Comprehensive score evaluating impact, keywords, formatting, and more.
A resume score answers one question: if a recruiter gave this document eight seconds, how much of your case would land? It is not a measure of your experience or your worth. It measures how well that experience is communicated — whether the achievements carry numbers, whether the keywords a role needs are present, whether the layout survives conversion to plain text, and whether the sections a reader expects are where they expect them.
Quantified achievements, metrics, and results.
Counts how many bullets carry a number, a scale or a time frame. "Managed the reporting pipeline" and "Cut reporting from three days to twenty minutes" describe the same job; only one survives a skim.
Industry-specific keywords and skills.
Compares your language with the vocabulary of your target role — the tools, methods and responsibilities that appear repeatedly in those postings. Gaps here are the single most common cause of an automated rejection.
Layout, spacing, fonts, ATS compatibility.
Checks the things that break parsing: columns, tables, text boxes, headers and footers, image-only files, and non-standard section headings. Formatting issues are invisible to you and fatal to the parser.
Summary, experience, education quality.
Judges whether your summary states a direction rather than a wish, whether experience entries follow a consistent shape, and whether your education section is doing work proportional to your seniority.
Technical and soft skills presentation.
Looks at whether skills are grouped meaningfully, named the way employers name them, and backed up somewhere in your experience. An unsupported skills list reads as padding.
Combined score for complete picture.
A weighted roll-up of the five sub-scores. It is useful for comparing versions of your resume against each other, and close to useless on its own — always read the sub-score that is lowest.
Well-optimised, ready to submit.
Solid, with identifiable room for improvement.
Needs work on achievements and keywords.
Fix structure and keywords before you apply.
Improvement is sequential: fix what breaks the parser before you touch a single word, because content improvements are wasted on a document the software cannot read. Work down this list in order and re-score after each step — the first two usually move the number more than everything after them combined.
Collapse columns and tables into a single readable flow, move anything out of headers and footers, replace skill meters and icons with plain text, and export a text-based PDF. If the file cannot be parsed, no amount of good writing will rescue it.
Rewrite the top five bullets so each one carries a magnitude, a percentage or a time saved. Start with your most recent role, because that is where a reader looks first and where an unquantified bullet costs the most.
Compare your resume against the job description and add the terms you genuinely hold but have written differently. Never add a term you cannot defend in an interview — a keyword that wins the interview and loses it five minutes later has cost you the job.
Three lines maximum: the role you are targeting, the scale you have worked at, and the strongest result you own. Objective statements that say you are "seeking a challenging role" consume prime space to say nothing.
Remove duties, job descriptions lifted from the posting, and anything older than fifteen years that does not support the role you want. Density beats length in both the parser and the skim.
A score above 80 means your resume is well optimised for both automated screening and a human skim. Between 60 and 79 you have a workable resume with identifiable gaps. Below 60 the issues are structural — weak keywords, unquantified achievements, or formatting that costs you points before anyone reads the content.
Six things: impact (whether achievements carry numbers and outcomes), keyword coverage against your target role, formatting and ATS compatibility, the quality of your summary and experience sections, how your skills are presented, and an overall figure that combines them. Each sub-score is reported separately so you know which section to fix first.
No. The score measures how well your resume is built, not how strong your candidacy is. It cannot judge whether your experience matches the role, whether your career story is coherent, or how you compare with other applicants. A high score with thin experience still loses to a strong candidate with a slightly worse-formatted resume.
It can, indirectly. Many employers auto-reject resumes that score poorly on keyword matching or that the parser cannot read cleanly, and those rejections never reach a human. Fixing the formatting and keyword issues behind a low score removes a failure mode you would otherwise never see.
The ATS checker tests your resume against a specific job description and reports keyword gaps for that posting. The resume score is a general quality rating that works on the document alone, so you can use it before you have a target role. Most people run the score first to fix the fundamentals, then the checker on each application.
No. The score is calculated from the resume document only. A cover letter matters to recruiters, but it neither helps nor hurts this score — which is exactly why you should treat the resume as the part that has to survive automation on its own.