samarv/career-progress-job-moves

Career Progress Framework (Job Moves)

Value Proposition: Stop choosing jobs based on features (salary/title) and start "hiring" roles that provide the specific experiences and progress you need. By identifying your current "Quest" and analyzing your energy drivers, you can find a role that reduces stress and increases productivity.

1. Diagnose Your Career Quest

Identify which of the four primary "quests" is driving your desire to change. Each quest requires a different strategy for your next move.

• Get Out: You are in a toxic or exhausting environment. Your priority is to stop the bleeding. Look for a "Jobcation"—a role you can do with "one hand tied behind your back" to rest and recover.
• Take the Next Step: You have mastered your current role but the path upward is blocked. Optimize for skill acquisition and "half-steps" that lead to your ultimate long-term goal.
• Regain Control: Your work is bleeding into your personal life. Optimize for time management, boundaries, and autonomy over your schedule.
• Realignment: You were promoted or shifted into work you dislike (e.g., a maker moved into management). Optimize for getting back to the core tasks you actually enjoy and excel at.

2. Conduct an Energy Audit

Analyze the specific contexts that give you energy versus those that drain it.

1. Review the last 12 months: List 3–5 moments where you felt a "2X or 3X" surge in energy. Identify the context: Who were you with? What was the specific problem? What was the pace?
2. Identify Drains: List moments that left you depleted. Use the "Bottom 5" of a strengths assessment (like StrengthsFinder) to identify tasks that inherently drain you because they are outside your natural wiring.
3. Define Requirements: Convert these into design requirements.
   • Bad: "I want to learn."
   • Good: "I need a role where I am solving a new problem every week because I get bored once I master a process."

3. Prototype Your Next Job

Before applying, test your assumptions about a role through informational interviews.

1. Go Wide: Identify 3–5 different industries or roles where your energy drivers might fit (e.g., a neuroscientist looking at NatGeo coordinating).
2. The "Undercover" Interview: Find people currently in those roles on LinkedIn. Ask: "What is a typical Tuesday like?" "When do you feel most stressed?" "What does progress look like in this seat?"
3. Check the Reality: Compare their answers to your energy drivers. If a "travel" job is actually 90% logistics and 10% travel, and you hate logistics, discard it.

4. Craft Your Career Story

Use the "Pixar Template" to explain your move to hiring managers. This makes the abstract "why" of your career concrete.

• Once upon a time... [Your background/early career]
• Every day... [How you used your core skills]
• Until one day... [The moment you realized you needed a change]
• Because of that... [The steps you took to learn/shift]
• Because of that... [The results of those steps]
• Until finally... [Why you are applying for this specific role now]

Examples

Example 1: The Startup Burnout (Get Out Quest)

• Context: A PM at a high-growth startup has been working 80-hour weeks for three years and feels "hollowed out."
• Input: High energy for problem-solving; extreme drain from "people issues" and lack of sleep.
• Application: The PM identifies a "Jobcation" at a stable, mid-sized company. They intentionally take a Senior PM role instead of a Director role.
• Output: They trade a higher title for a 40-hour work week, using the extra energy to go to the gym and reconnect with family, with a plan to "re-enter" high growth in 18 months.

Example 2: The Blocked Leader (Next Step Quest)

• Context: A Director of Engineering wants to be a CTO but the current CTO is a co-founder and isn't leaving.
• Input: Energy comes from "making the abstract concrete" and strategy; drain comes from routine maintenance.
• Application: Instead of applying for other Director roles, they prototype a "Chief of Staff" role for a serial entrepreneur.
• Output: They take a lateral salary move but gain the "experience" of seeing how a CEO operates, preparing them for a CTO/Founder role as their "skip-job."

Common Pitfalls

• Hiring for Features: Choosing a job based on the salary or "VP" title when the day-to-day "experience" (the meetings, the pace, the culture) is a known energy drain.
• The "Same Job, Different Office" Trap: Leaving a job because of a "Get Out" push but taking the exact same role at a competitor. You will likely feel the same "push" within 6 months.
• Faking the Interview: Trying to convince a manager you are good at everything. Instead, be honest: "I am a 10/10 at innovation and a 3/10 at harmony; I need a partner who can manage the team's interpersonal dynamics so I can focus on the product."
• Ignoring the Pushes: Thinking you can "power through" a role when you have 4+ "pushes" (disrespect, lack of learning, no control). Without addresssing the pushes, you will never feel settled.