Career intelligence for experienced professionals

See what stands between you and your next leadership role.

Upload your CV, choose the role you want, and RolePathways benchmarks your career against people who made a similar move, then shows your readiness, biggest gaps and the actions that matter most.

Get my free Pathway ScoreView a sample Blueprint

Free to start · No credit card · Review your CV data before anything is saved

Illustrative example, not a real person

  1. Senior Technical Delivery Lead

    You

  2. Head of Technology

    Next likely move

  3. Chief Information Officer

    Target

70

Pathway Score

Comparable senior leaders at this stage sit around 76–82.

Strongest Career CapitalSkills
Highest-impact gapEnterprise leadership scope
Recommended next move

Own one cross-functional initiative with measurable budget responsibility this quarter.

The higher you go, the less obvious the next move becomes.

At senior levels another qualification or a bigger job title isn’t reliably the answer. Scope, decision authority, visibility, network and enterprise exposure start to matter more , and none of them are written on a job ad.

Show me my pathway

Without a pathway

  1. Senior Manager

  2. ?

  3. Director?

  4. GM?

With RolePathways

  1. Senior Manager

  2. Director

    Enterprise transformation

  3. GM

    Digital & technology

  4. CIO

Illustrative. Your route depends on your evidence and the destination you choose.

What you'll actually learn

Six answers, not a personality test.

Every one of these comes out of your own evidence measured against a cohort. Below is what that looks like.

Pathway Score

72

Your overall readiness for the role you named.

Against the cohort72cohort 76–84

Career Capital

Seven dimensions, weighted for the kind of role you’re targeting.

Experience82
Skills78
Credentials71
Leadership61
Network48
Reputation44
MarketNot scored yet

Highest-impact gap

Enterprise leadership scope

Closing this is likely to move your readiness further than adding another certification, because it’s the dimension furthest below the cohort, not just the lowest number.

Route options

Primary

  1. Senior Manager

  2. Director

  3. GM

Alternative

  1. Senior Manager

  2. Head of Transformation

  3. GM

Benchmark cohort

12–20 comparable senior leaders, matched on role type, industry and geography. You can reject any of them.

90-day plan

  1. 01Own one enterprise initiative
  2. 02Gain budget authority
  3. 03Build two executive sponsor relationships
See everything inside a Blueprint

How it works

Six steps from where you are to a real plan.

Nothing here is a questionnaire about your feelings. Each step adds evidence, and the last one turns it into something you can act on this quarter.

  1. Import your career

    Upload your CV and review every piece of evidence we extract before any of it is saved.

    • 18 years experience
    • Technology delivery
    • $30M portfolio

  2. Set your destination

    Tell us where you want to end up, not just what job you want next.

    • Target: CIO
    • 5-year horizon

  3. Measure your Career Capital

    Seven dimensions that strengthen or limit your readiness for that specific role.

    • Experience
    • Leadership
    • Network

  4. Benchmark the route

    Compare your evidence with a cohort of comparable senior leaders.

    • 12-20 comparable careers

  5. Can you do the job?

    Rate the things the destination actually asks a person to do, from a Board paper to an enterprise budget, and see which you have never done.

    • Role capability map

  6. Build the pathway

    Your primary route, the alternatives worth considering, and what to do first.

    • 90-day action plan
Walk through a sample pathway

Career benchmarking

Don’t compare yourself with a job description. Compare yourself with the people who are already there.

A job ad tells you what someone wrote down. A cohort of comparable senior leaders tells you what the role actually took.

Illustrative example, not a real person

You

Senior Manager

18 years experience · Technology delivery

Compared with

15 comparable senior leaders

Currently in Director and Head-of Technology roles, matched on role type, industry and geography.

  • Director of TechnologyFinancial services · 21 years · Sydney
  • Head of Digital DeliveryHealthcare · 17 years · Melbourne
  • Director, Enterprise PlatformsRetail · 19 years · Brisbane
  • and twelve more in the cohort

Career Capital, side by side

YouComparable senior leaders
Experience82cohort 74–84
Skills78cohort 70–83
Credentials71cohort 62–78
Leadership61cohort 76–84
Network48cohort 64–74
Reputation44cohort 58–72
MarketNot scored for anyone yet

The important insight

Experience isn’t the constraint. Leadership scope is.

Two more years in the same role moves nothing here. One enterprise initiative with real budget authority moves the dimension that is actually behind.

Who this is for

Built for the moment when “what next?” stops being obvious.

