ex-Caliber measures employer prestige in the US tech labor market. See how the companies on your resume compare—and what your next employer could add to your career story.
Compare employer prestige, explore career moves, and inspect the evidence behind each score.
When you consider a move, the employer’s reputation is part of the picture. ex-Caliber brings that context to two places it matters most: understanding your resume and finding your next job.
Employer prestige is one part of your career story. Resume analysis brings it together with progression and accomplishments, with comparisons to peers in your function and career stage.
A role tells you what you’ll do. The employer’s reputation adds another dimension. Company prestige alongside job matches helps you compare opportunities and build a more considered shortlist.
Pair that with talent flows to explore where employees come from and where they go next. Together, they add context beyond a familiar logo or job title.
Find a company on your resume or one you’re considering next. Compare its standing in US tech and inspect the evidence behind it.
Employer prestige in the US tech labor market
100.0
100.0
100.0
100.0
100.0
100.0
100.0
100.0
100.0
100.0Find the company on your resume.
Or the one you want there next.
Select a company to explore its score. Paid members unlock the full picture for 10 credits.
Take a look insideA high score tells you where a company stands. The five signals help you understand why.
Alumni recognition. Visibility. Education. Pay. Explore the individual signals alongside the overall percentile and confidence band.
Employer prestige in the US tech labor market
Ranks above approximately 100% of companies measured.
How often alumni highlight a former employer in their professional identity.
Company mentions in professional headlines and bios.
The company’s presence in news and blog coverage.
The educational backgrounds of the company’s employees.
Posted salaries relative to the market.
Each signal is a percentile. The overall score is ranked after combining the measured signals; it is not their simple average. Workplace quality and individual ability are separate questions.
You’ve seen it in a bio: “ex-Google.” “ex-Stripe.” “ex-McKinsey.” People highlight former employers because they expect that experience to earn recognition in their field. Across career histories, those choices reveal which employers professionals regard as prestigious. That behavior is the starting point for ex-Caliber.
We study how people describe their careers, then combine that evidence with media coverage, education, and advertised pay.
Every score is scoped to the US tech labor market. Employer prestige, workplace quality, and individual ability are different questions.
The score is a percentile among measured companies. Coverage and a confidence band help you read it with the right level of certainty.
See how a company compares, and what sits behind its score.
Find a companyA company’s relative prestige as an employer in the US tech labor market. The score is a percentile from 0 to 100 among the companies Skillenai measures. It describes employer prestige in this market, rather than workplace quality or any individual’s ability.
Think of “ex-Google” or “ex-Stripe” in a professional bio. People highlight former employers when they believe that affiliation adds credibility to their experience. That choice inspired ex-Caliber and is one of the five signals behind the company score.
We combine five signals: how often alumni highlight a former employer, company mentions in profile headlines and bios, news and blog coverage, where employees studied, and advertised pay relative to the market. The measured signals are combined and ranked against other companies. Missing signals are reported as unmeasured.
Consumer familiarity does not necessarily reflect employer prestige in US tech. A company may be highly regarded in another industry or country while having a lower standing in this market. Read its score alongside the signal count and uncertainty range.
The confidence band shows uncertainty around the score. A wider range calls for more caution when comparing nearby scores. The signal count tells you how many of the five inputs were measured; fewer signals mean a less complete picture.
Use the score as one part of your research. It adds context about a company’s reputation as an employer in the US tech market, but it does not measure culture, job satisfaction, or how well a role fits your goals. Talent flows on the company page show where people came from and where they went next.
