Context and relevance. The article is devoted to the adaptation of the Career Engagement Scale for the Russian context. The theoretical basis of the study is the concept of person-vocation fit, which represents one of the levels of person-environment fit. Objective. To adapt the Career Engagement scale for Russian representation. Hypothesis. The hypothesis of the best fit of the single-factor approach for the Career Engagement scale of the Russian representation was tested. Methods and materials. The methodology included exploratory and confirmatory factor analysis on two samples: university and college students (n = 481) and employees of organisations (n = 1000). Results. The results revealed a three-factor scale structure (“Career planning”, “Career networking”, “Career self-development”), confirmed in both samples. The obtained scale structure is consistent with the data of preliminary studies but differs from the one-factor approach proposed by the authors of the original questionnaire (A. Hirschi, P.A. Freund, A. Herrmann). The adapted 10-item scale demonstrated high reliability and validity, supported by correlations with positive affect, resilience, self-esteem, and trust. Conclusions. A reliable and valid psychodiagnostics tool has been added to the methodological arsenal of practical psychologists. The adapted questionnaire can become a basis for the design of personnel development programmes aimed at strengthening the proactivity of employees and contribute to the integration of cross-cultural and generational approaches in the research of career strategies.