Role Fit Evaluator

The fit assessment most people do themselves is bimodal — either "they'll never pick me, I won't bother" or "I'll throw it in and hope." Both waste time. The first means you skip stretch roles you'd win; the second means you spend energy on roles whose red flags you talked yourself out of seeing. An honest assessment changes both behaviours.

Requirement-by-requirement scoring runs first. Each line from the posting is rated Strong, Partial, or Gap with the specific evidence from your background. The 70% rule applies: if you match 70% of the required qualifications, you should apply — most postings describe an ideal candidate who doesn't exist, and the people who hit 100% are over-qualified and bored within six months. Required and preferred are weighted differently. Gaps in required matter; gaps in "preferred" rarely do.

The culture-signal decoder is where the skill earns its keep. "Fast-paced environment" often means understaffed. "Self-starter" can mean no management support. "Family atmosphere" can mean blurred boundaries and weekend Slack. "Unlimited PTO" routinely means nobody takes any. A posting reposted three times in six months means they can't fill it or can't retain people. A 1,500-word posting often means two roles crammed into one. These signals don't auto-disqualify a role — they tell you what to ask in the screen before you invest further interview cycles.

The recommendation is unambiguous. Strong Fit, Good Fit with Gaps, Stretch Role Apply Strategically, Poor Fit Don't Apply, or Good Fit Bad Job. Each comes with positioning guidance if you should apply (how to frame the gaps honestly, which transferable experience to lead with) or skill-building guidance if you shouldn't (what specifically you'd need to build before this kind of role is realistic). And remote/hybrid language gets decoded separately, because "remote-friendly" and "hybrid (3 days in office)" and "flexible" mean wildly different things in practice.