Our Methodology
With 47% of jobs facing significant change from AI in the coming years, understanding your actual risk matters. Here's exactly how we calculate your AI Resilience Score, what data we use, and how you can improve it.
How Your Score Works
Your AI Resilience Score is a number from 0 to 100 that estimates how well-positioned your career is to withstand AI-driven disruption. A higher score means greater resilience — not that your job is “safe,” but that you have more built-in advantages.
The score is a weighted combination of six factors, each measuring a different dimension of career resilience:
With a Pro subscription, your score is automatically recalculated monthly so you can track your progress over time.
Measures: How many of your daily tasks can be performed by current or near-term AI systems.
Scores high: Most of your tasks require physical presence, complex judgment, or deep human interaction.
Scores low: Many of your routine tasks can already be automated by existing AI tools.
Measures: How quickly AI capabilities are improving in your specific field.
Scores high: AI progress in your domain is slow or has plateaued.
Scores low: Rapid breakthroughs are happening that directly affect your role.
Measures: How aggressively your industry is deploying AI tools and automation.
Scores high: Your industry is adopting AI slowly due to regulation, complexity, or cultural factors.
Scores low: Your industry is a leading adopter of AI with aggressive automation timelines.
Measures: The degree to which your role relies on uniquely human capabilities — empathy, physical presence, creative judgment, and ethical reasoning.
Scores high: Your role fundamentally depends on human connection, trust, or physical dexterity.
Scores low: Your role is primarily analytical or procedural with limited human-interaction requirements.
Measures: How portable your skills are across roles and industries, based on O*NET skill crosswalks.
Scores high: You have a broad, adaptable skill set that applies to many growing fields.
Scores low: Your skills are highly specialized with few adjacent career paths.
Measures: Current and projected job market demand for your role, based on posting trends and labor statistics.
Scores high: Demand for your role is growing or stable with strong hiring signals.
Scores low: Job postings for your role are declining or stagnant.
Score Ranges
Data Sources
Our scoring engine synthesizes data from multiple authoritative sources to produce your personalized assessment:
- •O*NET OnLine — Task-level occupational data, skill taxonomies, and crosswalks between occupations maintained by the U.S. Department of Labor. onetonline.org
- •Bureau of Labor Statistics — Employment projections, wage data, and occupational demand trends. bls.gov
- •AI research landscape — Tracking of academic papers, product launches, patent filings, and capability benchmarks to assess AI advancement velocity.
- •Industry analysis — Earnings call transcripts, industry news, startup activity, and enterprise AI adoption reports to gauge industry-specific adoption rates.
We use Claude (by Anthropic) to synthesize these signals into a personalized assessment tailored to your specific role, industry, and experience level. When you verify skills through our quiz system, verified competencies receive additional weight in your Transferable Skills factor.
How to Improve Your Score
Your resilience score isn't fixed — it reflects your current position. Here are concrete steps you can take to strengthen your career resilience:
Develop uniquely human skills
Focus on empathy, creative problem-solving, ethical judgment, and complex negotiation — capabilities that remain difficult for AI to replicate. These directly boost your Human-Advantage Factors score.
Follow a personalized reskilling pathway
Broad, transferable skills — project management, data literacy, systems thinking — unlock more career paths and raise your Transferable Skills score. Our Reskilling Pathway builds a prioritized learning roadmap based on your specific profile and score gaps.
Verify your skills to strengthen your score
Self-reported skills are a starting point, but verified competencies carry more weight in your Transferable Skills factor. Take short quizzes through Skills Verification to prove what you know and give your score a concrete boost.
Learn to work with AI, not against it
Become proficient with AI tools in your field. Professionals who augment their work with AI are harder to replace than those who compete with it. Our AI Career Coach can help you identify which tools matter most for your role.
Explore alternative career paths
Understanding where your skills transfer gives you options before you need them. Scenario Planning lets you model “What if I switched to X?” — comparing projected scores, skill gaps, and transition timelines side by side.
Track your progress over time
A single score is a snapshot; the trend is what matters. With monthly recalculation, you can see how new skills, certifications, and career moves shift your resilience score and factor breakdown over time.
Limitations & Uncertainty
We believe in being honest about what our score can and cannot tell you:
- •Estimates, not predictions. Resilience scores are informed estimates based on current data, not guarantees about your future employment.
- •Point-in-time snapshots. AI capabilities are changing rapidly. A score from today may look different in six months as the technology landscape evolves.
- •Individual circumstances vary. No model can fully capture your unique skills, relationships, local market conditions, and personal adaptability.
- •A starting point, not a verdict. Use your score to identify areas for growth and spark reflection — not as a definitive judgment on your career.
Research & References
Our methodology builds on decades of labor economics research and emerging AI impact studies:
- •Frey, C.B. & Osborne, M.A. (2017). The Future of Employment: How Susceptible Are Jobs to Computerisation? Technological Forecasting and Social Change, 114, 254-280.
- •OECD (2023). OECD Employment Outlook 2023: Artificial Intelligence and the Labour Market. oecd.org/employment-outlook
- •O*NET Resource Center — U.S. Department of Labor/Employment and Training Administration. onetcenter.org
- •World Economic Forum (2025). The Future of Jobs Report 2025. weforum.org
Methodology v1.1 — Last updated March 2026