In 1978, psychologists Pauline Clance and Suzanne Imes described the "imposter phenomenon": the persistent feeling of not deserving one's own achievements, paired with the fear that at some point others will discover you're "not as good" as they think, despite objective evidence of competence.
- Low: you attribute your achievements to your own ability without much difficulty.
- Moderate: there are situations (a promotion, a new challenge) where doubt shows up, without being a constant pattern.
- High: the feeling of not deserving what you've achieved shapes much of how you experience your accomplishments.
15 statements, about 3-4 minutes. Think about your usual pattern around your achievements, not a one-off moment of insecurity.
All possible results
Low Imposter Syndrome
You attribute your achievements to your own ability without much difficulty, and a one-off mistake doesn't make you question your overall competence.
Read more about Low Imposter Syndrome
“The imposter phenomenon, according to Clance and Imes, doesn't depend on a person's actual competence: many of those who experience it have plenty of objective credentials.”
What this score means
Your answers don't show the persistent-doubt-about-your-own-merit pattern the imposter phenomenon describes. You accept recognition for your work without needing to play it down, and you attribute your achievements mainly to your own ability.
How it shows up day to day
- You accept a compliment about your work without discomfort.
- A one-off mistake doesn't make you question your overall competence.
- You share your achievements without fear that it'll look like you're "bragging" about something undeserved.
An important clarification
This result is orientation-only and informational, inspired by the imposter phenomenon described by Pauline Clance and Suzanne Imes (1978): it isn't a diagnosis and doesn't replace a professional psychological assessment.
Moderate Imposter Syndrome
There are situations (a promotion, a new challenge) where doubt about whether you deserve to be there shows up, without it being a constant pattern.
Read more about Moderate Imposter Syndrome
“Clance and Imes described the imposter phenomenon, not a clinical ‘syndrome’: a common experience, especially when taking on a new role or entering an unfamiliar environment.”
What this score means
Your answers show some doubt about your own merit, likely more pronounced in new or higher-exposure situations (a promotion, a higher-visibility project) than in your everyday routine.
How it shows up day to day
- You over-prepare in situations that make you feel more insecure than usual.
- A compliment about your work feels comfortable in some contexts and more uncomfortable in others.
- The feeling of "not being up to it" shows up in specific moments, not constantly.
An important clarification
This result is orientation-only and informational, inspired by the imposter phenomenon described by Pauline Clance and Suzanne Imes (1978): it isn't a diagnosis and doesn't replace a professional psychological assessment.
High Imposter Syndrome
The feeling of not deserving what you've achieved, and the fear of being found out, shape much of how you experience your accomplishments.
Read more about High Imposter Syndrome
“Clance and Imes originally documented this pattern in high-achieving academic and professional women, but later research has found it in people of any gender and across virtually any high-pressure field.”
What this score means
Your answers show a sustained pattern: you credit your successes to outside factors more than to your own ability, you over-prepare out of fear that people will notice you don't "really know" the subject, and you rarely fully enjoy an achievement without immediately thinking about what could go wrong.
How it shows up day to day
- It's hard for you to believe you deserve recognition, even when you've objectively earned it.
- You still feel like a beginner, even with the training or experience you need.
- You avoid sharing your achievements, afraid it'll look like you're bragging about something undeserved.
An important clarification
This result is orientation-only and informational, inspired by the imposter phenomenon described by Pauline Clance and Suzanne Imes (1978): it isn't a diagnosis and doesn't replace a professional psychological assessment. If this feeling is causing you significant or ongoing distress, working with a professional can help address it in depth.
Frequently asked questions
Is imposter syndrome a clinical diagnosis?
No. Clance and Imes described it as a "phenomenon," not a disorder listed in diagnostic manuals. It's a common psychological experience, not a clinical category.
Does it only affect people who aren't very competent?
No, it's actually the opposite of what you'd expect: it tends to show up in people with real, objective achievements who still can't internalize that evidence of competence.
Does it only show up at work?
Not necessarily, though that's where it's studied most often. It can also show up in school, in parenting, or in any role where a person feels they have to "prove" they deserve to be there.
Is this test reliable?
It's an orientation-only, informational approximation, not a validated clinical instrument like the Clance Impostor Phenomenon Scale (CIPS). For a deeper look, that questionnaire and support from a professional are the recommended path.
How long does the test take?
Between 3 and 4 minutes: 15 statements with five response options each.
Is it free?
Yes, it's completely free: no sign-up or payment needed to take the test and see your result.