information to the CareerWorth models and carries useful context into reports and the personalized dashboard.
Who are you professionally?
What career assets do you possess?
What may the evidence mean for you?
CareerWorth Score™CareerWorth Market Range™CareerWorth Affordability Model™CareerWorth Mobility Graph™CareerWorth Credential Value Model™CareerWorth Offer Intelligence™CareerWorth Trajectory Model™
CareerWorth Reports + Personalized DashboardDecision support that can become more relevant as confirmed information grows
CONTINUITY OF GUIDANCE
Your assigned next step in My CareerWorth
When you save a completed Personal Assessment opened through a two-report invitation, CareerWorth can attach its paired Trajectory+ assignment to your private profile. Overview and Reports show the existing assignment and its current availability. You can also add the original invitation from Reports after saving the matching assessment. Ownership and invitation details are verified; saving or opening the next step does not assign another report or reserve another credit.
Opening an active assignment requires your signed-in profile and creates a private launch link for the same report. Expired, revoked, completed or replaced assignments do not start a new purchase. The original expiry remains in effect. This stores a return path, not an unfinished assessment draft; optional same-session information reuse remains separate.
REPORTING PERIODS
Calendar-day performance reporting
Company and Product Performance use Pacific calendar dates. Seven days includes today and the six preceding dates; thirty days includes today and the preceding twenty-nine. Today is partial. Yesterday is the full preceding date, and prior-period comparisons use the preceding equal number of calendar dates. The Company Scorecard uses Pacific calendar months for monthly measures.
Daily delivered reports include live individual reports and enterprise credit redemptions. Daily sales count individual paid reports and verified live enterprise package purchases, not credit reservations or redemptions as additional sales. Test organizations and sandbox reports are excluded. New payment confirmations retain their confirmation date; historical records fall back to their recorded creation date when confirmation timing was not retained. Google Analytics uses the same requested date labels, with day boundaries governed by the Analytics property’s configured time zone and its processing delays.
QUALITY IMPROVEMENT
Test reports and client performance
Designated test organizations can assign and complete real reports for feedback. Their credits and report history remain intact, while attributable test reports are excluded from company client-report, product-completion and revenue performance totals.
What is separated and what can be attributed
Both existing and future reports linked to a test organization through an assignment, access code or credit redemption are excluded from business reporting. Organization dashboards retain operational usage and credit accounting. First-party intake events carrying a verified organization link are also excluded; historical anonymous events cannot reliably be attributed to an organization. General website traffic and third-party analytics remain separate measurements and may include testers.
ENTERPRISE REPORT ASSIGNMENTS
One participant journey. Two distinct reports.
Enterprise staff can assign a Personal Assessment and Trajectory+ together through one private invitation. The Personal Assessment establishes current career context; Trajectory+ investigates a selected destination.
Credits, completion and participant privacy
Each report has its own single-use assignment and credit record. Assigning the pair reserves one credit for each product, or available flexible welcome credits, as one transaction. If both cannot be funded, neither assignment is created. Completion redeems each reservation separately; unused expired or revoked assignments return their respective credit. Repeating the same creation request does not reserve two additional credits.
The participant page shows both tasks and independent statuses. Personal Assessment first is recommended; it is not mandatory. Report answers and results remain private. In the same browser session, participants can choose to reuse confirmed current title, pay, education, experience, skills and credentials in Trajectory+, then review them and complete its destination-specific questions. Reuse is optional, does not auto-submit and does not transfer service details or report interpretations. This handoff is unavailable in another browser or after the browser session ends; manual entry remains available. Staff see completion and delivery, not private answers. Single-report invitations continue to work.
