What you’ll get
- Separate evidence, practice, unknowns and formal gates without scoring yourself.
- A labelled numerical example, a research sequence and an editable planning scratchpad.
- A device-only evidence checklist and one next move: Classify a small set of requirements and name the right source for each answer.
An unresolved requirement is a question, not a verdict on your worth.
A worked example · hypothetical
Five items. Four different next questions.
Illustrative classification, not applicant or employer data: five selected requirements include two with evidence you can explain, one with practice only, one unclear and one unverified formal gate. This does not create a percentage match or a hiring probability. Each state needs a different next question. The separate time scratchpad below can budget the next investigation; it does not change your evidence.
| Self-reported state | Selected items | Next question |
|---|---|---|
| Evidence | 2 | What may I safely explain or show? |
| Practice | 1 | What did the sample not establish? |
| Unclear | 1 | Which source could clarify it? |
| Formal gate | 1 | Which authority or employer can confirm it? |
Try a small scenario · chosen example inputs
Can the next step fit your life?
Illustrative assumptions, not actual courses, traffic, salary data or outcomes. No tax calculation, decision score or prediction. Inputs stay in tab memory and are not saved; reload to reset.
Pull requirements apart before judging yourself
A list of verbs is not a diagnosis of your potential. Separate tasks, tools, experience, education, licenses and working conditions. A task you have done in another setting may provide relevant evidence. A formal credential you do not hold is a different question. Neither should be hidden inside a vague statement that you are “a good fit.”
O*NET's summary separates occupation-specific tasks, skills, work context and training/credentials. BLS explains typical preparation and distinguishes licenses, certifications and educational certificates. Use those resources to understand the categories, then check the actual role. An occupation-wide description is not an employer's complete eligibility decision.
Use four honest evidence states
Existing evidence means a truthful example or permitted work sample you can explain, including what you personally did. Practice only means an original exercise, clearly labeled as practice, not a project for an invented client. Unclear means you need better information or have not tested the task. An unverified formal gate means the authority or employer's requirement needs checking.
The requirement triage tool organizes up to five selected items using these states. It places unverified formal gates first as a research convention. It does not rank you against candidates, validate your evidence or decide whether to apply. No requirement text is uploaded or saved by the application.
Work a five-item example without making a percentage match
Illustrative example: you select five requirements. You have a permitted example for two, an original practice sample for one, an unclear tool requirement for one and a credential condition you have not verified for one. That is two evidence items, one practice item, one unknown and one formal question. It is not a hiring percentage or a pass mark.
Each item leads to a different action. Prepare the evidence you actually have. Explain the practice sample's limits. Research the unclear task or tool. Check the credential condition with the relevant authority and employer. Buying the same course for all four categories may solve none of them.
Turn an existing task into a defensible claim
Write the situation, your action, the output and the limitation. “Helped with reporting” may hide useful work, but changing it to “led analytics” without that responsibility invents a history. Use the target occupation's language only where it accurately describes what you did. Do not add a number because a resume template appears to require one.
CareerOneStop advises making relevant qualifications visible and keeping information true. A reviewer should be able to ask what you did, how you checked it and what you would do differently. If you cannot answer those questions, gather evidence before polishing the wording. The interview evidence guide develops this further.
Treat a formal gate as a research task, not a confidence exercise
Find the responsible authority where an occupation is regulated. Confirm the jurisdiction, credential route, prerequisites, accepted training and any supervised practice requirement directly. BLS notes that licensing requirements can vary by state. A provider's reassuring description is not a substitute for checking the applicable authority's information.
For an employer-specific degree, experience or tool requirement, ask what is actually required through an appropriate channel when possible. Do not imply that a certificate automatically replaces experience or that practice establishes professional authorization. The license-route guide gives a sequence for this investigation without promising eligibility.
Choose one evidence move, not a complete reinvention
A useful next step might be an original sample, a question for a person doing the work, a credential check or a smaller bridge role. Keep it specific enough to finish and review. An unknown is a reason to investigate, not automatically a reason to abandon the direction or enroll in a long program.
Your next action is to classify one small set of requirements and write a next question for each unresolved item. Keep the original wording and source in your own records, without copying confidential material here. After the investigation, change the evidence state only when the facts changed—not because you became more comfortable with the claim.
Evidence to gather next
With JavaScript and browser storage, checkmarks can stay on this device. No career notes or client information are saved.
A question worth separating
Can this requirement sorter tell me whether I qualify?
No. It organizes your selected requirements and self-reported evidence. Only the relevant authority and employer can clarify the applicable requirements. There is no match score, aptitude result or hiring probability.
Do this next · one evidence move
Classify a small set of requirements and name the right source for each answer.
Keep the question small enough to answer. A useful result can be to continue, change the route or pause—not automatically to resign, borrow or enroll.
Inspect the next assumption →