OE Fit Score
OE Fit Score Assessment
Answer a few short sections to gauge how well a role fits an overemployment setup. Privacy first, all responses stay in your browser only. We don't collect any information.
Progress
Section 1 of 9
Meetings & Interruptions
Answer a few quick prompts for this section.
Average meeting hours per week (last 4 weeks)?
How often do ad-hoc "hop on a call" requests happen?
Meeting distribution is mostly...
How much control do you have over moving/declining meetings?
Section 2 of 9
Autonomy & Measurement
Answer a few quick prompts for this section.
Work is measured primarily by...
Manager style is mostly...
How clear is "done" (acceptance criteria)?
Your work depends on other people/teams...
Section 3 of 9
Responsiveness & Sync
Answer a few quick prompts for this section.
Typical expectation for response time during work hours?
How many channels regularly produce urgent work?
Required real-time overlap with team (per day)?
Section 4 of 9
Risk: On-call, Monitoring, Sales Pressure
Answer a few quick prompts for this section.
On-call rotation / paging exists?
If escalations happen, required response SLA is...
Monitoring/presence detection on your work device?
Role is quota-carrying / commission-heavy?
Section 5 of 9
Complexity & Ramp
Answer a few quick prompts for this section.
Distinct stakeholders you actively support weekly?
How many tools/systems do you use daily for core work?
Concurrent projects in flight you personally drive?
Section 5 of 9
Complexity & Ramp
Answer a few quick prompts for this section.
How often priorities change unexpectedly?
Documentation/process maturity is...
Org changes/reorgs happen...
Section 6 of 9
Visibility & Culture
Answer a few quick prompts for this section.
Executive visibility for your work is...
Required verbal updates (standups/status) are...
After-hours pings are...
Culture rewards...
Section 7 of 9
Contract & Compliance
Answer a few quick prompts for this section.
Employment contract moonlighting policy is...
Time tracking / timesheets expected?
IP assignment scope is...
Section 8 of 9
Role Leverage
Answer a few quick prompts for this section.
Can you build reusable systems/automations that reduce effort over time?
How often does the job require fresh bespoke thinking under time pressure?
Section 9 of 9
Personal Utility (Required)
Answer a few quick prompts for this section.
Annual total compensation for this job (USD)?
RequiredExpected hours per week for this job?
RequiredActual hours per week you expect to work for this job?
RequiredSection 9 of 9
Personal Utility (Required)
Answer a few quick prompts for this section.
Your current total annual compensation across all jobs (USD)?
RequiredYour current total hours per week across all jobs?
RequiredDesired additional annual income (USD)?
RequiredSection 9 of 9
Personal Utility (Required)
Answer a few quick prompts for this section.
Max total hours/week you can sustain long-term?
RequiredRisk tolerance (burnout/termination risk vs income)?
RequiredReview
Review your answers
Edit anything before moving to the results placeholder.
Meetings & Interruptions
Average meeting hours per week (last 4 weeks)?
Not answered
How often do ad-hoc "hop on a call" requests happen?
Not answered
Meeting distribution is mostly...
Not answered
How much control do you have over moving/declining meetings?
Not answered
Autonomy & Measurement
Work is measured primarily by...
Not answered
Manager style is mostly...
Not answered
How clear is "done" (acceptance criteria)?
Not answered
Your work depends on other people/teams...
Not answered
Responsiveness & Sync
Typical expectation for response time during work hours?
Not answered
How many channels regularly produce urgent work?
Not answered
Required real-time overlap with team (per day)?
Not answered
Risk: On-call, Monitoring, Sales Pressure
On-call rotation / paging exists?
Not answered
If escalations happen, required response SLA is...
Not answered
Monitoring/presence detection on your work device?
Not answered
Role is quota-carrying / commission-heavy?
Not answered
Complexity & Ramp
Distinct stakeholders you actively support weekly?
Not answered
How many tools/systems do you use daily for core work?
Not answered
Concurrent projects in flight you personally drive?
Not answered
How often priorities change unexpectedly?
Not answered
Documentation/process maturity is...
Not answered
Org changes/reorgs happen...
Not answered
Visibility & Culture
Executive visibility for your work is...
Not answered
Required verbal updates (standups/status) are...
Not answered
After-hours pings are...
Not answered
Culture rewards...
Not answered
Contract & Compliance
Employment contract moonlighting policy is...
Not answered
Time tracking / timesheets expected?
Not answered
IP assignment scope is...
