What we look for
A recruiter should be able to tell what kind of work you do, what you owned, how large or complex the work was, and what changed because of it.
We look for those details in your resume. If one is missing, we point out the question instead of guessing.
That whole-document view matters. In one recruiter study, judgments changed when reviewers saw real resumes rather than stripped-down candidate profiles, which is why the written review stays attached to the document's context.1
What comes from research, and what is ours
The cited studies inform the whole-document review and our view of first-pass attention. The scoring method itself is ours.
- What comes from research
- How real resumes can change recruiter judgments, and how attention moves during an initial review.
- What we designed
- We chose the four dimensions, the score bands, and how the evidence is organized in the report.
Why the overall score is not a simple average
One missing fact can change the entire read. A resume with clean formatting may still leave ownership impossible to place. Another may have uneven prose but make the candidate's scope and results unmistakable. The four diagnostics organize the evidence; the overall score reflects the whole document.
What the scores mean
We set these score ranges as part of our review method. They organize the findings; they do not predict hiring outcomes.
Clear and specific
The career story, ownership, results, and structure are consistently easy to understand.
Mostly clear
Most of the document is understandable, with a few important details still missing or buried.
Needs more context
Several parts of the document are difficult to evaluate. Start with the first recommended change.
How to use the score
Start with the written finding that would make the biggest difference. Use the score to see where to begin; do not edit only to raise the number. In a 2023 eye-tracking study, longer review time and attention to the Experience section were associated with resumes moving forward. The study did not test our score. It supports the simpler point that useful evidence needs clarity and context to earn a closer look.2
This method helps us review resumes consistently. It is not an ATS hack or a prediction of your chances.
Limitations
- •The scores are guideposts, not predictions. Read them with the written feedback.
- •Industry and role context can change what matters most.
- •A resume score cannot account for bias, referrals, the job market, or an employer's hiring process.