Learning & Skills · Career ChangeSwitch careers without starting over.
Find out which skills actually transfer, which roles they fit, what's genuinely missing — and a six-month plan that doesn't begin with handing in your notice.
5 roles
role fit radar
5
career matches
10 min
to your plan
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$7.00
$19.00
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Instant delivery to your emailThe Problem
You want out. You don't know what to.
Wanting a change is easy. Naming the destination isn't.
You know what you're tired of. Working out what to move toward — and whether it would actually be better — is the hard part nobody helps with.
Your experience feels useless in a new field
Ten years in one industry looks like nothing on paper in another. Usually it isn't — it's just described in the wrong vocabulary.
Career coaches charge $200–500 a session
A good one helps. Ten sessions is a serious amount of money to spend while you're still working out whether to move at all.
The default advice is 'go back to school'
Sometimes that's right. Often it's an expensive answer to a question that a portfolio piece and two conversations would have settled.
What You Get
Your experience, translated.
Skills Translator
What you do, in the target industry's words.
Role Fit Radar
Rate six skills, see which roles match.
Five Career Matches
With the honest verdict on each stretch.
Gap Analysis
Required versus merely listed on job ads.
Six-Month Plan
Built so you stay employed throughout.
Switch Interview Prep
The 'why are you changing?' answer.
How It Works
From stuck to a direction and a date.
1
Describe where you are
Your role, what you like about the work, what you don't, your strongest skills, your salary floor and constraints.
~5 minutes2
Get matches and gaps
Your transferable skills ranked, five roles with the fit reasoning, and what's genuinely missing for your top pick.
~5 minutes3
Work the six-month plan
Conversations first, then learning, then evidence, then applications — while you're still drawing a salary.
~15 minutes5 matches
with an honest verdict on each — including when a switch would mean a real pay cut or years of competing against people with direct experience
6 skills
rated against 5 role profiles
6 months
planned, still employed
2 people
to talk to before committing
Questions
Everything you need to know.
How does the personalization work?
You describe your role, what you like about the work itself, what you dislike specifically, your strongest skills, your salary floor and your constraints. The distinction that matters most is between disliking your job and disliking the work — a bad manager and boring work lead to completely different plans.
What does the role fit radar do?
You rate yourself from 1 to 10 on six skills and it shows how your profile maps onto five common switch destinations, with your strengths and gaps for each. The profiles are typical rather than definitive — real roles vary by company — but it's a fast way to see where you're closer than you assumed.
I don't know what I want to do next.
That's the normal starting point, and it's why the first output isn't a job title — it's what your likes and dislikes reveal about the kind of work that suits you. Five matches follow from that, including ones you probably haven't considered because they don't exist in your current industry.
Will it just tell me what I want to hear?
It's instructed not to. If a switch would realistically mean a significant pay cut, several years, or competing against people with directly relevant experience, it says so and offers the alternative that gets most of what you want for less. A roadmap that flatters you is worse than none.
Do I need to go back to school?
Often not. The gap analysis separates what's genuinely required from what's merely listed on job ads, and prioritises evidence you can show over credentials you can name. On paid courses and bootcamps it describes what to look for rather than recommending programmes, and tells you to check published outcomes and talk to recent graduates before paying — plenty have poor placement records that the marketing doesn't mention.
I'm over 40. Is it too late?
No, but the strategy differs and the toolkit treats that seriously rather than reassuringly. Depth of experience is the asset, so the plan leans on roles where judgment and track record count rather than on entry-level competition. Age bias exists in some markets; the answer is targeting well, not pretending otherwise.
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