DATA SOURCES & CITATIONS
Where the underlying data comes from
“Last incorporated” is when CareerWorth added or reviewed the listed information. It does not mean the source itself was updated on that date.
| What CareerWorth uses | Primary source | Data period | Last incorporated |
|---|---|---|---|
| Profile industries | U.S. Census Bureau NAICS ↗ | 2022 structure · 2–5 digit industries | October 13, 2026 |
| Occupations and job titles | O*NET and the federal Standard Occupational Classification system ↗ | O*NET 31.0; 2018 SOC | September 2, 2026 |
| Wages and salary ranges | Occupational Employment and Wage Statistics ↗ | May 2025 | September 2, 2026 |
| Employment outlook and typical education | National occupational projections ↗ | 2025–2035 | September 2, 2026 |
| Geographies and wage-area matching | Census Gazetteer and federal wage-area definitions ↗ | 2025 geographies | September 14, 2026 |
| College tuition | College Board Annual Survey of Colleges through state higher-education reporting ↗ | 2025–2026 academic year | September 2, 2026 |
| Housing | American Community Survey median gross rent by bedroom ↗ | 2020–2024 five-year estimates | September 3, 2026 |
| Food | USDA Low-Cost Food Plan ↗ | July 2026 | September 3, 2026 |
| Transportation, medical, and other essentials | Consumer Expenditure Survey regional averages ↗ | 2023–2024 | September 3, 2026 |
| Health benefits | KFF Employer Health Benefits Survey ↗ | 2025 | September 3, 2026 |
| Federal and payroll taxes | IRS and Social Security Administration ↗ | 2026 tax year | September 3, 2026 |
| Regional purchasing power | Bureau of Economic Analysis Regional Price Parities ↗ | 2024 | September 10, 2026 |
| AI task exposure | International Labour Organization exposure index ↗ | 2025 | September 2, 2026 |
| Fair-Chance Access | Collateral-consequence, occupational-licensing, and occupation-requirement evidence ↗ | Current reviewed sources | September 14, 2026 |
| Registered Apprenticeship pathways | U.S. Department of Labor approved apprenticeship occupations ↗ | Current federal occupation file | September 17, 2026 |
| STARs-Friendly occupations | Opportunity@Work STARs framework ↗ | Current public framework | September 18, 2026 |
Registered Apprenticeship
The indicator identifies an approved occupation structure—not an active local program, opening, acceptance decision, wage, or individual eligibility. CareerWorth does not list unrelated sponsors as occupation-specific providers.
AI Exposed
The indicator is a task-change signal based on mapped occupational evidence. Exposure may mean augmentation, redesign, productivity change, or disruption; it is not a prediction that a job will disappear.
STARs-Friendly
Based on Opportunity@Work’s public STARs framework, the indicator identifies occupations likely to offer meaningful access or mobility without a bachelor’s degree. It does not describe every employer’s hiring requirements.
Fair-Chance Accessible
The indicator is an occupation-level estimate based on available licensing, requirement, work-setting, and collateral-consequence evidence. Individual eligibility depends on facts CareerWorth may not know.
MILITARY-TO-CIVILIAN PERSONAL ASSESSMENT
Understand what your service could support in civilian life.
You can begin without choosing a civilian destination career. Select the military background option in the Personal CareerWorth Assessment to explore your current career capital and possible civilian pathways.
Confirmed service experience
The profile includes service branch, status, occupation or specialty, optional military code, rank or pay grade, years of service, duties and accomplishments, and optional transition timing, systems, people led, training, resources managed, and civilian interests. It also uses confirmed work history, skills, education, credentials, and up to three selected markets. Optional résumé extraction must be reviewed and confirmed.
Skills and responsibility matching
CareerWorth compares the language of your confirmed experience with civilian occupational descriptions and skills, using occupational relationships and your selected broad civilian benchmark as additional context. The benchmark reflects the main function of your service; it is not a goal career. A military code alone does not determine the matches.
Three kinds of civilian pathways
The report organizes matched civilian options into direct transfers with lower transition friction, adjacent opportunities needing some preparation, and strategic mobility paths requiring greater investment. AI translates and explains the supplied evidence and candidate roles; it does not independently set the CareerWorth Score.
Civilian pay context
The civilian opportunity range spans available published median pay for the matched candidate roles in your primary selected market. It differs from the civilian assessment’s profile-supported wage-percentile range. It is not a personal salary estimate, starting-pay promise, employer pay band, or conversion of military pay and allowances into civilian total compensation. Geographic comparisons may use clearly labeled broader benchmarks.
