Our Methodology
How career intelligence is produced
Reignite Spirit uses a structured decision-support approach to examine career exposure, transferable skills, transition options and readiness. The process is designed to provide useful direction, not certainty.
Collect user information
The process begins with information supplied by the user, such as current role, experience, skills, location, career preferences, financial situation and transition constraints.
Understand the current role
The user’s role is assessed in terms of common activities, responsibilities, skill requirements and exposure to changing technology or automation.
Identify transferable skills
Existing strengths are mapped to adjacent occupations and career pathways where similar capabilities may remain useful.
Evaluate career risk
The platform considers task exposure, technology trends, role structure and the extent to which human judgement, relationships or physical presence remain important.
Explore localized pathways
Potential pathways may be filtered or prioritized using location, market relevance, role availability, transition difficulty and user preferences.
Assess transition readiness
Financial runway, learning requirements, timing, personal responsibilities and practical barriers may be considered when shaping recommendations.
Factors that may influence recommendations
Current occupation and experience
Transferable and adjacent skills
Automation and AI exposure
Location and labour-market context
Training or qualification requirements
Financial runway and monthly obligations
Career preferences and work conditions
Transition difficulty and expected timeframe
Important methodology limitations
Career markets, technologies, salaries, legal conditions and hiring activity change over time. Data may be incomplete, delayed, generalized or unavailable for a particular location. Recommendations should therefore be treated as decision-support information rather than predictions or guaranteed outcomes.