Your career page shows the higher roles you could grow into, ranked by a fit score — the same scored surface HR sees on the career paths page, framed for you.
Where to find it
/{slug}/me/career. Available from the navigation tabs.
What you see
For each higher role, a card showing:
- The role title and the org unit it sits in.
- The fit score — a 0–100 number, colour-coded, grouped under a readiness band (Ready now, Emerging, Gap, Not ready).
- A score breakdown — open it to see every factor behind the number (job family, technical fit, general fit, sub-sector, seniority fit, org-unit proximity, Saudi preference where it applies), including the specific competencies counted for the technical and general factors.
How the targets are chosen
The roles you see are not every open role in the workspace — they are pulled from your org-structure vertical tree: your own org unit, plus up to three units above it. Within that tree, only roles genuinely above your current grade are shown; your own level and anything at or below it never appears. The reporting hierarchy plays no part in this — it is entirely about where your org unit sits and how senior a role's level is.
What this is for
- Knowing what you could grow into next. The list is concrete and grounded in your actual place in the organisation, not a generic aspiration.
- Understanding the gap. The score breakdown shows exactly which factors are working in your favour and which ones widen the gap to a given role — useful to bring into a development conversation.
- Conversation starter. I'm scoring well against the Head of Operations role one level up — could we talk about what closing the remaining gap would look like? — concrete enough to be a real conversation.
What this is not
- A job offer. A high score does not mean the role is yours. Promotion, like external hiring, is a human decision.
- A ranking among your peers. You see your own scores against the roles above you; you do not see how those scores compare to other people's.
- A reporting-line view. This page no longer walks who your position reports to — it scores roles pulled from the org-structure tree instead.
What if you do not see a role you would expect
- There is no higher-grade role in your vertical tree. If your org unit and the units above it have no real, non-placeholder role of a more senior grade, the list will be empty or short — that is a structural gap, not something about your profile.
- Your profile is light on a role's required competencies. Open its score breakdown and compare your competencies against what it requires — the gap is usually visible there.
- Your profile has stale measurements. If your most recent assessments are old, the score may not reflect your current state. A fresh assessment can move a score noticeably.
Visibility
Your career page is yours to read. Your line manager and HR see the same scored shortlist for you in their administrative career paths view, but they do not see you viewing this page. There is no surveillance attached to looking.
Next
Your growth plan — the artifact where development is committed to and tracked — is next.