Gut Feel Won’t Cut It: Chart Your Job Fit

Is This Team a Fit? Build Your Own Job Search Radar Chart

Why You Should Have a Rubric?

Deciding where to work is a big deal especially when you're torn between an exciting offer and lingering doubts about the team or culture. While compensation and brand are important, they don’t tell the full story of whether you’ll thrive in a role.

When you're on the fence, a radar chart gives you a structured way to weigh your priorities. Instead of relying on gut instinct alone, you can visually map out how well a company aligns with what truly matters to you making it easier to compare opportunities and ensure you're making the right call.

How to Tailor Your Rubric for the Right Fit

Not every job seeker is looking for the same thing. Some people want organizations that excel in one or two key areas, while others prioritize a well-rounded experience. By selecting the right categories to evaluate, you can ensure your next move aligns with what matters most to you.

A radar chart allows you to rate job opportunities across different categories that matter to you.

Here are six key dimensions to consider:

1. Leadership Alignment & Decision-Making

Can you share an example of a time when leadership made a difficult decision that impacted the team, and how it was communicated?

• How are decisions made? Is it top-down? consensus-driven? or chaotic?
• Does executive leadership’s philosophy align with your long-term career and values?
• Are company goals and strategies clearly communicated?
• Does leadership act with integrity and align with your values?
• Does your direct manager’s leadership style match how you work best?

Pro Tip: Pay attention to whether leadership follows through on their stated values. Do they exemplify their values while they interview? Ask about a tough decision they made and why.

2. Team Dynamics & Work Style

What happens when there's disagreement within the team on a project or direction? Can you walk me through a recent example?

• Is teamwork encouraged or are roles highly independent?
• Are conflicts handled constructively?
• How does the team balance process and agility?

Pro Tip: If the interviewer struggles to recall a disagreement, sounds too generic or answers with a politically correct response, it may indicate a culture where issues go unspoken rather than resolved.

3. Work Expectations & Sustainability

Can you describe how your team balances workload during high-pressure periods?

• Are expectations around hours and availability realistic?
• Is the company’s approach to remote work and flexibility aligned with your needs?
• Does the culture support long-term sustainability or is burnout expected?

Pro Tip: Ask how work gets redistributed when someone takes time off. Their response will reveal a lot about team support and balance.

4. Career Development & Internal Mobility

Can you share a success story of someone who grew their career within the company?

• Are there clear paths for promotions and skill growth?
• Is the company invested in upskilling employees?
• Do leaders actively mentor and sponsor talent?

Pro Tip: If the response about career growth sounds overly polished or lacks concrete examples, it could be a red flag. Ask for specific instances of internal promotions and skill development beyond backfilling roles.

5. Organizational & Managerial Culture

How does leadership handle difficult feedback from employees, and can you give an example of when feedback led to a meaningful change?

• Are employees encouraged to express honest feedback without fear of retaliation?
• Is conflict resolution handled transparently with room for multiple perspectives?

Pro Tip: If leadership claims they have an "open-door policy", can’t provide real examples of acting on feedback or the response is generic, proceed with caution.

6. Autonomy & Creative Ownership

Can you share an example of a time when an employee outside of product management proposed an idea that was implemented? How was it received and supported?

• Are employees empowered to solve problems and take initiative?
• Does the company reward innovation or prioritize predictability?

Pro Tip: If decision-making is slow, risk-taking is discouraged, or bureaucracy stalls progress, innovation may be stifled. Ask how new ideas are surfaced, evaluated, and implemented. Specifically, request an example of when someone from an unexpected part of the organization championed an idea that led to a highly valued impact.

Step-by-Step: Using the Radar Chart to Find the Right Fit

1. Draft Your Ideal Radar Chart

Before you start evaluating companies, define what your perfect work environment looks like. What matters most to you? Sketch out an ideal radar chart with top scores in the areas you value most.

Pro Tip: Don’t think about what you want today. Also consider where you want to be in two to five years. Also, try to align the your values with the categories so you can ensure your chart skews the right way.

2. Rate Each Category

After every interview, score the company against your predefined criteria. Use real examples and insights gained from your conversations.

Pro Tip: Use a Likert scale where 1= "Strongly Disagree", 3="Neutral" and 5 = "Strongly Agree"

3. Plot the Scores

Create a radar chart for each company to map out how well they align with your priorities. Seeing gaps visually can help highlight potential red flags or strengths.

Pro Tip: If one area is dramatically weaker than others, ask yourself if that’s a dealbreaker or something you can work with.

4. Compare & Decide

Once you’ve plotted all your options, overlay the charts to compare opportunities side by side. This method ensures you’re making a data-driven decision rather than relying on gut feelings alone.

Pro Tip: A company may score high in the right areas but still not feel right. Trust your instincts and compare your other data points (pay, equity, growth, passions).

Final Takeaway: Be Proactive About Your Career

You wouldn’t expect a company to hire someone only on a gut feeling. They all have structured ways to evaluate you. Flip the script and do the same! By using a team fit radar chart you take control of your job search and make smarter decisions.

What categories matter most to you when evaluating a job? Let’s discuss in the comments!