One number, and the seven readings behind it.
The Profile Signal Index resolves seven weighted dimensions into a single figure out of 100. The number is the short answer. The three pages of prose behind it are the useful part.
Each dimension, and why it weighs what it weighs.
Open any dimension. The weight is fixed, published, and the same for every record we read.
Positioning
What it reads. What the record says you are for, in the first six lines a reader sees.
The heaviest dimension by a distance, because it is the one a reader resolves first and revises least. A record that opens with a list of functions makes the reader do the positioning work, and readers do not do that work — they guess, and the guess is usually smaller than the truth.
On the published illustrative composite this dimension scored 58. That is one composite, not an average of clients.
Market alignment
What it reads. Whether the language of the record matches the language the market is using for roles at your level.
Roles are written in a house dialect. The same responsibility is called an operating rhythm in one advert and a governance cadence in another. Alignment is not keyword stuffing; it is being legible to the people who wrote the advert.
On the published illustrative composite this dimension scored 61. That is one composite, not an average of clients.
Ownership depth
What it reads. Whether each claim names what you held, decided and changed — or only what you were near.
Managed, oversaw, responsible for. Three verbs that describe proximity to a decision rather than ownership of it. This dimension counts how much of the record is proximity language and how much states an authority you actually carried.
On the published illustrative composite this dimension scored 60. That is one composite, not an average of clients.
Evidence
What it reads. Whether the claims in the record can be traced to something specific you did.
Not whether the claims are impressive. Whether they are checkable. A claim that cannot be sized is read at the smaller end of its range, every time, by every reader.
On the published illustrative composite this dimension scored 76. That is one composite, not an average of clients.
Role alignment
What it reads. How the same record reads against each specific target role you name.
Scored per target, not once. The same record can be a strong read for one title and a weak read for the one beside it, and the gap is the useful part.
On the published illustrative composite this dimension scored 72. That is one composite, not an average of clients.
Seniority calibration
What it reads. Whether the record reads at the level you actually operated at.
Records drift downward far more often than up. Understated span, decisions attributed to the team, scope described as participation. A reader two levels above you notices immediately and reads you one level below the job you did.
On the published illustrative composite this dimension scored 68. That is one composite, not an average of clients.
CV–LinkedIn consistency
What it reads. Whether the two documents a reader will open tell the same story.
The lightest weight, and still worth reading, because a contradiction between the two is the one flaw a reader cannot un-see once found. Dates, titles, span, sequence.
On the published illustrative composite this dimension scored 79. That is one composite, not an average of clients.
The published composite reads 64.
A VP of Operations, eighteen years, two regions, a 40-person function and one merged operating playbook. This is an illustrative composite, not a client.
Where the same record lands against three targets
Role alignment is scored per target. One record, three readings — and the spread is the part worth acting on.
The record did not change between those three numbers. What changed is what each role is asking the record to prove.
Read the whole sample before you trust the number. The published sample audit runs to 2,586 words across three pages, ungated, with no email required. If the writing is not good enough, you have lost nothing and you will know not to send us your record.
What the number is not.
Stated plainly, because a score with an unstated scope is worse than no score.
A pass mark
There is no threshold. Sixty-four is not a fail and eighty-eight is not a hire. The number sizes a gap; it does not grade a person.
A ranking
You are not scored against other candidates. There is no cohort, no percentile and no leaderboard, because we do not hold a pool to rank you in.
A traffic light
No red, amber or green. Colour-coding a career invites a reader to skip the reasoning, and the reasoning is the deliverable.
A machine reading
No parser, no scoring engine and no language model reads your file. One named reviewer opens it, which is also why the audit takes a few working days.
How a CareerOS 360 package is built
Illustrative photography. People shown are not CVPRO clients or coaches.
Scope of this statement: it covers records submitted for CareerOS 360 packages and the signal audit. Coaching programmes may use AI-assisted evidence preparation, only with your separate consent and a named provider. See where AI is used, and where it is not.