Candidate fit, sourced from O*NET
Score a candidate against a specific O*NET occupation and return a fit report — per-attribute optimal band, behavioral fit score, optional cognitive score, and interview questions. Bands derived transparently from O*NET Work Styles.
O*NET job-fit scoring measures how well a candidate matches a specific occupation using U.S. Department of Labor O*NET data. JobCannon derives an optimal Big Five band per occupation from O*NET Work Styles importance ratings, then scores the candidate against those bands.
The report returns, per attribute, the role's optimal band with the candidate's marker and an in-zone / near / off verdict, plus a composite behavioral fit score, an optional cognitive/reasoning score weighted by role complexity, a mismatching-trait list, and interview questions targeted at each deviation.
The Work Styles → Big Five crosswalk is the standard I/O-psychology correspondence and lives in auditable code, not a black box — and where an occupation has no incumbent data the API says so rather than inventing a band.
Delivered over the same three-call assessment API (X-API-Key), so you render the fit report inside your own ATS. Live on the Scale tier ($199/mo), then $2/assessment.
Transparent, sourced, hiring-manager ready.
Run these through the API for a full fit report.
For scoring candidates against O*NET roles
This is the scoring model behind the assessment API for hiring — see that page for the hiring-team overview, or the Assessment API for the full three-call lifecycle and the psychometric API umbrella.
Comparing incumbents that use O*NET job profiles? Read JobCannon vs Wonderlic, vs Berke, vs Criteria, or vs SHL.
Part of the assessment API on the Scale tier ($199/mo) with a monthly assessment allotment; additional assessments are $2 each. The job-fit report endpoint adds no per-call surcharge on top of the scored assessment.
Always free for micro-teams
For solo coaches and small HR
For startups, teams and HR
For agencies, L&D and scale-ups
For 200+ person companies
Self-serve checkout via Stripe — major cards, Apple Pay, Google Pay, Link. Cancel anytime; 14-day money-back on Starter, Team, and Scale. Enterprise via the contact form below.
Tell us the roles you hire for and your expected volume. We respond with a sandbox key and the endpoint reference.
O*NET job-fit scoring measures how well a candidate matches a specific occupation using the U.S. Department of Labor's O*NET data. JobCannon derives an optimal band per Big Five factor for each occupation from O*NET Work Styles importance ratings, then scores the candidate's assessment against those bands. The more a role weights a work style, the higher the optimal level of the matching trait — so "attention to detail matters a lot for this role" becomes a higher optimal Conscientiousness band, and the candidate is placed in-zone, near, or off it.
For a chosen O*NET occupation code the report returns, per attribute: the role's optimal band (min–mid–max percentile), the candidate's value, an in-zone / near / off verdict, a direction (above/below), and plain-language ideal-vs-observed descriptors. On top of that it returns a composite behavioral fit score (0–100), an optional cognitive/reasoning score, a mismatching-trait list, and behavioral interview questions targeted at each deviation. It is a hiring-manager report — you render it in your own UI from the JSON.
O*NET groups 16 work styles under higher-order nodes that map onto the Big Five via the standard industrial/organizational-psychology crosswalk: Achievement, Persistence, Initiative, Dependability, Attention to Detail and Integrity load on Conscientiousness; Cooperation, Concern for Others and Social Orientation on Agreeableness; Leadership and Social Orientation on Extraversion; Innovation, Analytical Thinking and Independence on Openness; and Self-Control, Stress Tolerance and Adaptability map to emotional stability, i.e. the inverse of Neuroticism. We average the role's importance ratings for each factor's work styles and convert that to a target percentile band. The crosswalk is transparent and auditable, not a black box.
Optionally, yes. O*NET also carries a cognitive-ability importance per occupation. When you run an aptitude test (IQ, critical thinking, numerical reasoning) on the same candidate, JobCannon blends a cognitive/reasoning score into an overall fit — weighted more heavily for complex, high-reasoning roles, following the same principle Wonderlic uses. Skip the aptitude test and you still get the full behavioral fit report.
Optimal bands are computed for every O*NET occupation that carries a Work Styles profile — 894 occupations from O*NET 30.0. The broader knowledge graph behind AI Career Match spans 2,536 careers. If an occupation has no incumbent Work Styles data, the API returns a clear "no profile" response rather than a fabricated band — a fit is either sourced from O*NET or not returned.
O*NET job-fit scoring is part of the assessment API on the Scale tier ($199/mo) with a monthly assessment allotment, then $2/assessment over the cap — roughly $1/assessment at committed volume, with no annual re-pricing. The job-fit report endpoint itself adds no per-call surcharge on top of the scored assessment.