This Is Not a Questionnaire. It Is a Mirror.

Most career services start with your resume. I start with you.

The Career Assessment is a structured deep-dive into your professional story. It is built around the WOOP-CORE Method — which means it is not asking you to summarize your career history. It is asking you to excavate it. The questions are designed to surface things you know but have never put into words — the context behind your results, the obstacles you navigated, the leadership decisions that made the difference, and the values that have shaped every role you have held.

Some of the questions will be uncomfortable. That is intentional.

The discomfort is where the clarity lives. A resume built on easy answers produces easy positioning — which is positioning that looks exactly like everyone else's. The Career Assessment is designed to push past that. By the time you finish it you will have a clearer picture of your own value than most professionals ever develop — and so will I.

What the Assessment Covers.

The Career Assessment moves through six structured areas. Each one builds on the last. Together they give me everything I need to build positioning that is genuinely yours.

Executive Values and Vision

What do you stand for and where are you going? This section surfaces the values that have driven your best work and identifies the misalignments that have cost you energy in the wrong environments. Your answers here do more than clarify direction — they determine the language strategy I use for everything that follows.

A professional who says they want work-life balance and one who says they want to climb the corporate ladder need completely different resumes. Not because their experience is different. Because the companies they are targeting respond to different signals. The values section tells me which signals to build toward.

Leadership Brand and Feedback

How do others experience you as a leader? What do your managers say when describing your greatest strengths? What themes come up consistently in your reviews? This section pulls out the external evidence of your leadership identity — the things other people have observed and named that you may have never fully claimed as positioning.

This is often where the most powerful language comes from. Not from how you describe yourself, but from how others have described you — in the moments when your value was most visible.

Career Goals and Transition

Where are you going and what does the right opportunity actually need to look like? This section identifies your must-haves, your non-negotiables, and the environment where you do your best work. It also surfaces the tension between where you are and where you are trying to go — which is often the most important positioning gap to close.

WOOP-CORE Impact Workbook

This is the engine of the assessment. For each major role and project you walk through four questions — the Want, the Outcome, the Obstacle, and the Plan. This is where the raw material for your resume and LinkedIn comes from.

Most professionals describe their outcomes without the context that makes those outcomes meaningful. A 20% improvement in audit readiness tells a hiring decision-maker almost nothing without knowing the starting point, who was involved, what made it difficult, and what you specifically did to drive the result. The WOOP workbook pulls all of that out — the cross-functional scope, the team size, the SME leadership, the before-and-after — the context that turns a number into a story worth reading.

CVI Positioning Profile

This is where the assessment becomes a positioning intelligence tool rather than a career reflection exercise.

Based on your language, your values answers, your word choices, and the way you describe your work throughout the assessment, I develop your Core Values Index positioning profile. The CVI identifies the primary way you process decisions and create value — Builder, Merchant, Innovator, or Banker — and most senior professionals lead with a combination of two.

I do not administer a standardized CVI test. I use your own language to identify your profile. That means the positioning I build from it sounds like you — not like a template applied to your job titles.

A Builder-Banker profile calls for directive language, metric-driven bullets, executive visibility framing, and results ownership. An Innovator-Merchant profile calls for systems language, collaborative leadership framing, cross-functional impact, and mission-connected outcomes. The profile changes everything about which words survive to the draft and which ones get cut.

Positioning Direction

This is where all of it comes together. By the end of the assessment I have your values, your leadership identity, your CVI profile, your real impact stories with full context, your career goals, and your non-negotiables. From that I build a positioning strategy — a clear articulation of who you are, what you do, who needs it, and what language will make the right people choose you.

Everything that goes into your resume, LinkedIn, and interview narrative is built from that strategy. Not from a template. Not from a formatting preference. From you.

The Assessment Is Built for You — Not Sent to You.

This is one of the most important things to understand about the Career Assessment — I do not send you a generic intake form. After the $97 Career Positioning Intake call I build your assessment workbook specifically for you, based on everything I already know from reviewing your scorecard, resume, and LinkedIn before we get on the call.

The questions in your assessment are tailored to your industry, your career level, your target role, and the specific positioning gaps I identified in the diagnostic I ran before we spoke. Every client receives a different workbook because every client has a different gap to close.



This is why the process works. I am not applying a framework to your experience. I am building a framework around it.

You Will Feel It When You Finish

The Career Assessment is designed to be reflective, occasionally uncomfortable, and ultimately clarifying. Most clients describe the same experience at the end of it — a feeling of having finally put into words something they have always known about their own value but never fully articulated.

That feeling is the signal that the assessment worked. It means the positioning we build from it will be grounded in something real — not in what you think sounds good on a resume, but in what you have actually built over the course of your career.

That is the difference between positioning that performs and positioning that just looks polished.