For experienced professionals who know they want to grow, but need clarity on the route rather than encouragement.

The first big leadership jump

Senior Manager → Director / Head of

You’re performing well, but your current role may not be giving you the scope the next level is actually assessed on.

  1. Senior Manager

  2. Director

    • enterprise scope
    • budget ownership
    • executive visibility

The executive transition

Director / Head of → GM / CIO

You have deep delivery experience, and need to know which experiences actually signal enterprise-level leadership.

  1. Director

  2. GM

  3. CIO

    • strategy ownership
    • board exposure
    • enterprise accountability

The elite specialist

Senior Specialist → leadership or principal

Your expertise isn’t in question. Whether to deepen the specialist track or move into leadership is.

Senior Specialist

  1. Principal

  1. Director

Probably not for you if…

  • you’re primarily looking for entry-level job matching
  • you only need your CV formatted
  • you want a guaranteed prediction about promotion
  • you’re searching for open vacancies
Is this you?

Transparent by design

See how the answer was reached.

RolePathways keeps career evidence, interpretation and recommendation separate, so you can inspect what actually drives your score.

Evidence

  • From your CV

    Led a $20M transformation portfolio

  • Your target role

    Chief Information Officer

  • Public career evidence

    Comparable senior leaders in the same kind of role

Career Capital

  • Experience
  • Skills
  • Credentials
  • Leadership
  • Network
  • Reputation
  • Market

Leadership 64

Evidence found: programme ownership, senior stakeholder management

Missing: enterprise budget accountability

70

Readiness signal

Deterministic calculationEvidence traceableNot a promotion prediction

Recommendation

Take ownership of one enterprise initiative with measurable budget and executive stakeholder scope.

High confidence

No black box

Every major conclusion traces back to a piece of evidence you can see.

You approve your data

Extracted CV information is shown to you before it becomes part of your profile.

Advisory, not predictive

We don't claim to predict promotion, salary or hiring outcomes, and we won't.

Measured, or marked unmeasured

A dimension with no evidence is excluded from your score rather than filled in with a guess.

Explore the scoring methodology

Inside a Blueprint

One Blueprint. A complete view of your next move.

  • Pathway Score
  • Career Capital breakdown
  • Benchmark cohort
  • Highest-impact gaps
  • Primary and alternative routes
  • Role acceptance criteria
  • 90-day action plan
Open the full sample Blueprint

01 · Your readiness

70

One number for one destination, recalculated whenever your evidence changes.

02 · Where you sit against the cohort

Leadership61cohort 76–84
Network48cohort 64–74

03 · What’s actually holding you back

Enterprise leadership scope

Ranked by how much closing it moves your score, not by how big the number looks.

04 · The route

  1. Senior Manager

  2. Director

  3. GM

05 · What to do first

  1. 01Own one cross-functional initiative with measurable budget
  2. 02Secure two executive sponsor relationships
  3. 03Take a governance or steering-committee seat

Example findings

What RolePathways can uncover.

These aren’t customer quotes. We don’t have any yet, and we won’t invent them. They’re the kind of conclusion the scoring engine produces once it has your evidence and a benchmark cohort to compare it with.

Scope gap

Your title isn't the problem. Your scope is.

Experience already matching many Directors, but a current role with limited enterprise decision authority.

  1. Senior Manager

  2. Director

Route insight

The shortest route isn't always the strongest route.

Moving through Head of Delivery first can create the enterprise ownership evidence a later GM transition needs.

  1. Programme Lead

  2. Head of Delivery

  3. GM

Priority

Another qualification may not be your highest-value move.

Where the cohort differentiator is governance exposure and executive sponsorship, a further credential moves the score least.

  1. Senior Specialist

  2. Director

Career momentum

Career progress compounds when the next move is deliberate.

Each checkpoint is something you can verify about yourself, not a date we're promising.

  1. Where you start

    A score, and the gaps behind it

  2. First quarter

    Two evidence gaps closed

  3. Once the evidence lands

    A broader-scope role becomes credible

  4. Executive-track readiness

    Your capital matches the cohort

  5. Your target role

    The destination you chose

RolePathways doesn’t guarantee career outcomes. It helps you make career decisions with clearer evidence, and shows you when the evidence has actually changed.

Pricing

Not a subscription for the sake of one.

Start free. Buy the Blueprint when you want the full picture. Subscribe only if you want it kept current.
1Discover

Explorer

Free

Try it with one destination.

