See How You Stack Up.
Discover Your
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Uncover The TrueRank
Methodology
Your TrueRank is a distillation of how your professional community views your achievements, your abilities, and your collaboration.
The methodology is informed by input from recruiters, managers, and executives. Algorithm inputs include data about your educational background, the companies you worked for, and what your peers, managers, and teammates think of your work.
The output is a single percentile-based score that quantifies the rate at which you are accumulating human capital compared to your peers.
Your TrueRank makes it simple for you and anyone else looking at your profile to understand how you stack up to other professionals in your field.
Opportunity & CompensationCompanies are looking for candidates who will hit the ground running and quickly expand their scope.
Recruiters and hiring managers want high-velocity candidates who jump off the resume page (roles at interesting companies, fast promotions, pedigreed universities, etc).
TrueRank rolls all the things recruiters are looking for into one easy score.
Use TrueRank to understand the hiring landscape, and see which opportunities are the right fit for you.
Scoring starts with the basic information blocks common to resumes like work experience and education.
Our proprietary scoring model applies factors that account for the accelerated learning and increased human capital accumulated in certain roles and companies.
Peer review data is layered onto the experience data with a composite scoring process that accounts for the number, consistency, and authority of peer review data points.
Multivariate scoring of work history
Every experience adds to your TrueRank — both work and education. The amount of incremental TrueRank is dependent on many factors.
Every experience adds to your TrueRank — both work and education. The amount of incremental TrueRank is dependent on many factors.
How long did you spend in the role? For example, roles lasting less than 12 months are discounted.
How senior was your role? More senior roles contribute more points.
Is the organization well regarded within your industry (e.g. SREs at Google)?
Does an earlier role align with your current career track (e.g. social media management experience doesn’t translate well to B2B sales)?
Amongst the many factors, the theme is to give more weight to experiences which lead to accelerated learnings that are aligned to your current path.
Working at a top company can mean training in cutting-edge tools, exposure to efficient processes, experience in culture building, and an opportunity to grow your network.
It is also a marker that other industry professionals verified your skillset. Weighting of top companies is non-linear, with the time spent at the very top companies in the world receiving multiples on the standard experience score.
Top companies are identified by analyzing where top professionals decide to work. We look for concentrations of top-talent to signal opportunity for rapid learning and accumulation of human capital.
Tenure at a company is an important signal used by recruiters.
Too many short roles on a resume can signal that a candidate lacks commitment, has difficulty fitting in, or chronically underperforms.
You don't extract much learned value from a brief stint. So, TrueRank gives less weight to roles with a duration of less than a year.
Educational pedigree and advanced degrees matter, but they matter less as your career progresses.
A degree from a top school is seen as a potential indicator of intellectual horsepower, valuable network, and an overall has-it-togetherness.
For early career professionals, this is a strong signal amongst recruiters and managers – largely due to the lack of other signals.
While there are biases that can be perpetuated using schools as a signal, the integration of peer reviews and human feedback from close collaborators is a strong corrective factor.
We score each of your professional experiences and graph them over time to create your TrueRank Timeline.
To consolidate the Timeline, the elapsed time since an experience is considered and decay-curve is applied to older roles. Intuitively, the undergraduate degree of a mid-career engineer has less importance on their TrueRank than their last job.
Contributions from concurrent roles (e.g. work + evening MBA, two part-time jobs) are combined in a non-linear fashion to account for the increased pace of learning without overcounting.
Feedback from your peers, reports, and managers plays a key role calibrating your TrueRank.
Reviews comprise a larger portion of the TrueRank score and data quantity and consistency increases.
All review submissions are evaluated and weighted based on the reviewer’s authority and seniority, the reviewer’s previous review history, and the subject’s existing review record.
Raw review data is re-balanced to account for reviewer biases (e.g. their review history is significantly more positive than population mean). Aggregated and re-balanced peer review scores are layered on top of the experience-based scores.
The TrueRank score (a value between 0 and 1000) is determined based on an individual’s ranking within a specific discipline (e.g software engineering, product management, data science).
All professionals within the discipline are stack-ranked based on the speed at which they’ve accumulated human capital.
It’s possible that an early-career, high growth individual would have a higher TrueRank than a more tenured professional who has worked at lower-paced organizations or less senior roles.
The distribution of TrueRank scores can also be used to show rankings within specific experience bands or locations, e.g:
Sometimes, a picture is worth a thousand words.
The Talent Pool maps a professional’s position compared to their peers–comparing both years of experience and TrueRank.
Each cell shows the available talent in given experience and TrueRank band.
At a glance, you can differentiate those fast-rising junior employees destined for great things and those over-promoted managers who have tapped out their capabilities.
