Career Path Planner

Interest Mapping (RIASEC Model)

RIASEC CAREER INTEREST TYPES:

R - REALISTIC: Hands-on, practical, physical tasks
    Careers: Engineering, trades, agriculture, IT infrastructure

I - INVESTIGATIVE: Research, analysis, problem-solving
    Careers: Data science, research, medicine, academia

A - ARTISTIC: Creative expression, design, innovation
    Careers: Design, writing, marketing, product development

S - SOCIAL: Helping, teaching, counseling
    Careers: HR, teaching, healthcare, nonprofit management

E - ENTERPRISING: Leading, persuading, managing
    Careers: Sales, management, entrepreneurship, consulting

C - CONVENTIONAL: Organizing, data management, processes
    Careers: Finance, accounting, operations, compliance

YOUR TOP 3 TYPES: [___] [___] [___]
CAREER MATCHES: Intersection of top types with skills and values

Skill Gap Analysis

Gap Analysis Methodology

STEP 1: Define target role
  - Job title and level
  - 3-5 real job postings as reference
  - Extract required skills, qualifications, experience

STEP 2: Map current state
  - Complete skills audit (above)
  - List current qualifications and credentials
  - Quantify years of relevant experience

STEP 3: Identify gaps
  For each target role requirement:
    HAVE IT: Skill present and at required level
    PARTIAL: Skill present but below required level
    MISSING: Skill not present, needs development
    ADJACENT: Have related skill, needs pivot

STEP 4: Prioritize gaps
  Priority = (Importance to target role) x (Size of gap)
  Focus on HIGH importance + LARGE gap first

Gap Prioritization Matrix

Common Skill Development Paths

Career Ladder Mapping

Industry Career Ladder Templates

TECHNOLOGY (Individual Contributor):
  Junior Engineer → Engineer → Senior Engineer → Staff Engineer
  → Principal Engineer → Distinguished Engineer → Fellow

TECHNOLOGY (Management):
  Team Lead → Engineering Manager → Senior EM → Director
  → VP Engineering → SVP → CTO

PRODUCT:
  Associate PM → Product Manager → Senior PM → Group PM
  → Director of Product → VP Product → CPO

DESIGN:
  Junior Designer → Designer → Senior Designer → Lead Designer
  → Design Manager → Director of Design → VP Design → CDO

MARKETING:
  Coordinator → Specialist → Manager → Senior Manager
  → Director → VP Marketing → CMO

FINANCE:
  Analyst → Senior Analyst → Manager → Senior Manager
  → Director → VP Finance → CFO

CONSULTING:
  Analyst → Associate → Consultant → Senior Consultant
  → Manager → Senior Manager → Principal → Partner

Level Progression Indicators

Professional Development Plan

Development Plan Template

PROFESSIONAL DEVELOPMENT PLAN

NAME: [Your name]
CURRENT ROLE: [Title] at [Company]
TARGET ROLE: [Title] — Timeline: [Date]
DATE CREATED: [Date]
REVIEW CADENCE: Monthly

VISION STATEMENT:
[One sentence describing where you want to be and why]

GOALS (SMART Format):
  Goal 1: [Specific, Measurable, Achievable, Relevant, Time-bound]
    Key Results:
      - KR1: [Measurable outcome] — Due: [Date]
      - KR2: [Measurable outcome] — Due: [Date]
    Resources: [Courses, mentors, books, budget]
    Status: [ ] Not started  [ ] In progress  [ ] Complete

  Goal 2: [SMART goal]
    Key Results:
      - KR1: [Measurable outcome] — Due: [Date]
      - KR2: [Measurable outcome] — Due: [Date]
    Resources: [Courses, mentors, books, budget]
    Status: [ ] Not started  [ ] In progress  [ ] Complete

MONTHLY CHECK-IN:
  - What did I accomplish this month?
  - What blocked progress?
  - What do I focus on next month?
  - Do goals need adjusting?

Goal Categories

Networking Strategy

Networking Framework

NETWORKING STRATEGY:

IDENTIFY TARGETS:
  - 5 people in your target role (learn the job)
  - 3 people who recently transitioned (learn the path)
  - 2 hiring managers in target companies (learn requirements)
  - 2 industry thought leaders (learn trends)

OUTREACH APPROACH:
  1. Research the person (LinkedIn, articles, talks)
  2. Find a genuine connection point (shared interest, mutual contact)
  3. Send personalized message (not generic template)
  4. Ask for 20 minutes, not a favor
  5. Prepare 3-5 specific questions
  6. Follow up with a thank-you and value-add (article, introduction)

MAINTENANCE:
  - Engage with contacts' content monthly (comments, shares)
  - Share useful resources quarterly
  - Reconnect with updates every 3-6 months
  - Offer help before asking for help

