Target roles
Choose the role you want to test — then see how your evidence compares.
Career Discovery can surface interest-led directions, but a direction only becomes a Target Role when you choose it. From that moment, CareerPathIQ sets the role's recorded requirements against your Career Record — showing what is evidenced, what needs stronger evidence and what appears genuinely missing. Target selection is a decision point, not a recommendation.
Chosen by you. Measured deterministically. Never visible to employers or recruiters.
Target role workspace
Illustrative example — not your resultOperations Manager
Care sector · Senior
- Multi-site operational leadershipCore requirementConfirmed
- Budget responsibilityCore requirementNeeds evidence
- Board reportingCore requirementNeeds evidence
- Lean process improvementDesirableDesirable — not recorded
Where this target feeds
- Gap analysis
- Evidence
- CV targeting
States shown are the real member states — Confirmed, Needs evidence, Desirable — not recorded. No suitability score exists, so none is shown.
The decision point
A target turns exploration into something measurable.
Discovery ends with ideas. A Target Role begins with your decision — and everything after it is measured against your real record.
From exploration to a measurable target
IllustrativeCareer Discovery
Interest-led directions
- Operations & logistics
- Care & support
- Data & analysis
Directions your Career Profile can spark — ideas to consider, never instructions.
A role in mind
Something you have seen
An occupation or a specific vacancy you already want to test — brought straight in, no exploration needed.
You choose the Target Role
The decision point is always yours. CareerPathIQ never assigns a target, and a Discovery direction becomes a Target Role only when you choose it.
Only then — measurement
- Recorded requirements
- Your Career Record
- Gap analysis
- Next action
Once chosen, the target is the measuring stick — requirement by requirement, against the evidence you have recorded.
What a Target Role holds
A chosen role, its requirements, and the checks that have run.
Everything below is real, stored data — visible to you, changeable by you, and used only to measure your own record.
The role you chose
The role title, picked by you from a structured role library of ratified occupations. Never selected for you.
Sector and seniority
Where the library records them, the role's sector and level are shown alongside it — and feed the feasibility check.
A primary target
One target can be marked primary. Your gap analysis, CV targeting and the target dimensions in Career Health all read from it.
A feasibility check
A persisted verdict — checked, needs your confirmation, or blocker found — with the specific reasons written out in plain language.
Recorded requirements
The skills and qualifications held for the role, weighted core, important or desirable — the measuring stick for your evidence.
Up to three targets
Hold several directions at once and compare them against the same record. Change or replace them at any time.
The measurement
What CareerPathIQ checks once you choose a role.
Every check is deterministic and traceable — the role's recorded requirements on one side, your recorded evidence on the other.
Skill requirements
Every recorded skill requirement is matched exactly against your recorded skills — Confirmed, or Needs evidence. Nothing fuzzy, nothing inferred.
Qualification requirements
Recorded qualification requirements are checked against your recorded qualifications and professional memberships.
Mandatory requirements
For legally regulated roles, the feasibility check looks for the required registration on your record — and pauses rather than paper over it.
Sector relevance
How close your work history sits to the role's field — same, adjacent or unrelated. Where it cannot be resolved, that is said plainly.
Experience sufficiency
Relevant years in the field, set against what the role's seniority typically expects. An advisory — it never blocks you.
Desirable requirements
Nice-to-haves are shown as “Desirable — not recorded” when absent. They inform, but they never block readiness.
The real states used:
ConfirmedNeeds evidenceDesirable — not recordedHow readiness is made up
The components the feasibility check actually uses.
No overall suitability number — each component is shown with the reasoning behind it, and a mandatory barrier is stated plainly rather than averaged away.
Skills coverage
78%
Recorded skills matched exactly against the role's recorded skill requirements.
Qualification match
40%
One required qualification is not yet recorded against your profile.
Experience sufficiency
85%
Relevant years in the field, set against what the role's seniority typically expects — advisory only.
Mandatory registration not recorded
This role requires a professional registration that does not yet appear on your record. This pauses the target rather than lowering a score.
Needs your confirmation — most components check out, but the missing registration must be resolved or confirmed before this target can be treated as feasible.
Illustrative example — a real check reads your confirmed skills, qualifications and experience.
Honest unavailable states
When something can't be measured, CareerPathIQ says so.
A target page that invents results is worse than none. Where the inputs are missing, the state stays explicit — and points at what would unlock it.
No requirements recorded
Some roles have no recorded requirements yet. The role can stay as your target, but requirement-by-requirement alignment cannot be measured — and CareerPathIQ says so instead of guessing.
Feasibility not checked yet
Until the feasibility check has run against your current record, no verdict is shown. A missing verdict is never filled in with an assumption.
Needs evidence is not a missing skill
“Needs evidence” means nothing on your record matches that requirement yet. Recording real experience may resolve it — the state describes your record, not your ability.
What CareerPathIQ never shows
- Suitability score: 82%
- Recommended role for you
- Hiring probability: high
- Market demand: rising
No suitability scores, no recommendations dressed up as insight, no demand forecasts. A Target Role is a measuring stick you picked — nothing more is claimed.
How it works
From idea to measurement in six steps.
- 1
Explore directions
Career Discovery can spark interest-led ideas — optional, never prescriptive.
- 2
Choose your target
You pick the role. This decision is always yours.
- 3
Feasibility check runs
Statutory requirements, sector relevance and experience are checked against your record.
- 4
Read the requirements
The role's recorded skills and qualifications, weighted core, important or desirable.
- 5
Compare your evidence
Each requirement resolves to Confirmed, Needs evidence, or Desirable — not recorded.
- 6
Act on the gaps
Add evidence, develop what's genuinely missing, or change target — then re-measure.
Why you can trust it
Your decision. Deterministic measurement. No verdicts on you.
“The AI improves the language — never the facts.”
You choose — never assigned
A Target Role is always your decision. CareerPathIQ never tells you which role you should do.
Deterministic measurement
The same record against the same target always produces the same states — nothing is estimated.
A gate, not a verdict on you
Feasibility flags statutory blockers and things to confirm. It never predicts whether you would be hired.
Nothing invented
No fabricated requirements, no fabricated evidence, and no scores created to fill a gap.
Private to you
Targets are never visible to employers or recruiters.
A Target Role is not a job recommendation, not proof of suitability, and not a hiring prediction. AI never chooses the role and never decides a state — it may only improve wording elsewhere in the workspace.
Aim your record at something real.
Start free, choose the role you want to test, and see requirement-by-requirement how your evidence compares — with the working shown.