The Platform

The framework,
made operational.

The Career Intelligence Framework has six pillars. The platform has seven steps. Each step exists to activate one or more pillars in a specific person's career — not to deliver features, but to translate philosophy into practical intelligence.

Assessment
→
CI Report
→
Directions
→
Capability
→
AI Opportunity
→
Growth
→
Positioning
The design principle

This is not a feature list.
It is an implementation guide.

Every component of the platform was built to operationalise a specific pillar of the Career Intelligence Framework. The framework came first. The platform exists to make it real — for one person, at their specific career stage, in their actual labour market, with their real capability profile and their genuine AI exposure mapped precisely.

What this means in practice: there is no generic output. The same platform, used by a 19-year-old school leaver and a 44-year-old professional in transition, produces entirely different intelligence — because the pillar data is different, the market context is different, and the positioning questions are different. The architecture is consistent. The output is personal.

The journey

Seven steps.
Six pillars activated.

Each step in the platform journey is purpose-built to generate intelligence for a specific pillar. Together they produce a complete Career Intelligence profile — the first time, and every time you return.

📋
Step 1
Assessment
Activates: Career Identity · Adaptability
📊
Step 2
Career Intelligence Report
Synthesises all six pillars into one profile
🗺
Step 3
Career Directions
Activates: Market Position
⚡
Step 4
Capability Insights
Activates: Capability
🤖
Step 5
AI Opportunity Layer
Activates: AI Opportunity
↗
Step 6
Career Growth Plan
Activates: Adaptability (development)
🎯
Step 7
Continuous Positioning
Activates: Positioning — ongoing, longitudinal
positionmeai.co.za/assess

Career Identity & Adaptability

How do you feel when work changes suddenly around you?

Section 2 of 7 · Question 8 of 42

Think of a recent moment when your role or responsibilities shifted unexpectedly. Which response best describes how you moved through it?

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2
3
4
5
Felt destabilised, took significant time Adapted with relative ease
Your answers are never compared to others Next →
Step 1
◆ Pillars: Career Identity & Adaptability

Assessment

The platform begins with a 42-item validated assessment drawn from the Career Adapt-Abilities Scale (Savickas & Porfeli, 2012), the Graduateness Skills and Attributes Scale (Coetzee, 2014), and identity-anchoring instruments from career construction theory. It is not a personality test. It is a career capability measurement.

Why this design decision

The assessment is structured into seven sections, each mapped to a specific construct. Questions are framed in the past tense ("Think of a time when...") rather than aspirational ("I prefer to...") to ground responses in actual behaviour rather than idealised self-image. This is the standard for validated measurement instruments — it reduces social desirability bias.

42 items across 7 validated constructs
Approximately 12–15 minutes to complete
No login required — Career Report delivered immediately
Responses never benchmarked against others — only against yourself
Designed for re-completion: your profile updates as you grow
positionmeai.co.za/report

Your Career Intelligence Report

Generated · 23 June 2026 · Profile: Emerging Professional

72
Career self-management
82
Adaptability
68
Critical reflection
76
Lifelong learning
88
Goal-directed behaviour
54
Social capability
71
Developing Band · Priority: Goal-setting & structure
Step 2
◆ Synthesises: All six Framework pillars

Career Intelligence Report

Immediately upon completing the assessment, the platform generates a personalised Career Intelligence Report. It scores and bands all six constructs, identifies the primary development priority, and provides a narrative interpretation — not a raw number table, but an explanation of what the pattern across the six scores means for this person's career right now.

Why this design decision

Most assessment reports show you scores and stop there. The CI Report interprets the pattern — because the pattern matters more than any single score. A person with high Lifelong Learning but low Goal-directed Behaviour has a specific development challenge that is different from the reverse. The report names it, explains it, and points forward.

Six construct scores, each banded (Emerging / Developing / Established / Advanced)
One primary development priority identified with explanation
Narrative interpretation — not bullet points, actual career meaning
Downloadable PDF with full methodology notes
Free, no sign-up, delivered within seconds of completing assessment
positionmeai.co.za/directions

DIRECTIONS MATCHED TO YOUR PROFILE

🎯
UX Research & Product Strategy
Identity match: high SA demand: growing AI-stable
Qualification: Diploma or degree (UX / Product Management) · ABET Level 5+
📊
Data Analysis & Business Intelligence
Identity match: medium SA demand: high
Qualification: NQF Level 5–7 · Short courses available
🤝
Learning & Development Specialist
Identity match: high AI-augmented
Qualification: ETDP or ETDSA NQF 5 · HR background valued
Step 3
◆ Pillar: Market Position

Career Directions

Based on the Career Identity profile and Capability scores from the assessment, the platform surfaces a ranked set of career directions matched to the person's actual data — not generic "careers that suit your personality type," but specific directions with market context: current SA demand, qualification pathways, earning bands, and AI stability rating for each.