Informational Interview Questions

Resume and Portfolio Optimization

Resume Impact Formula

ACHIEVEMENT FORMAT:
[Action verb] + [What you did] + [Quantified result] + [Context]

EXAMPLES:
  WEAK: "Responsible for managing the engineering team"
  STRONG: "Led 8-person engineering team that shipped 3 products generating $2M ARR"

  WEAK: "Helped improve website performance"
  STRONG: "Reduced page load time by 60% (3.2s to 1.3s), increasing conversion rate by 15%"

  WEAK: "Worked on data analysis projects"
  STRONG: "Built predictive churn model (92% accuracy) that identified $500K in at-risk revenue"

ACTION VERBS BY SKILL:
  Leadership: Led, Directed, Orchestrated, Championed, Mentored
  Technical: Architected, Engineered, Automated, Optimized, Migrated
  Growth: Scaled, Grew, Expanded, Launched, Increased
  Efficiency: Streamlined, Reduced, Consolidated, Eliminated, Simplified
  Innovation: Pioneered, Designed, Prototyped, Invented, Transformed

Portfolio Structure

Career Transition Planning

Transition Types and Strategies

Bridge Role Strategy

BRIDGE ROLE: An intermediate role that builds missing experience
while leveraging existing strengths.

EXAMPLE:
  Current: Marketing Manager (B2C)
  Target: Product Manager (Tech)
  Bridge: Product Marketing Manager (Tech company)
  — Leverages marketing skills, builds product and tech exposure

FINDING BRIDGE ROLES:
1. List skills in current role
2. List skills needed for target role
3. Find roles that require your current skills + expose you to target skills
4. Apply to bridge roles at companies in your target industry

Salary Benchmarking

Salary Research Approach

SALARY RESEARCH SOURCES:
  1. Levels.fyi (tech, most accurate for tech roles)
  2. Glassdoor (broad coverage, self-reported)
  3. LinkedIn Salary Insights
  4. Payscale (detailed by factors)
  5. Bureau of Labor Statistics (government data)
  6. Blind (anonymous, tech-focused)
  7. Industry salary surveys (Robert Half, Hays, etc.)

TOTAL COMPENSATION COMPONENTS:
  Base salary: $_____
  Annual bonus: $_____ (target %)
  Equity/RSUs: $_____ (annual vest value)
  Sign-on bonus: $_____
  Benefits value: $_____ (health, 401k match, etc.)
  Perks: $_____ (education budget, wellness, etc.)
  TOTAL: $_____

BENCHMARKING FACTORS:
  - Geography (cost of living adjustment)
  - Company stage (startup vs FAANG vs enterprise)
  - Years of experience
  - Specialized skills premium
  - Management vs IC track

Planning Horizons

1-Year, 3-Year, 5-Year Framework

1-YEAR PLAN (Tactical):
  Focus: Close immediate skill gaps, build network foundation
  Goals: 2-3 specific, measurable goals
  Review: Monthly check-ins
  Questions:
    - What skill will have the biggest impact in 12 months?
    - What relationships do I need to build?
    - What can I ship/accomplish to demonstrate growth?

3-YEAR PLAN (Strategic):
  Focus: Role transition, career level advancement
  Goals: Target role/level, compensation target, reputation goals
  Review: Quarterly check-ins
  Questions:
    - Where do I want to be in my career ladder?
    - What domain expertise do I want to be known for?
    - What does my professional network look like?

5-YEAR PLAN (Visionary):
  Focus: Career direction, industry positioning, life integration
  Goals: Broad direction, not specific roles
  Review: Annual reflection
  Questions:
    - What impact do I want to have?
    - What does success look like holistically (career + life)?
    - What opportunities am I positioning myself for?

PLANNING RULE:
  1-year plan: 80% confidence in specifics
  3-year plan: 50% confidence, expect to revise
  5-year plan: 30% confidence, directional only

Milestone Tracking

Mentorship and Learning Resources

Mentorship Framework

FINDING MENTORS:
  - Internal: Skip-level manager, senior IC in target role, ERG leaders
  - External: Industry meetups, LinkedIn outreach, alumni networks
  - Paid: Executive coaching, career coaching platforms

MENTOR MEETING STRUCTURE:
  Frequency: Monthly (30-60 minutes)
  Preparation: 2-3 specific questions or situations to discuss
  Follow-up: Action items, thank you, progress update next session

MENTOR TYPES:
  Career Mentor: Guides long-term career direction
  Skill Mentor: Teaches specific technical/domain skills
  Sponsor: Advocates for you in rooms you're not in
  Peer Mentor: Mutual growth partnership at similar level

Learning Resource Categories

See Also

• Health & Wellness
• Fortune 50 HR/Talent
• Fortune 50 Leadership