Not answered
Role Leverage
Can you build reusable systems/automations that reduce effort over time?
Not answered
How often does the job require fresh bespoke thinking under time pressure?
Not answered
Personal Utility (Required)
Annual total compensation for this job (USD)?
Not answered
Expected hours per week for this job?
Not answered
Actual hours per week you expect to work for this job?
Not answered
Your current total annual compensation across all jobs (USD)?
Not answered
Your current total hours per week across all jobs?
Not answered
Desired additional annual income (USD)?
Not answered
Max total hours/week you can sustain long-term?
Not answered
Risk tolerance (burnout/termination risk vs income)?
Not answered
Results
Results
OE Fit Score values are weighted by dimension averages.
OE Fit Score
--
--
Weighted score from dimension averages.
Raw score: --
Modifiers: --
Confidence
--
Personal Utility
--
Complete the Personal Utility inputs to score this.
--
Dimension breakdown
0-100 scaleTop strengths
Top blockers
Triggered rules
No modifiers triggered.
Personal Utility breakdown
0-100 scaleRisk-adjusted income estimate
--
Estimate based on OE viability and time-fit.
Hourly breakdown
--
--
Edit answers
Jump back to any section or question.Meetings & Interruptions
Average meeting hours per week (last 4 weeks)?
Not answered
How often do ad-hoc "hop on a call" requests happen?
Not answered
Meeting distribution is mostly...
Not answered
How much control do you have over moving/declining meetings?
Not answered
Autonomy & Measurement
Work is measured primarily by...
Not answered
Manager style is mostly...
Not answered
How clear is "done" (acceptance criteria)?
Not answered
Your work depends on other people/teams...
Not answered
Responsiveness & Sync
Typical expectation for response time during work hours?
Not answered
How many channels regularly produce urgent work?
Not answered
Required real-time overlap with team (per day)?
Not answered
Risk: On-call, Monitoring, Sales Pressure
On-call rotation / paging exists?
Not answered
If escalations happen, required response SLA is...
Not answered
Monitoring/presence detection on your work device?
Not answered
Role is quota-carrying / commission-heavy?
Not answered
Complexity & Ramp
Distinct stakeholders you actively support weekly?
Not answered
How many tools/systems do you use daily for core work?
Not answered
Concurrent projects in flight you personally drive?
Not answered
How often priorities change unexpectedly?
Not answered
Documentation/process maturity is...
Not answered
Org changes/reorgs happen...
Not answered
Visibility & Culture
Executive visibility for your work is...
Not answered
Required verbal updates (standups/status) are...
Not answered
After-hours pings are...
Not answered
Culture rewards...
Not answered
Contract & Compliance
Employment contract moonlighting policy is...
Not answered
Time tracking / timesheets expected?
Not answered
IP assignment scope is...
Not answered
Role Leverage
Can you build reusable systems/automations that reduce effort over time?
Not answered
How often does the job require fresh bespoke thinking under time pressure?
Not answered
Personal Utility (Required)
Annual total compensation for this job (USD)?
Not answered
Expected hours per week for this job?
Not answered
Actual hours per week you expect to work for this job?
Not answered
Your current total annual compensation across all jobs (USD)?
Not answered
Your current total hours per week across all jobs?
Not answered
Desired additional annual income (USD)?
Not answered
Max total hours/week you can sustain long-term?
Not answered
Risk tolerance (burnout/termination risk vs income)?
Not answered
How scoring works
Weights (read-only)
Unsure default
0.45
Modifier rules
Presence/screenshot monitoring is structurally hostile to OE.
If any: MONITORING_HARD. Cap 25.
Activity monitoring increases detection and stress risk.
If any: MONITORING. Cap 40.
Quota-carrying roles increase sync, scrutiny, and unpredictability.
If any: QUOTA. Cap 35.
On-call with strict SLA sharply reduces schedulability.
If all: ONCALL, SLA_CRITICAL. Multiplier x0.35.
Heavy on-call is an OE killer.
If any: ONCALL_HARD. Multiplier x0.4.
Frequent ad-hoc calls + high meetings creates constant collisions.
If all: ADHOC_TOXIC, MEETINGS_HEAVY. Cap 45.
Low calendar control reduces your ability to deconflict.
If any: CALENDAR_NO_CONTROL. Multiplier x0.75.
Explicit prohibition increases termination risk.
If any: MOONLIGHT_PROHIBITED. Cap 20.
All responses stay in memory for this session only. No storage, no tracking, no transmission.