Seven criteria a recruiter checks, weighted to 100.
Every score on this site comes from a recruiter’s read of your own page, with the counting done first. A measuring pass counts what can be counted: figures behind claims, headings, dates, the contact block, gaps between employers, promotions inside one employer as one stint. The recruiter then reads the top third the way a recruiter does in six seconds, lists the doubts a recruiter would have for the job your page presents, quotes the line behind each, and judges each criterion from 0 to 100 with a reason. The measured facts only cap a judgement where a fact is not a matter of taste: no LinkedIn and no graduation years cannot score trust above 45, a gap over six months cannot score story above 70. The score is the weighted sum. The recruiter also reads your page with your field’s own expectations in mind: for fifteen fields, from customer support to DevOps, the figures recruiters in that field look for first, the red flags they check, and the first question they ask on the screening call, drawn from the role guides those recruiters publish.
One score, worked out
The sample resume on the landing page, scored by the same reviewer that scores yours. Each criterion’s score times its weight, added up.
What the recruiter weighs, and the caps the facts set
1. Impact
weight 20- · The recruiter weighs whether each claim carries a result: a figure, a scale, a before and after. "Improved", "reduced" and "accelerated" with nothing behind them read as filler.
- · Cap from the facts: fewer than a quarter of the claims with a figure holds this at 65 or below; no claims at all under experience, at 50.
2. Title and level
weight 15- · Does the headline name one job, at the level the scope held shows, in the words a recruiter types into a search?
- · Cap from the facts: a headline that lists functions instead of one job holds this at 60 or below. Length alone never counts.
3. Relevance
weight 15- · Judged against the target the recruiter read from your page, never against a keyword list: does the page speak that role's vocabulary, with the right things first?
4. Format
weight 10- · Length, headings, bullet length, one date format, no cut-off lines.
- · Caps from the facts: more than two pages holds this at 70 or below; a line that ends mid-way, at 80.
5. ATS parseability
weight 10- · Measured, not judged: an email on the page, a phone number in the contact block, dated role lines, Experience and Education headings, a single column. Each missing piece takes a fixed amount off 100.
6. Career story
weight 20- · Do the dates tell a story a recruiter will not have to ask about? Promotions inside one employer are one stint, never job hopping.
- · Caps from the facts: a gap over six months between employers holds this at 70 or below; three or more employers under a year each, the same.
7. Trust signals
weight 10- · Can a recruiter check this person in six seconds: a LinkedIn URL, graduation years, named clients or platforms, issuers on certifications?
- · Caps from the facts: no LinkedIn holds this at 70 or below; no LinkedIn and no graduation years, at 45.
The bands
The score is the arithmetic of the seven criteria. The tag beside it is the recruiter’s call on the whole page, made while reading it. When the two disagree, the call stands and the score is left as it is; the bands below say what a score usually means.
What is not in the score
Your pay gap and the openings are shown beside the score and never move it. Pay figures come from the U.S. Bureau of Labor Statistics occupational survey for the closest occupation, national or metro; openings are live postings read from public job boards this week. No dollar figure appears unless public data or your own salary backs it.