Why this design decision

Career directions without market context are aspiration without architecture. This component operationalises the Market Position pillar by grounding the identity-derived directions in labour-market reality. SA-specific data is the default. Directions are ranked by the intersection of identity alignment and labour-market demand — not by prestige or convention.

Ranked by identity alignment × market demand intersection
Each direction includes: SA demand indicator, AI stability rating, qualification pathway, NQF level
Geographic context: metropolitan, secondary city, and remote-ready directions differentiated
Links to SAQA, DHET, and professional body registration requirements where applicable
positionmeai.co.za/capability

CAPABILITY PROFILE · 6 CONSTRUCTS

82
Career Self-mgmt
68
Adaptability
76
Critical Reflection
88
Lifelong Learning
54
Goal-directed
71
Social Capability

Priority insight: Your highest score is Lifelong Learning (88). Your lowest is Goal-directed Behaviour (54). This gap is specific and actionable: you are naturally inclined to absorb new knowledge but you may find committing to a specific direction and structured plan more difficult. The development intervention is not more learning — it is structured goal-setting practice.

Step 4
◆ Pillar: Capability

Capability Insights

The Capability Insights section translates the six validated construct scores into specific, named developmental patterns. Rather than listing all six scores with equal weight, the platform identifies the highest-value insight: the gap or strength that most determines this person's career trajectory, and the specific development action that addresses it.

Why this design decision

The Coetzee (2014) research shows that the pattern across the six constructs — not any single score — predicts employability outcomes. A high Lifelong Learning score in the absence of Goal-directed Behaviour produces someone who learns extensively but cannot capitalise on it. The platform names this pattern and makes the development implication concrete.

Six construct scores with named banding (Emerging / Developing / Established / Advanced)
Pattern identification: which combination of scores is driving career outcomes
Priority development recommendation — one specific, actionable focus rather than six simultaneous improvement goals
Capability gap analysis versus direction requirements: "your target direction needs X — you are currently at Y"
positionmeai.co.za/ai-opportunity
🤖 AI Opportunity Map · UX Research & Product Strategy
⚡

AI-augmented — growing valueSynthesis of user research findings from large interview datasets; rapid prototype iteration; competitive landscape analysis

🛡

Human-essential — stableConducting empathy-based user interviews; translating insight into product decisions; stakeholder narrative development

⚠️

AI-automating — shiftingUsability test scripting, standard report writing, recruitment screener drafting

💡

Opportunity signalAI is creating demand for "AI output evaluators" — people who can judge whether AI-generated UX decisions are sound

Step 5
◆ Pillar: AI Opportunity

AI Opportunity Layer

The AI Opportunity Layer is the component that makes this a 2025 platform rather than a rebranded 1985 one. For each career direction in the person's profile, the platform generates a task-level AI map: which tasks in that role are being automated, which are being augmented (human value increasing), which are AI-stable, and — crucially — what new task categories are emerging that the person is positioned to move into.

Why this design decision

The Acemoglu-Restrepo (2022) task-level model is the research foundation here. AI disruption is not uniform — it operates at the task level within roles, not the role level within occupations. The platform maps AI impact at the right level of granularity. This is the component that converts a frightening abstract trend into a specific, actionable career intelligence item.

Task-level AI mapping per direction (not role-level displacement scores)
Four categories: AI-augmented, Human-essential, AI-automating, Opportunity signal
Crossed with person's capability profile — "your specific strengths are AI-stable in this direction"
Updated as AI capability develops — this layer is living, not static
Grounded in Anthropic Economic Index (2025), Frey & Osborne (2013, 2017), sector-specific data
positionmeai.co.za/growth

YOUR 90-DAY CAREER GROWTH PLAN

Month 1 · Foundation
Structured goal-setting practice. 30-day, 90-day, 1-year horizon mapping. Write your career identity statement in 3 sentences.
Priority construct: Goal-directed behaviour
Month 2 · Exposure
Begin one UX research portfolio project. Conduct 3 user interviews on a topic you choose. Document insight synthesis.
Priority construct: Career self-management
Month 3 · Positioning
Reframe LinkedIn profile around judgment and user empathy. Connect with 3 practitioners in target direction. Apply for 2 roles.
Priority construct: Social capability
90-day check-in
Retake assessment. Compare construct scores. Confirm direction or adjust. Next 90-day plan generated from updated profile.
Trigger: Platform re-engagement
Step 6
◆ Pillar: Adaptability (development)

Career Growth Plan

The Career Growth Plan translates the intelligence from all five preceding steps into a concrete, time-bound development plan. It is not a generic "here are 10 ways to develop professionally" list. It is a plan built specifically from this person's profile: their priority development gap, their chosen direction, the capability distance to their target, and their AI Opportunity map.

Why this design decision

Adaptability, in the Savickas model, is operationalised through four dimensions: Concern (orientation toward the future), Control (ownership of direction), Curiosity (exploration), and Confidence (belief in execution). The Growth Plan is designed to activate all four — by building a concrete future horizon, assigning clear ownership of each step, embedding exploratory actions, and making the first step small enough to start immediately.

