When a job feels wrong, it is hard to say which part is wrong. This free self-assessment checks five areas of fit, the day-to-day work, your manager and team, learning and growth, pay, hours and life, and meaning and values, then shows which parts to fix, which to test and which to weigh. Answer about the job you are in, or the job you are considering. It does not tell you to stay or to leave.
Self-rating tool for reflection. It is not a clinical, hiring or selection test.
One test shows one side of you. Each full assessment combines interests, aptitude, thinking style, learning style and role or stream fit into a single report. Pick the one for your stage.
There are no right answers on the statements, so think of your usual pattern, not your best day. In the situations, pick what you would really do, not what sounds best.
Choose the situation closest to yours. A doubt in an old job, an offer in your hand, a new job and a comparison of roles need different checks, so your report adjusts the advice to match.
A job can suit you in one way and not in another. Good pay with a draining team, or a kind manager with no learning, are different problems with different answers. These five areas separate them so you can see what is actually wrong.
Whether the tasks themselves suit you
High score: The tasks you do most days use skills you value, and you can tell what a good day of work looks like.
Low score: Much of your week goes on tasks that drain you or that are far from what you expected, and it is hard to say what counts as good work.
Whether the people and the way of working suit you
High score: You know what is expected of you, you can speak up safely, and there is someone at work you can turn to.
Low score: Expectations are unclear, speaking up feels risky, or you feel you must hide how you think to fit in.
Whether you are building skills and options
High score: You are learning useful things, you can see a next step, and the skills you build would be valued beyond this one company.
Low score: Your work has stayed the same for a long time, nobody has discussed your next step, or your skills are very specific to this one place.
Whether the job fits the life around it
High score: Your hours, travel and pay leave you enough rest, time and money for the life you want, and your terms are clear to you.
Low score: Long or unpredictable hours, travel, pay that does not cover your plans, or unclear terms are costing you rest, time or peace of mind.
Whether the work and the company sit well with what you care about
High score: You can say why your work matters in terms you believe, and you are comfortable with how the company behaves.
Low score: You feel uneasy about parts of the work or the company, or you find yourself explaining the job away when people ask about it.
Wanting to leave a job usually arrives as one heavy feeling. Underneath, it is usually one or two parts that are not working: the tasks, the manager, the lack of learning, the hours or the values. Each statement here describes something you can notice in a normal week, so the result shows which part is behind the feeling.
A low score in an area does not mean the job is wrong for you. It means one of three things. Some gaps can be fixed with a conversation or a change of routine. Some need a test first, such as asking for a new task for a month, to see whether the gap is real. Some are trade-offs to weigh against what the job gives you, such as security, learning or a short commute.
Your report suggests which of the three fits each low area. The decision about whether to stay, move internally or look elsewhere stays with you.
If you are in a job and wondering, the useful question is which part is wrong and whether it can change. If you are holding an offer, the useful question is what you still need to verify before saying yes. If you are new in a role, early doubts need a few ordinary weeks of evidence before they are treated as a verdict. If you are comparing roles, the same five points applied to each role make the choice clearer than a general impression.
The overall score is only a rough summary. A strong overall score with one very low area, such as values, may still deserve serious attention. A middling score across all five areas may point to a tired period more than a poor job. Look at the lowest area first, then retake the test in a month, after you have tried one change, to see what moved.
Yes. You can take it without paying and without signing up, see your result on screen and download the report as a PDF.
No, it cannot decide for you and it does not try to. It rates five parts of fit from your own answers, so you can see which parts work, which need fixing and which are trade-offs, and it suggests small tests to run for a few weeks before any big step. Often one or two parts are behind the feeling that the whole job is wrong, and money, notice terms and your next step matter as much as how the job feels.
Common signs are dreading most of your tasks, not knowing what is expected of you, feeling unable to speak up, learning nothing for months, hours that leave no rest, and unease about what you are asked to do. One bad week is not a sign, a pattern over several weeks is. This test groups these signs into five areas so you can see which one is behind the feeling.
There is no pass mark. Scores are only against your own answers, not against other people. Use the area scores to decide what to look at first, and retake the test after a month to see what changed.
Statements are rated from 1 to 5 and the ones worded in the negative are reversed. In the situation questions, each option carries a score from 0 to 100. Each area score is the average of its statements and situations, shown out of 100, and the overall score is the average of the five areas.
Yes. Choose the stage for holding or expecting an offer, and the extra questions and advice focus on what to verify before you accept, such as the real tasks, your manager, review and pay terms in writing, and probation terms. You can also use it on two offers and compare the area scores side by side.
Yes, doubt in the first few months is common because everything is new, so give it a few ordinary weeks of evidence before treating it as a verdict. Freshers can take it too: there are stages for the first six months in a new job and for job seekers comparing roles. If you have not yet worked, answer about the role you are considering, or about an internship or project, and use the advice for comparing roles.
No. It looks at how well a job fits you, not at your health, and it cannot say whether you are stressed or unwell. If work is making daily life hard to manage, a doctor, a counsellor or someone you trust is the right person to talk to.
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One test shows one side of you. Each full assessment combines interests, aptitude, thinking style, learning style and role or stream fit into a single report. Pick the one for your stage.