Vague resolutions don't
change your career.
Set measurable career goals as objectives and key results, track progress against real numbers and milestones, and get check-ins that keep your job search and growth honest. The discipline coaches charge for, built in.
Why measurable beats motivational
Goals you can score, not just hope for
3
measure types: a number, a milestone you hit or miss, or a 1-5 confidence scale.
5
active objectives at a time, focused, not a sprawling wish list you ignore.
1
check-in cadence that re-surfaces at-risk and overdue goals before they slip.
Career Reports
Don't set goals in a vacuum. A career report tells you which objectives actually matter for where you stand.
Career Pathfinder
Pathfinder maps the route. Goals turn each stepping-stone into a measurable target with a date.
Salary & Worth
Make 'earn more' concrete. Benchmark your market value and set a salary target you can defend.
Why measurable career goals work when resolutions don't
'Get a better job', 'grow my network', 'earn more', these aren't goals, they're wishes. There's no number to hit, no date to hit it by, and no way to tell at a glance whether you're on track or quietly drifting. So most career intentions die the same way New Year's resolutions do: unmeasured and unmissed.
Career Goals fixes that with the OKR discipline, objectives paired with key results you can actually score. Each key result is a number, a milestone, or a 1-5 confidence scale, capped at five active objectives so you stay focused. Scheduled check-ins re-surface anything at risk or overdue before it slips, and your goals connect to the rest of your workspace: a Pathfinder stepping-stone becomes a dated target, a salary benchmark becomes a number to hit, and a career report tells you which objectives are worth setting in the first place.
FAQ
Frequently asked questions about Career Goals and OKRs
What is an OKR for a career?
An Objective is what you want (for example, 'land a senior role in fintech'). Key Results are the measurable signals that prove you're getting there (applications sent, interviews reached, a salary target). Career Goals lets you set both and score progress, instead of tracking a vague intention.
What can I measure?
Each key result is one of three types: a number (for example, contacts reached), a milestone you either hit or miss, or a 1-5 confidence scale for softer goals. You can add optional target dates so progress is time-bound.
Why cap active goals at five?
Focus. A sprawling list of twenty goals is a list you ignore. Five active objectives keep your attention on what actually moves your search forward, and you archive completed ones to keep the slate clear.
Do the check-ins do anything?
Yes. Scheduled check-ins re-surface goals that are at risk or overdue as action items, and a paid quality check flags weak key results that aren't actually measurable.
Goals set. Now run the search against them.
Track every application and contact in one pipeline, measured against the objectives you just set.
Go to the CRM