Strengths, gaps, and next steps
The assessment explains civilian-language translations, market strengths, likely preparation gaps, geographic context, and your transition position. Once you identify a specific civilian target, Trajectory+ can help evaluate that move. Negotiation+ is for evaluating an actual offer.
Interpretation and privacy
Self-reported service information is not independently verified. Rank does not automatically establish civilian management level, and service does not certify civilian skills, licenses, or qualifications. Matches are options to investigate, not validated placements, hiring probabilities, or guaranteed outcomes. Do not upload a DD-214 or share classified or sensitive information.
Military transition in My CareerWorth
After saving a military Personal Assessment to your account, My CareerWorth presents its most recent saved military snapshot in a Military Transition tab, with summaries on Overview, My Profile and Mobility. It includes service background, civilian-language translations, strengths, direct/adjacent/strategic pathways, preparation gaps, geographic context and a transition plan. Existing saved military reports are supported without a new purchase. The source assessment date and full-report link remain visible; profile edits do not rewrite its findings.
The civilian opportunity range stays labeled as published candidate-role median pay, separate from a personal salary estimate and current benchmark percentiles. Overview shows it as the last assessed civilian opportunity range when that assessment is the profile’s current assessment snapshot. Military specialty codes, rank and translated pathways do not automatically become skills, licenses, qualifications or chosen destination occupations. The live index and Mobility Graph continue to use the currently saved profile and civilian statistical anchor; no new score bonus or transition-success probability is introduced.
Access the military-to-civilian assessment. Included in the Personal Assessment for a $19 one-time purchase or eligible Enterprise report credits. CareerWorth’s free career, credential, and job-offer tools remain separate.
Explore the military-to-civilian Personal AssessmentLIMITATIONS & RESPONSIBLE USE
What CareerWorth does—and does not—claim
CareerWorth is designed to support better questions and more informed decisions. It does not replace professional, legal, tax, financial, education, or employment advice.
- Pay benchmarksOccupational wages describe groups of workers across experience levels. They are not a guaranteed personal salary or employer pay range.
- Geographic coverageLocal results may use a clearly labeled broader geographic benchmark when usable local evidence is unavailable.
- Living costsLiving costs combine information from different periods and remain editable planning estimates—not an official living-wage standard.
- Tax estimatesTax estimates simplify federal, state, and local rules. Actual withholding and liability depend on circumstances CareerWorth may not collect.
- Modeled outcomesScores, ranges, related occupations, and mobility pathways are modeled analyses—not observed outcomes, qualification decisions, guaranteed promotions, or predictions.
- Confirmed informationUser-provided and resume-extracted information should be reviewed and confirmed. CareerWorth does not automatically know outcomes or facts a user has not supplied.
- AI interpretationAI may help organize and explain report evidence but does not independently establish the underlying CareerWorth scores.
CAREERWORTH INTELLECTUAL PROPERTY
What CareerWorth has created
CareerWorth uses trusted public and third-party information throughout the platform. Those underlying facts and datasets belong to their respective sources.
CareerWorth has developed original software, methodologies, analytical frameworks, scoring systems, data structures, and career-intelligence models that transform those inputs into CareerWorth experiences and outputs.
CareerWorth’s proprietary work includes, among other components, the CareerWorth Intelligence Engine™, CareerWorth Profile™ architecture, CareerWorth Career Capital Framework™, CareerWorth Score™ methodology, CareerWorth Affordability Model™, CareerWorth Market Range™ methodology, CareerWorth Mobility Graph™ and Mobility Model™, CareerWorth Credential Value Model™, CareerWorth Offer Intelligence™, and CareerWorth Trajectory Model™.
Beyond the model descriptions and score weights published here, confidential implementation details such as software logic, graph traversal, prompts, database structures and other internal methods are not publicly disclosed.
METHODOLOGY & INTELLECTUAL PROPERTY DISCLOSURE
Transparent about purpose. Careful about claims.
