WorkHQ’s Profile Score is a quantitative summary of a professional’s public profile. A higher score is indicative of a greater accumulation of human capital – skills, processes, and network. All professionals can be scored on the same global scale with values ranging from 0 to 999.
Profile Score is constructed for every professional with the following process:
Analyze, annotate, and score all professional and educational experiences
Construct a timeline of experiences and account for overlapping events
Calculate a time-weighted-average score that biases for more recent experiences
Normalize scores to the 0 to 999 range for global comparability
What goes into experience scoring?
Role type - Jobs are classified into 120+ disciplines ranging from executive assistant to attorney to social media manager. Jobs requiring greater specialization, education and investment are given higher weighting.
Role seniority - Professional experiences are labeled as one of nine full-time seniority levels or four part-time levels. More senior positions (e.g. CXO, CEO) earn higher scores than junior positions (e.g. Entry Level, Individual Contributor). At more senior leadership levels, the size and standing of the organization contribute. The CEO of PepsiCo is a more highly scored role than CEO of a beverage startup company with 5 employees.
Organization - The quality of talent at an organization is accounted for in scoring of experiences under the theory that top talent follows top talent. The algorithm recursively ranks institutions based on the concentration of top talent. This organizational ranking is used to score experiences.
Job Duration - Time spent in a role matters. Short engagements, say 5 months, are less likely to have meaningful skill transfer or network building. Similarly, after many years in a role, there is a plateauing of new skills being learned or network growth.
Recency Bias - More recent experiences are given greater weighting when all experiences are combined. All experiences are considered in the final calculation, but their weighting starts to roll-off after 3 years with a faster decline after a decade.
Educational Degrees - Profile Score focuses on the most advanced degree achieved, the institution it was earned from, and how long ago it was earned. Publicly available rankings of undergraduate and graduate institutions are used to score institutions and give a slight boost to top schools. Education always contributes to profile score, but the weight of the score declines over time.
Use Cases
Recruiters and hiring managers use Profile Score to both identify top talent and save valuable recruiting resources:
Prioritize screening resources on high scoring applicants
Filter out candidates who are over or under qualified for a role based on score
Evaluate candidates in the context of the company’s existing employees