You get twenty minutes with each student, and most of it goes on questions they cannot answer.

What the meeting looks like now

You open with what they enjoy and they say they are not sure. You ask what they are good at and they name a subject rather than a strength. You ask what kind of workplace suits them and they have never been in one. Twenty minutes later you have assembled a rough picture of a person who has been sitting in front of you the whole time, and the advice you came in to give has to wait for a meeting that may not happen.

The assessment does that assembly before you meet. The student answers for twenty-five minutes at home, and you open the conversation holding a profile you can argue with.

What the student brings you

Every student who completes the assessment arrives with a written profile across five dimensions and a shortlist of careers matched against it, each match carrying the reasoning behind it.

• Interests. What pulls their attention toward some work and away from other work.
• Strengths and skills. What they are good at and still enjoy using.
• Motivations and values. What decides whether work feels worth doing to them.
• Neuro-aware environment fit. Which daily conditions let them function, measured for every student, with no question anywhere asking about diagnosis.
• Personality and thinking style. How they take in information and reach a decision.

Every matched career carries entry, median and senior salary figures, the education level that gets people hired, projected growth to 2033, and a description of the work on an ordinary day. A student who says they want to do something with animals leaves with fourteen roles they had never heard of and the earnings and entry requirements for each.

What it costs

The assessment is free and requires an account. The free result returns six to ten matched careers with an analysis of the student's working style, which is enough to run the conversation you wanted to have. The full report, the deeper analysis and the tailored career path guide are paid.

We say this plainly because you are going to click through and find out, and a page that had glossed over it would have wasted the trip.

How to run it with a caseload

1. Send the link to one class or one advisory group and ask them to finish it before your next block of meetings.
2. Read the shortlist before each student walks in. Two minutes each.
3. Open on the match that surprises you, not the one at the top. The interesting conversation is always about the outlier.
4. Send the student to one person doing the work. The assessment produces the shortlist; the informational interview does the rest.

What it does not do

• It does not predict success. It measures how closely a student's profile resembles a career's profile, which is where a search begins.
• It is not a clinical instrument and must not be used for selection or placement decisions made about a student by somebody else.
• It has no published validation studies. We build on Holland's interest model and Schein's career anchors, and we have not replicated the validation work behind either. The full account of what we do and do not claim is on the research and methodology page. Research and methodology.
• It does not replace you. A ranked list is a shortlist, and a seventeen year old handed a shortlist without an adult to interpret it will pick the one with the highest salary.

Before you recommend it

Read the methodology. It names the frameworks behind each dimension, sets out how the matching weighs them, and states the limits on the same page, with nothing buried at the bottom. If it does not convince you, do not send it to your students.

Frequently asked questions