CareerWorth methodologies and models are designed to provide informational career and labor-market intelligence. CareerWorth outputs are estimates and modeled analyses and do not guarantee employment, compensation, career progression, credential outcomes, financial outcomes, or eligibility for any occupation.
CareerWorth’s software, original content, methodologies, models, scoring systems, analytical frameworks, and other original materials may constitute proprietary intellectual property of CareerWorth LLC. References to third-party data do not imply ownership of that data by CareerWorth.
CareerWorth continuously evaluates and improves its methodologies as data, research, technology, and the labor market evolve.
Methodology versioningMaterial methodology changes are versioned internally so historical analyses can be associated with the methodology used when they were generated.
PARTNER SUPPORT
Help with your account and reports.
Enterprise and referral partners can submit technical, customer service, billing, account, or report questions from the Support tab in their dashboard. Requests are stored with the signed-in requester’s name, email, category, and message. CareerWorth’s owner can review tickets, reply, and track resolution in the private Command Center. Replies appear in the requester’s dashboard and are emailed from support@careerworth.io. Support does not change assessment scores or methodology. Avoid passwords, payment card details, and sensitive participant information in your message.
ACCOUNT ACCESS
Secure email sign-in.
Personal, enterprise, referral, and owner accounts use time-limited, single-use email links. Opening a link displays a confirmation page; only selecting Confirm sign-in redeems the link and starts the session. This prevents ordinary email previews and security scans from using the link before you do. Confirmation keeps the email-link token out of browser referrer information and starts a secure, account-specific browser session. Links expire 15 minutes after requesting them; requesting another replaces previous unused links. The Sign In menu separates personal, enterprise, and referral accounts. Enterprise staff should use Enterprise Partner Login at /partner-portal; referral partners use Referral Partner Login at /referral-partners/login. Both partner login routes are highlighted in the footer. My CareerWorth at /my-careerworth is for individual accounts. Account access does not affect report scoring.
PARTNER ACCOUNT ACTIVITY
Owner-visible sign-in records.
CareerWorth records completed enterprise and referral sign-ins and confirmed team invitation acceptance to show the owner each contact’s last login and total recorded logins in the private CEO Command Center. These records remain after sign-out. Dashboard refreshes, link previews, and use of an existing session do not count as new logins. Earlier retained session history is labeled separately; it may be incomplete or include earlier automated link checks and is not a verified lifetime count. Login activity does not change assessments or scoring.
FROM FREE TO PERSONALIZED
Start with a question. Choose deeper guidance.
Career exploration, credential evaluation, and job-offer evaluation are free tools that provide useful results without an account or payment. Personalized reports are optional $19 one-time purchases, with no subscription. Personal CareerWorth Assessment brings together your experience, skills, education, and credentials; Trajectory+ builds on career exploration to support a next-move strategy; Negotiation+ builds on an evaluated offer to support preparation. The military-to-civilian pathway is part of Personal Assessment or eligible enterprise report credits. Homepage example questions illustrate the kinds of evidence a free result helps you examine; they are not a personal evaluation or a promise of outcomes. Personal Assessment opens its input fields in a focused dialog from the product page, with optional résumé assistance and confirmation before checkout. Closing and reopening the dialog retains entries only during the current page visit; it is not a saved profile or durable draft. Sponsored and internal links can open the dialog directly. Explore a Career and evaluated credential results include a highlighted Trajectory+ link to the optional report section. After credential evaluation, navigation appears immediately above the result assessment and receives scroll and keyboard focus. Credential details can continue into Trajectory+ in the same browser tab after the visitor explores a target career and confirms the report inputs. This presentation does not change report calculations or scoring.
PARTNER ACCESS
Returning to your Enterprise dashboard
Enterprise Partner Login reopens your dashboard when your browser has a valid partner session. Otherwise, sign in using the newest partner email link and confirm within 15 minutes of requesting it. Links are single-use; requesting another replaces earlier unused links. If a link expires or can no longer be used, the sign-in page explains how to request a current one. Enterprise partner access and My CareerWorth personal accounts remain separate.
PARTNER ACTIVITY
Access records and observed usage are separate.
