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Employment, Freelancing, Entrepreneurship Test

In five minutes, the Employment, Freelancing, Entrepreneurship Test presents 24 questions about your preferred work structure, independence, stability, risk, and responsibility. Your result shows how strongly your preferences align with salaried employment, freelancing, and entrepreneurship, supporting self-reflection when considering work choices or planning your professional direction.

Questions: 245 minutes

Employment, Freelancing, Entrepreneurship Test: situation and reply bubbles

October 2, 2025October 2, 2025Material has been updatedOctober 2, 2025Material has been published

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2,376 completions

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Daniel Hall Psychologist · Test reviewer

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Scale Explorer

How the Scales are Structured

EntrepreneurshipE

Measures preference for independently starting and growing one’s own work or business, including comfort with risk and decision-making.

example score19/40

19/40Moderateexample score

0 – 16Low

17 – 25Moderate

26 – 40High

A score of 19 falls in the Moderate range, suggesting a balanced interest in entrepreneurial independence with some openness to risk and responsibility.

FreelancingF

Measures preference for project-based independent work with flexible scheduling and self-managed client responsibility.

example score23/40

23/40Moderate freelance fitexample score

0 – 16Low freelance fit

17 – 25Moderate freelance fit

26 – 40High freelance fit

A score of 23 indicates a moderate inclination toward freelancing, suggesting you may value flexibility and autonomy while still benefiting from some structure and support.

Salaried EmploymentSE

Measures preference for stable, team-based work in a permanent employment setting with structured responsibilities and benefits.

example score23/40

23/40Moderate fitexample score

0 – 16Low fit

17 – 25Moderate fit

26 – 40High fit

A score of 23 indicates a moderate preference for wage labor, suggesting you can be comfortable in a structured organization while still valuing some autonomy.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

Career-path uncertain teens

41%OF USERS

High school students who can’t decide between stable employment, freelancing, or starting something of their own take it to clarify what work style fits them.

Side-hustle starters

33%OF USERS

Teens already trying small paid projects or selling services use it to see whether independence or structure will help them grow.

Teachers and school counselors

26%OF USERS

Educators run it in homeroom or career guidance to help students discuss motivation, responsibility, and comfort with risk.

BASED ON AGGREGATED, ANONYMIZED DATA FROM TENS OF THOUSANDS OF FREUDLY USERS.

Benchmarking

See How You Compare

Once you complete the test, your results are compared with real-world data from people in your country.
Below is a preview of how scores are typically distributed across each scale.

Shaded area — where most people score

Dot — the average

You — your score lands on each curve after the test— your score, after the test

EntrepreneurshipE

You?

Average15.3

Typical rangeTypical8 – 22.5

Possible0 – 40

FreelanceF

You?

Average20

Typical rangeTypical13 – 27

Possible0 – 40

Wage LaborWL

You?

Average17.3

Typical rangeTypical10.5 – 24.1

Possible0 – 40

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SAMPLE QUESTIONS

Example Questions From the Test

Read the different job characteristics and rate the extent to which each is important to you. What type of work do you consider most suitable for you? There are no right or wrong, better or worse answers; any judgment is acceptable. When responding, keep two points in mind. First, society is structured such that working is generally necessary. The question is not whether to work, but how best to organize work. Second, some expectations about work may be difficult to reconcile. For example, if you want to have no supervisors, but also state that an employer should be responsible for setting up your workplace, this is a clear contradiction. Either you take responsibility for your workplace yourself, obtain the necessary tools (and, most likely, also find work assignments), or someone else does this—but then that person is also your supervisor. Unfortunately, one cannot exist without the other. Therefore, decide what is more important to you and try to provide responses that are consistent with one another.

- Strongly disagree
- Disagree
- Somewhat disagree
- Somewhat agree
- Agree
- Strongly agree
- Strongly disagree
- Disagree
- Somewhat disagree
- Somewhat agree
- Agree
- Completely agree
- Completely disagree
- Disagree
- Slightly disagree
- Slightly agree
- Agree
- Completely agree

These are 3 of the 24 real questions — the rest appear in the test. No sign-up needed to start.

WHAT THE TEST MEASURES

Employment, Freelancing, Entrepreneurship Test - Description and methodology of the test

career guidance

People considering a change in how they work can use the Employment, Freelancing, Entrepreneurship Test to examine whether their preferences align more with autonomy, predictability, variable income, or organizational support. This career path assessment is intended for people reflecting on work choices, not for measuring current competence. It produces a comparative profile that can help organize priorities before a career decision.

What This Assessment Measures

Rather than judging job performance, the questionnaire examines preferred working conditions. It is intended for people comparing possible work arrangements. Its statements cover supervision, stability, benefits, autonomy, variable workloads, risk, leadership, and persistence.

The result contains three dimensions:

Entrepreneurship (0-40) measures orientation toward independently starting and developing a business, including willingness to take risks, make decisions, and work independently; Low 0-16, Moderate 17-25, High 26-40.
Freelancing (0-40) measures fit with project work, client-finding, self-organization, and fluctuating workloads; Low freelance fit 0-16, Moderate 17-25, High freelance fit 26-40.
Salaried Employment (0-40) measures fit with ongoing organizational work, defined duties, supervision, teamwork, and social benefits; Low fit 0-16, Moderate 17-25, High fit 26-40.

As a work preference test, it highlights conditions that may feel sustainable, not fixed abilities.

Methodology and Evidence Base

Each item in this employment options questionnaire uses a six-point agreement scale from strong disagreement to strong agreement, with minor wording variations. Responses produce separate scores for the three scales, and each score is interpreted within its displayed band; the questionnaire does not establish a validated ranking or universal comparison between them.

Conceptually, the questionnaire is consistent with Career Anchors (Schein, 1990), which connects career preferences with values, motives, and desired working conditions. It also relates to Holland’s theory (1997) that vocational satisfaction depends partly on the match between vocational personality and work environment. These links are conceptual; the online questionnaire is not presented as a reproduction of either published instrument.

Danziger, Rachman-Moore, and Valency (2008) evaluated the construct validity of Schein’s published inventory, but that evidence does not validate this online questionnaire. The displayed ranges are catalogue bands for this questionnaire, not universal employment cutoffs.

Self-report results can shift with financial pressure, recent work experiences, confidence, and changing plans. The profile is a reflection aid, not a diagnosis, proof of ability, or forecast of income.

Author: John L. Holland

Literature:

Schein, Edgar H. (1990). Career Anchors: Discovering Your Real Values. Revised edition. San Diego, CA: University Associates.
Danziger, Nira, Dalia Rachman-Moore, and Rony Valency. (2008). The construct validity of Schein's career anchors orientation inventory. Career Development International, 13(1), 7-19. 10.1108/13620430810849506.
Holland, John L. (1997). Making Vocational Choices: A Theory of Vocational Personalities and Work Environments. 3rd ed. Odessa, FL: Psychological Assessment Resources.

Updated: 2025-10-02