Methodology
A useful career score must show what went into it.
AMIScore is designed to convert a confirmed attorney profile and a defined career objective into an explainable marketability diagnostic. Read every result with its score band, confidence, drivers, constraints, data snapshot, and methodology version.
Required result context
- Score and marketability band
- Confidence level
- Confirmed profile and objective
- Positive and limiting factors
- Market-data snapshot date
- Methodology version
The scoring sequence
Facts first. Rules second. Explanation third.
Generative systems may assist with extracting resume facts and explaining results. Numeric authority remains in structured, versioned scoring logic.
Detect practice, experience, credentials, geography, evidence, and career signals.
Let the attorney correct facts and select the objective used for analysis.
Apply structured, versioned rules to the confirmed profile and data context.
Show which inputs helped, limited, or introduced uncertainty.
Compare the confirmed profile with eligible employers and current roles.
Core factor groups
What the score can consider.
The weight and applicability of each factor depend on the methodology version and the attorney’s selected objective.
| Factor group | Examples | Why it matters |
|---|---|---|
| Practice and specialization | Primary practice, subpractice, industry, technical concentration | Employers usually hire against specific needs, not an undifferentiated “lawyer” profile. |
| Experience and trajectory | Years, progression, responsibility, continuity, ownership | Shows whether the candidate’s level and direction align with the objective. |
| Credentials and eligibility | Law school, academics where relevant, bar, technical credentials, clearance | Some roles use objective screens or require eligibility. |
| Resume evidence | Matter scale, outcomes, client exposure, leadership, counseling, industry context | Employers can evaluate only what the resume makes visible. |
| Geography and mobility | Office, market, admission, relocation, remote, travel | Location and licensing can expand or narrow the practical opportunity set. |
| Market context | Employer coverage, current eligible jobs, practice demand, source freshness | A candidate’s position depends partly on what the market currently needs. |
Confidence is separate from score
A precise-looking number can still rest on incomplete evidence.
Confidence decreases when a resume is sparse, facts are ambiguous, the objective is unclear, or relevant market data is limited. A lower-confidence result triggers clarification—not false certainty.
| High confidence | Key profile facts are confirmed and relevant evidence is sufficiently complete. |
| Moderate confidence | Some important facts or market comparisons remain incomplete. |
| Low confidence | The result requires more evidence, corrections, or a clearer objective. |
Limits
What the score cannot promise.
- It cannot measure an attorney’s personal worth or complete professional ability.
- It cannot guarantee employer interest, interviews, offers, compensation, promotion, or partnership.
- It cannot replace context the resume does not contain and the attorney does not confirm.
- Do not use it as the sole basis for an employment decision.
- It can become stale when the resume, objective, market, jobs, or methodology changes.
See the methodology applied to your own confirmed profile.
Start with a free score, then inspect the drivers and confidence behind the result.