We evaluate careers
the way hiring decisions are made.
Oceanic Solutions provides structured career assessments aligned with how recruiters and hiring managers actually evaluate candidates.
Our approach
Most candidates misunderstand why they are not progressing in hiring processes.Applications are submitted. Interviews are limited. Feedback is vague or absent.The issue is rarely effort — it is misalignment with evaluation criteria.
We focus on understanding how profiles are screened, interpreted, and compared — not how they are presented subjectively.
Hiring decisions follow patterns.
We analyse those patterns.
Our work
A structured evaluation of career positioning.
We assess career profiles using the same criteria applied in real hiring decisions.
Career positioning
Evaluation of how a candidate’s background, experience, and narrative are interpreted in hiring decisions.
Role alignment
Assessment of alignment between a candidate’s profile and the requirements, expectations, and seniority of target roles.
Hiring signals
Analysis of the signals that influence recruiter and hiring manager decisions, including experience markers, progression patterns, and credibility indicators.
Start with clarity.
Before you apply, reposition, or commit
Understand how your profile is evaluated in real hiring decisions.
Oceanic Solutions provides a structured assessment of your profile against real-world hiring standards.You gain a clear view of strengths, gaps, and priority actions—so your next career move is informed, deliberate, and defensible.
How the assessment works
A structured process designed to mirror real hiring evaluation.
Profile submission
You provide structured information covering background, experience, and target roles.
The assessment focuses on how this information is interpreted in real hiring contexts.
Structured evaluation
Your profile is reviewed using consulting-style frameworks and evidence-based criteria
aligned with recruiter and hiring manager decision-making.
Positioning insights
You receive a clear view of strengths, gaps, and priority actions required
to improve your positioning for the roles you are targeting.
The assessment provides
Decision-oriented insight into your current career positioning.
Current Positioning
An objective view of how your profile is likely to be interpreted in real hiring
decisions, based on role requirements and market expectations.
Gap Analysis
Identification of specific gaps, inconsistencies, or risk signals that may be
limiting shortlisting or interview progression.
Strategic Direction
With data-backed strategies, we make sure your ads get in front of the right people — at the right time.
Who the assessment is designed for
The assessment is designed for individuals navigating competitive entry-level and experienced hiring environments who require an objective view of their career positioning.
Early-career candidates
University students and recent graduates preparing for competitive recruitment processes, seeking to understand how their profile is
evaluated by employers beyond academic performance.
Career transition candidates
Professionals assessing a move across roles, functions, or industries who need clarity on feasibility, positioning gaps, and prioritised actions.
Coverage That Counts
Individuals targeting selective organisations where small differences in positioning materially affect interview and hiring outcomes.
Assessment Scope
What does the assessment evaluate?
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The assessment evaluates career positioning as it is likely to be interpreted
in real hiring processes, with a focus on role alignment, signal strength,
and comparative positioning.
What information is used in the assessment?
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Analysis is based on the information provided through the assessment,
including academic background, experience, target roles, and constraints.
Evaluation is conducted using structured, evidence-based frameworks.
Can you help with just one part of our branding, like messaging or design?
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The assessment is diagnostic in nature. It is designed to clarify positioning,
constraints, and strategic options, rather than to predict or guarantee
specific hiring outcomes.
How should the assessment be used?
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Findings are intended to support prioritisation and decision-making,
helping determine where changes are most likely to have a material
impact on positioning.
Our approach is evidence-led.
Every assessment is grounded in structured analysis, benchmarked against real hiring practices and decision criteria used by employers.We focus on substance, not surface signals—so conclusions are defensible and actionable.
Next step