90-day structure (monthly milestones, named construct focus for each month)
Every action item is specific and completable — no vague "research the sector" guidance
Mapped to the capability gap identified in Step 4
Includes a 90-day re-engagement trigger: re-assess, compare scores, generate next plan
Exportable to calendar with reminder dates
positionmeai.co.za/positioning

YOUR POSITIONING INTELLIGENCE

1
Your career narrative

You are an analytical-creative professional with strong learning orientation and high critical reflective skills — positioning you in the judgment and synthesis layer of knowledge work. AI strengthens, not threatens, this profile.

2
Your next move

Complete 1 portfolio piece demonstrating user empathy → research insight → product decision chain. This is the strongest positioning signal for UX Research roles in the current SA market.

3
Your market signal

The SA market for UX Research has grown 34% in role postings over the last 18 months. Demand is concentrated in Johannesburg tech-adjacent and Cape Town startup-adjacent sectors.

🔄

Next positioning update · Set for 90 days · Re-assess on 22 September 2026 to track construct growth and refresh direction rankings.

Step 7
◆ Pillar: Positioning — ongoing, longitudinal

Continuous Positioning

The final and most important step is not an endpoint — it is a rhythm. Continuous Positioning is the mechanism by which Career Intelligence stays current. Every 90 days, the person re-engages: updates their assessment, receives an updated CI Report, and reviews how their career narrative and next actions need to evolve. This is what separates Career Intelligence from career advice.

Why this design decision

Career guidance that ends at the first report cannot build longitudinal intelligence. The Continuous Positioning architecture is designed for two things simultaneously: individual value (the person sees their construct growth over time and receives updated, market-current positioning) and institutional value (cohort-level longitudinal data becomes research-grade evidence of Career Intelligence development across a student or employee population).

90-day re-engagement cycle (configurable by institution to 6-month or annual)
Profile history: every assessment stored, construct growth tracked visually over time
Career narrative updated as profile changes — the system notices when your priorities have shifted
Market data refreshed: AI opportunity maps updated as AI capability develops
Institutional cohort analytics: aggregate Career Intelligence growth visible to university or employer
Framework to platform

Every pillar. One component.

The Career Intelligence Framework's six pillars map directly and completely to the seven platform steps. Nothing is assumed. Nothing is left to the user to figure out. Every pillar is operationalised.

Platform Step 1

Assessment

Career Identity

42 items measure identity constructs: meaning, values, and orientation toward work. The Career Identity pillar score comes directly from the assessment instruments.

Platform Step 4

Capability Insights

Capability

Six validated constructs from Coetzee (2014) and Bezuidenhout (2010) produce the Capability profile. The pattern — not the score — is the unit of insight.

Platform Step 3

Career Directions

Market Position

SA labour-market demand data, qualification pathways, and earning bands are the Market Position inputs. Directions are ranked by identity × market intersection.

Platform Steps 1 + 6

Assessment + Growth Plan

Adaptability

The Career Adapt-Abilities Scale (Savickas & Porfeli, 2012) scores Concern, Control, Curiosity, and Confidence. The Growth Plan builds all four dimensions into each 90-day plan.

Platform Step 5

AI Opportunity Layer

AI Opportunity

Task-level AI impact maps per direction. Anthropic Economic Index and Acemoglu-Restrepo model applied per role, per person, updated as AI capability develops.

Platform Step 7

Continuous Positioning

Positioning

Career narrative, next-move specifics, market signals, and the 90-day re-engagement cycle. The action layer that makes every other pillar consequential.

Who uses the platform

The same framework.
Different starting points.

The Career Intelligence Framework is universal. The platform adapts its output to where the person is in their career arc. Three starting points. One architecture.

🎓
School leavers & graduates

Building a career before it starts

No career history to draw from. The platform focuses on identity-building, capability baselining, and direction-setting with full market and qualification context. The goal is the first confident, well-reasoned career move — not the last.

Start Career Report (SA) →
💼
Mid-career professionals

Navigating AI-era repositioning

Career history exists. The challenge is mapping how AI is changing the value of accumulated experience and identifying the repositioning moves that preserve and build on it. The AI Opportunity Layer is most critical here.

Start Career Report (SA) →
🏛
Universities & employers

Deploying Career Intelligence at scale

Institutional deployment activates cohort-level analytics, longitudinal tracking, and the full continuous positioning architecture across a student or employee population. MAUI (Mass Administered Unique Individual) design scales without personalisation loss. Pilot ready. First institutional deployment conversations are open now.

Request a pilot conversation →
Experience it

The platform is live
in South Africa.

The free Career Intelligence Report — Assessment + Report + Directions + Capability Insights — is available now, no sign-up required. Complete in 12–15 minutes. Receive your report immediately.

Try the free Career Report → Request a pilot →

Free · No login required · South Africa · Delivered immediately