Noa didn't know what was happening in Konosuba World after he left.
Once he returned to the Great Tree Village, he immediately focused on the newly obtained job transfer system.
He had been occupied earlier—first by dealing with the overly enthusiastic crowd, then by discussing the liaison officer arrangement with Eris—so he had not yet properly examined what he had redeemed.
Now, back in his bedroom where the environment was quiet and undisturbed, he finally closed his eyes and began to review the system information in detail.
After a moment, he opened his eyes again, a look of clarity forming in his expression.
"So that's how it is… this structure."
The job transfer system provided by the system was slightly different from the version he had encountered in Konosuba world.
First, it did not operate as a large-scale framework that directly overrode or replaced the world's rules.
Instead, it resembled something closer to a structured "favor" system, divided into a main system and multiple subsystems.
The main system was equivalent to the core authority that Noa himself controlled. Through it, he could grant others subordinate subsystems.
These subsystems functioned as independent panels assigned to individuals through job transfer, each one directly linked back to the main authority.
In essence, it was very similar to the concept of "favor" he had been using, except more standardized and systematized.
The key difference lay in functionality and development direction.
The job transfer system was already in a relatively complete state from the beginning. Unlike the favor system, which required continuous refinement and expansion after acquisition, the job transfer system could be used immediately upon activation without obvious structural flaws that demanded urgent improvement.
If there was any limitation, it was mainly in scale.
Unlike the Konosuba world's planetary-wide system, this was not a massive coverage structure. Its operational range was significantly more restricted. At present, the effective radius of a subsystem was approximately five kilometers.
In practical terms, this meant that experience acquisition and growth for job transferees would only function within a five-kilometer radius of the subsystem's location.
For example, if someone set a trap or conducted an activity in Konosuba world and then teleported away, that action would no longer count for experience gain under this system if it exceeded the range limit. Once the distance surpassed five kilometers in a straight line, the system would no longer register progression.
However, Noa did not consider this a major issue.
It was only a limitation in experience collection range, and such a restriction could be adjusted or optimized later.
In fact, it might not even require direct modification.
If integrated properly with the favor system, this distance limitation would likely be resolved naturally as part of system fusion and expansion.
As he continued analyzing both systems side by side, Noa gradually noticed a deeper structural difference between them.
Although both systems were designed to enhance strength, their underlying logic was fundamentally different.
The favor system focused on sublimation.
If a person was viewed as a container, then favor acted by improving the container itself—expanding its capacity and strengthening its structural limits. It was an upward evolution of potential, similar to refining the foundation of a being. In a sense, it was closer to improving innate qualifications or evolutionary potential.
By contrast, the job transfer system functioned more like filling.
It did not primarily upgrade the container itself, but instead infused it with structured "content"—skills, roles, and energy—thereby rapidly increasing immediate combat or functional strength.
One focused on raising the ceiling.
The other focused on accelerating accumulation within the existing framework.
This difference was also reflected in how professions worked. Job changes required a minimum level of compatibility or qualification to begin with, and the skill growth obtained afterward would also vary depending on the individual's underlying aptitude.
In other words, the same profession would not produce identical results across different individuals. Growth efficiency and final output would still be influenced by inherent talent and foundational quality.
Once that realization formed, Noa found the relationship between the two systems becoming much clearer in his mind.