Owner-only partner reporting distinguishes server-created sign-in sessions from browser-observed arrivals after an authenticated dashboard renders in a visible tab. It records workspace sections, assignment creation, and exact sponsored-assignment report starts, ready reports, displayed reports, and PDF responses. Staff activity and the activity of assigned participants are labeled separately. Starts reflect an intake interaction or validated submission; ready means generation and storage succeeded; a PDF response does not prove that a file was saved or read. Report milestones count once per assignment. Tracking begins at deployment and does not reconstruct earlier activity. Blocked browser signals, participant-paid referral invitations, referral-code purchases, and legacy enterprise-code reports limit coverage; a missing event does not prove failed access. Event records contain operational identifiers, event types, product or section, and times, not assessment answers, resume contents, salaries, or access tokens. Owner previews are excluded. These measures do not change scoring, report access, or partner permissions.
COMPANY PERFORMANCE MEASURES
Keep the measures in context.
The private CEO workspace groups existing measures into Company, Product, and Website Performance. Reporting-period measures remain separate from the Company Scorecard’s lifetime and current-state measures. Free evaluations count completed evaluations, not unique visitors; the free-to-paid rate is directional, not a tracked individual conversion cohort. Website Performance shows Google Analytics traffic and separate Sam activity panels. Product Performance shows selected evaluation markets, reflecting the locations visitors research rather than where they browse from. A separate Google Analytics panel reports public traffic after owner authorization; Google user counts are not verified unique people. Reorganizing these panels does not change assessment calculations, scoring, or the definitions shown beside the metrics.
WEBSITE TRAFFIC MEASUREMENT
Public traffic and product activity are different measures.
CareerWorth uses Google Analytics 4 to measure public page views separately from completed evaluations, fulfilled reports, revenue, and partner login records. Custom tracking removes URL queries and fragments, uses page-based titles, and excludes dashboards, sign-in, report/order pages, and internal-report sessions. Browser Do Not Track and Global Privacy Control signals suppress this integration. Analytics can be blocked or limited and does not provide a perfect count of individual people. Tracking cannot recover earlier untracked visits. The owner can authorize read-only Google reporting for the private CEO workspace. Google reporting also requires the Analytics Data API to be enabled in the OAuth application’s Cloud project. If that API is disabled after authorization, the workspace retains the encrypted authorization, explains the setup step, and allows a retry with Refresh traffic. Each retry shows its outcome; a disabled-API response includes the check time and a link to the Google Cloud project when Google provides its project number. Charts appear only after a successful Google report request. Traffic charts use Google Analytics reports, the selected date range, and property reporting time zone. Reports include today’s provisional data and are cached for 30 minutes, with a one-minute minimum refresh interval. Source restrictions, sampling, thresholding, and processing delays may affect what is available. Traffic measurement does not change assessment scores. CareerWorth maintains a separate, owner-only integration register for service dependencies and replacement planning. It distinguishes live-service code, bundled research data, and unverified account details; it does not verify service health or change customer scoring.
PROFESSIONAL OUTREACH
Contact relevance and email delivery are different questions.
CareerWorth’s ordinary partnership outreach checks official public evidence for a relevant organization, named professional role and published work address. A separately authorized, bounded owner experiment may test an existing saved work address whose publication is uncertain, while retaining program and role checks, opt-outs, duplicate prevention and sending limits. It does not invent addresses or change the ordinary outreach rules. Recipient details remain private.
Operational results distinguish messages accepted by the sending provider, uncertain sending outcomes, and observed permanent or temporary delivery failures linked to an actual sent message. A retained sending-provider message reference is verified before further test sends; an unavailable or conflicting reference holds the test without resending accepted mail. Provider acceptance and an absence of bounce notices do not establish inbox delivery, reading or engagement. Delivery notices may arrive late; observation intervals and stop rules limit further testing but cannot recall messages already sent. These operational measures do not change assessments or scoring.
CAREERWORTH NAVIGATOR
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Sam can explain a source, a model, or why a result uses a particular benchmark without exposing protected implementation details.