See where you stand in the job market.

Ambition

You're reaching for the C-suite, and you're far from alone up there.

9% are already past it. The climb is crowded, and it's real.

Restlessness

You'd move tomorrow. The other four are staying put.

Both are strategies. One of them is quietly winning.

The blind spot

You said you've no idea how the market reads you.

Almost nobody does. That's the whole reason you're here.

Outlook

You call your prospects steady. So does half the market.

Half of them are mispriced. Confidence is not a reading.

The market's pull

The market already knocks on your door monthly.

Being courted is not being priced. The courted third still splits into over and under.

Pay

You sit in the lower third of what your seat pays.

People like you who tested their price are paid a band above you. You never have.

Climb speed

You reach new levels faster than most people with your years.

A climb this fast almost always outruns its pay. The gap rarely closes on its own.

Tenure

You stay in your roles longer than most of your peers.

Every year you stay beyond the third, the market quietly marks you down.

Pay consistency

Your pay has risen in every year of your career. Almost no one sustains that.

Streaks this long usually break at the next move, and few people see it coming.

Scope

You have led larger teams than most people like you, in orgs that grew under you.

The market pays for the title, not the team behind it. Yours has carried both.

Time at level

You have held VP for less time than most people who jump again.

The next move usually comes between year two and four. You are in the window.

The movers' premium

People who moved where you are now gained a median 14 percent.

The premium is real, and it decays the longer you hold.

Market timing

Openings in your market are coming slower than they did last year.

Timing beats intent. The people who got where you're aiming moved when openings appeared, not when they felt ready.

The band ceiling

Your band tops out 22 percent above what you earn today.

The ceiling is not the problem. The distance to it is.

The faded position

You and the people who got where you're aiming both held data & experimentation in 2019. They kept it. You say you moved on. Demand didn't.

31 of the 38 kept it. It's the single most common difference between your holdings and theirs.

Your strongest asset

Your strongest asset is rarer among your peers than almost anything else about you.

It is also the one the market pays most for, and the one you have never led with.

Diversification

You hold a combination of assets that rarely appears in one person.

Diversification like this is how people move to a new market instead of climbing their old one.

The concentration

Demand for the three moves together. When one cools, they cool together.

The people who repositioned early are visible in the record. So is what they moved toward.

The missing capability

One capability the top of your market shares, you have never built.

It is the most common single difference between you and the people paid above you. Months to build, not years.

The untapped asset

Your seat spends you on platform & API. What you say people keep coming to you for is product strategy.

Being used for one thing while sought for another is the most common gap in the record. Most people never see theirs.

Motion

More of your assets are rising than most in your market.

Rising assets explain a fast climb better than any title does. Yours are still moving.

The asking price

Of the six prices the people who got where you're aiming paid, you've paid three, would pay two, and refused one: relocation.

That single refusal most separates your path from theirs. But 12 of the 38 refused it too, and arrived anyway.

Culture fit

You did your sharpest work in one particular kind of place: fast, trusting, and honest to a fault.

The one place that fit you produced your fastest climb. You have not worked in one like it since, and your pace never came back.

Performance

You performed near the top of every place you worked.

The places noticed at different rates. The gap between how you did and how you were seen is a pattern, not luck.

Exit timing

You tend to leave your roles later than the people who match you.

Most of your exits came after the peak, not at it. The people who got where you're aiming left at the peak.

Org momentum

You have mostly worked in places that were slowing down while you stood in them.

The same skills read two bands higher in a growing place. You have rarely stood in one.

The fade pattern

Both of your faded skills faded in the same kind of place: slow, buttoned-up, closely watched.

The pattern is the place, not you. Skills fade where trust is thin.