Is my job replaceable by AI?
A job contains more than the outputs it produces.
The score is a relative index of task exposure from 0 to 100. It is not a percentage chance of losing a job or a forecast of layoffs. Individual tasks, employer choices, adoption, and regulation all matter.
Unpack the job before judging it
Producing a draft, checking a fact, negotiating a decision, and taking responsibility for an outcome are different activities. A tool that helps with one does not automatically handle the rest.
Describe a normal working week, including coordination, physical work, and unusual cases. For example, an accountant may prepare a reconciliation, investigate an exception, and explain a judgment to a client. Assess those tasks separately rather than treating the job title as one activity.
Separate capability from adoption
A demonstration can show that a task is possible under certain conditions. A workplace needs reliability, suitable data, review, integration, and a way to handle failures.
Those requirements affect cost and adoption. There is no verified conversion from an Index score to an inference price, a headcount reduction, or a date when your role disappears.
Compare roles without confusing the scale
The occupation rankings show relative exposure scores alongside labor-market context. Lower exposure can be a reason to investigate a role; it is not a guarantee that the role suits your interests, finances, or location.
The historical Frey-Osborne framework and this Index use different assumptions. Agreement between models is not proof of accurate career predictions. Read the comparison cautions.
Ask what would improve the work
Choose one task, define a quality bar, and test a permitted workflow on non-sensitive information. Count correction and review time as part of the result.
Use what you learn to discuss training, scope, or an adjacent responsibility. A career change deserves additional evidence from practitioners, vacancies, and your own constraints.
Frequently asked questions
Does a high score mean most of my tasks can already be automated?
Not as a measured percentage. A higher score signals greater estimated exposure within the model; actual performance needs task-specific testing.
How long does a career pivot take?
It depends on qualifications, experience, finances, local demand, and the role. The assessment cannot promise a transition within a fixed number of months.
Should I buy a report before changing careers?
A deeper report is optional. Use several sources of evidence and do not make a major decision based only on a generated assessment.
Sources and methodology
The score is a relative index of task exposure from 0 to 100. It is not a percentage chance of losing a job or a forecast of layoffs. Individual tasks, employer choices, adoption, and regulation all matter.
The Index uses stored BLS-based occupation data. O*NET, OECD capability indicators, and task-exposure research are contextual references. The derivation of the stored occupation scores is not reproducibly documented in the published dataset.
The source snapshot does not record the wage-survey year or employment-projection window. Check the original BLS release before treating these figures as current. Editorial changes and export dates do not establish data freshness.