  • One target destination
  • Basic Pathway Score
  • Limited profile depth
Get my free Pathway Score
2PlanMost popular

Pathway Blueprint

AUD 59 one-time

The full one-time analysis.

  • Full 7-dimension Career Capital breakdown
  • Benchmark cohort of 12 to 20 comparable careers
  • Prioritised gap analysis
  • Primary route + alternative scenarios
  • 90-day action plan
Get my Blueprint for AUD 59

Keep your pathway current

Optional. Careers move, and a Blueprint is a snapshot. These keep it in step with yours.

RolePathways Core

AUD 19 /mo

Keep your pathway current after your Blueprint.

  • Everything in Blueprint
  • Multiple goals
  • Monthly recalculation
  • Opportunity evaluator
  • Progress tracking

Available after your Blueprint

RolePathways Accelerate

AUD 39 /mo

For an active career move.

  • Everything in Core
  • Advanced benchmarking
  • Scenario comparison
  • Network intelligence (early access)

Available after your Blueprint

Compare every plan in detail or see a sample Pathway Blueprint.

Questions ambitious people usually ask before trusting us with their career.

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Ask us a question →

About the score

What is a Pathway Score?
A 0–100 readiness signal for the specific role you told us you’re aiming at. It’s built from seven Career Capital dimensions: experience, skills, credentials, leadership, network, reputation and market. Each is weighted differently depending on the kind of role you’re targeting.
How is it calculated?
Deterministically. AI reads your CV and extracts structured evidence, but it never decides your score. That’s a fixed weighted model, so the same evidence always produces the same number. A dimension we have no evidence for is left out of the calculation entirely rather than filled in with a guess, and the score is renormalised across the dimensions we could actually assess.
Is it predicting whether I'll be promoted?
No, and we won’t claim otherwise. It measures how your evidence compares with what the target role typically requires. Hiring and promotion depend on timing, politics and luck that no model can see.
There are two scores. Which one matters?
They answer different questions and both matter. Your Pathway Score reads your evidence: years, budget, team size, credentials, network. “Can you do the job?” reads your own answers about work you have actually done, from writing a Board paper to owning an enterprise budget. They disagree usefully. Someone can clear every threshold for a destination and still have never written a Board paper, and that is the thing that ends an interview.
Does rating my capabilities change my Pathway Score?
No, deliberately. The Pathway Score reads evidence; capability ratings are your own account of yourself. Letting the second move the first would mean anyone could raise their score by claiming things, which would destroy the one property that makes the score worth reading. Anything you have never done can go straight onto your action plan instead.
Which roles have a capability map?
All of them. Fourteen destinations across finance, operations, marketing, people, revenue, legal, technology, AI, healthcare and consulting, plus a general one for any head of function. Each is written by hand rather than generated, because the value is that somebody chose these items and left others out.

About benchmarking

Where do benchmark careers come from?
Public web sources: company leadership pages, conference speaker profiles, news coverage and similar. Each source is classified by type so you can see what a profile was built from, and you can accept or reject any profile in your cohort.
How do you decide who is comparable to me?
By the role archetype you’re targeting, plus geography and industry. It’s a cohort of people in the kind of role you want, not a verified list of people who made your exact transition, and we don’t describe it as one.
What if my career is unusual?
Then the cohort may be thin, and we say so on the page rather than padding it out with weaker matches. A sparse cohort is flagged as sparse.

About my data

What happens to my CV?
It’s parsed into structured fields (roles, dates, scope, skills, credentials) and shown to you for review before any of it becomes part of your profile. You can correct or delete anything at that point.
Is my data used to train AI?
No. Your career data is used to produce your own Pathway and nothing else.
Do you scrape LinkedIn?
No. Their terms prohibit it, so we don’t search or scrape LinkedIn at all. If you want to compare yourself with someone specific, you paste the text yourself.
Can I delete my information?
Yes, from your account settings, at any time. Deleting your account removes your profile, scores, goals and history. See our Privacy Policy for the detail.

About payment

What do I get for AUD 59?
A one-off Pathway Blueprint: your full Career Capital breakdown, a benchmark cohort, prioritised gaps, your primary and alternative routes, and a 90-day action plan. It’s a purchase, not a trial.
Do I need a subscription?
No. The Blueprint stands on its own. Core and Accelerate exist for people who want their pathway kept current as their career moves, and they’re available after your Blueprint.
Can I cancel Core or Accelerate?
Yes, from your billing settings, and you keep access until the end of the period you’ve paid for.

You already know where you want to go.

Now build the pathway to get there.

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