Role Dimensions
Every role has
a profile.
We score every job listing on six behavioral dimensions. Each dimension is scored independently. A role can score high on multiple dimensions at once.
The Six Dimensions
Discovering, understanding, and defining problems. Research, user interviews, data analysis, discovery phases, needs assessment, insight generation.
High: Service Design Researcher, UX Researcher, Insights Analyst
Creating, building, and delivering solutions. Prototyping, designing, implementing, testing concepts, production work.
High: Service Designer, CX Designer, Experience Designer
Long-term vision and organizational direction. Strategic frameworks, multi-year planning, executive influence, transformation programs.
High: Head of Service Design, Design Director, VP Design
Hands-on execution and delivery. Sprint-based work, rapid iteration, building prototypes, day-to-day design output, producing deliverables.
High: Service Designer, Junior Service Designer, Design Sprint Facilitator
Individual deep-focus work producing design artifacts. Research synthesis, service blueprinting, journey mapping, creating design systems, visual design.
Key question: Could this person do most of their job with zero meetings? If yes, Craft Focus is high.
Working through and with people. Facilitation, coaching, stakeholder management, building buy-in, leading workshops, organizational change.
High: Design Lead, Service Design Coach, Change Manager
Independence Matters
Not opposites:Unlike a single axis where high on one end means low on the other, these six dimensions are independent. A senior service designer might score high on both Problem Focus (conducting research) and Solution Focus (building prototypes). A design director might be both highly Strategic (setting vision) and highly Tactical (running sprints).
Scoring:Each dimension is scored 0-100 by AI analysis of the job description. Scores reflect what the job description emphasizes, not what the title says.
Display:On each job page, you'll see six bars showing the strength of each dimension. Higher bars mean the job description emphasizes that aspect more.
Confidence:When a job description lacks sufficient detail, we show a "low confidence" badge. If all scores cluster in the middle, the profile is hidden entirely. We prefer honest ambiguity over false precision.
Role dimensions are generated algorithmically from job description text. They reflect patterns in the job posting, not an assessment of your personal fit or the employer's intent. Use them as one signal alongside your own judgment. Scoring methodology may evolve as we refine the model.