My Match

What does my AMCO score mean?

The AMCO score provides a high-level view of your compatibility for the AbilityMap Google Manager competencies for Success. Anything that is above 60 would suggest you have the potential to perform well against the Google capabilities whereas below 60 would suggest you have some development needs. Even if you obtain a score below 60, this does not mean you are unable to do the job or could not be effective. What it means is that you will require more experience, skills knowledge or training to be effective against the Google capabilities because your basic potential in those areas is not as strong as people with a higher score. This is essentially a measure of potential not a measure of actual performance. It would only be possible to measure your actual performance by knowing further things about you, such as your work background experience, knowledge and education. Information about this could really be only obtained through an interview or some other process where we have obtained that sort of information about you. So it’s important not to get too hung up on the overall job with score.

How is the AMCO score calculated?

We have developed a proprietary algorithm for calculating the AMCO score. It takes into consideration the individual’s scores on the capabilities defined in a Job Profile. See here for more information.

Why is my AMCO score low?

There are a few possible reasons that you scored low. The most common scenario is that you scored yourself middle of the road in too many of the questions in the personality section of the Imprint. We encourage people to really take their time with this section, give due consideration to each and every question and answer honestly. We want to help people find jobs best suited to their skills, because it is our belief that doing so will maximise your chance at success and happiness in life. Sometimes a low score can be a good thing, it means you won’t waste precious time going after jobs that you wouldn’t thrive at. Of course, if you’d like to re-take the Ability Imprint, please email us at

What if the Job Profile is wrong?

The current standard in Job Profiling is an arbitrary list of capabilities you see on many job ads – good communication skills, motivated, attention to detail, passionate, innovative and enthusiastic. Most often, hiring decisions are made on gut feel. It’s a completely subjective process rife with personal bias. The simple move towards using a capability framework to organise and prioritise the skills required for a job is a HUGE step up from the status quo. We take this a step further with 3 different methods of creating a Job Profile, each more successful than the last:

  1. An Expert Job Profile, whereby a single person with good knowledge of the job selects and goes through a forced pairs ranking process to prioritise the capabilities;
  2. A Collaborative Job Profile, where a group of people who know the job well perform the above;
  3. A High Performer Job Profile, whereby a group of actual high performers is invited to do an Ability Imprint, and the common traits amongst the group are identified

However, there is still the possibility that a Job Profile can be wrong. In these situations we encourage you to reach out and discuss with our support staff.

This is great for soft skills but what about hard skills?

This exercise was intended as a way to display the workings of the AbilityMap app. In a real-world scenario, the software would be used to sort and rank those applicants AFTER they had been determined to possess the hard skill requirements for the job. When considering internal staff, the AbilityMap platform is a powerful way to find individuals who possess the right mix of skills for high performance in other jobs or teams. Training and development programs can then be built for them to attain the hard skills required for that new role if required.