Authority Score
AI-assisted estimateHow it is assessed today
The signed-in Scorecard's Authority dimension comes from the latest completed profile analysis. It is an assessment of content and professional signals, not a measured external reputation ranking. The Executive Scorecard also offers six separately AI-assessed dimensions.
Evidence considered
- Completed profile analysis
- Evidence and recommendations from AI-scored dimensions when available
- Timestamped Scorecard history
What this cannot prove
No independently validated percentile benchmark or direct LinkedIn reputation measure. Missing source analysis means no current metric.
How to improve
Complete profile analysis, inspect the evidence and reassess after substantive changes.
Executive Readiness
Not yet measuredHow it is assessed today
No production calculation matches the exact homepage label. The signed-in Scorecard has an Executive Positioning estimate: 50% assessed Experience + 50% assessed Authority. It is not a verified readiness or employability score.
Evidence considered
- Profile experience analysis
- Authority analysis
- Declared target roles, where present
What this cannot prove
A role-neutral readiness methodology is still to be validated. Executive Positioning is a proxy, not a claim about hiring outcomes.
How to improve
Review position-specific strengths and missing evidence in the Scorecard.
Brand Strength
Heuristic estimateHow it is assessed today
The Scorecard's Personal Brand heuristic is 60% About analysis + 40% Headline analysis. It assesses the clarity of the professional narrative; it is not a direct measurement of brand perception.
Evidence considered
- Latest About analysis
- Latest Headline analysis
- Scorecard calculation date
What this cannot prove
The present heuristic does not cover every brand touchpoint. Legacy calculations may have substituted neutral defaults when a source section was absent.
How to improve
Improve the headline and professional summary, then run a fresh analysis.
Recruiter Visibility
Not yet measuredHow it is assessed today
The current Scorecard offers a Search Visibility heuristic: 60% assessed ATS match + 40% Skills analysis. This is a discoverability estimate, not LinkedIn impressions, recruiter search appearances or profile views.
Evidence considered
- ATS assessment when available
- Skills analysis when available
What this cannot prove
LinkedIn recruiter impressions and search appearances are not verified by EXEAURAOS. We must not present the heuristic as an observed visibility percentage.
How to improve
Review role-relevant keywords and skills. Supply reliable first-party LinkedIn analytics when a supported integration becomes available.
Knowledge Growth
Observed in-app countHow it is assessed today
The authenticated Measurement Centre counts the user's current Knowledge Vault records. It shows a count, not a quality or learning-impact score.
Evidence considered
- User-scoped Knowledge Vault records
- Current record count
What this cannot prove
Counts may include drafts or assets of varying quality; a count alone does not show validated knowledge or growth over a specific time window.
How to improve
Add and review substantive knowledge assets; examine their quality and provenance separately.
Thought Leadership
Observed in-app countHow it is assessed today
The authenticated Measurement Centre counts the user's stored content posts by status (draft, scheduled, published) and compares published posts with a disclosed annual target of 104 where applicable.
Evidence considered
- User-scoped content-post status
- Published and scheduled counts
- Stated annual planning target
What this cannot prove
A published status is an in-app record, not proof of LinkedIn reach, audience quality or external publication success. Counts do not measure authority impact.
How to improve
Review drafted, scheduled and published posts, then use verified external analytics for actual reach when available.