Most people target too broadly because they don't know their actual floor and ceiling. Here's the four-question test that sets a tight band.
1. What's the smallest and largest team you've directly managed in the last five years? This sets your management range. Managed 6+, you don't apply to first-line manager roles. Managed 0, you don't apply to "manager of managers."
2. What's the highest comp band you've actually been in? Senior hiring expects you've been within ~15% of the band you're targeting. Bigger jumps need a clear narrative.
3. What's the largest scope you've owned end-to-end? Revenue, headcount, geography, products. Use the upper number. Roles needing 2-3x your scope are stretches; 5x is unrealistic without a story.
4. Who interviewed you in your last two jobs? VPs and C-suite means you're operating at Director+ even if your title lags. Peers and managers means Senior IC or Manager.
Those four answers give you a tight band, usually about a 1.5-level range. Target inside it, plus one stretch when the case is strong. Below the band wastes applications and reads as overqualified. Far above it wastes more.
Knowing your floor is what makes targeting honest, and an honest target is what makes the search fast.
— Dr. Hosney Adel