The resume score on this site is a rule-based estimate of how readable and complete a resume is. It is made of eight parts with fixed weights, and each part has a short list of things it looks for. This page lists them, so you can judge the number for yourself and decide which suggestions to follow.
Last reviewed: October 25, 2026
Each part is scored from 0 to 100 and then multiplied by its weight. The weights add up to 100, so the final percentage is the weighted average.
| Part | Weight | What it looks for |
|---|---|---|
| ATS readability | 20 | Whether the text can be read in order: standard sections (contact, experience, education, skills, summary), complete contact details, a profile link, and no layout that scrambles extraction. |
| Keyword coverage | 18 | How many relevant role and industry terms appear in the text, and whether there is a dedicated skills section. Terms are counted as written, so a missing word means missing text, not a missing skill. |
| Content quality | 16 | A professional summary, bullets that start with action verbs, and variety in sentence length so the writing does not read as a list of duties. |
| Presentation | 14 | Clearly labelled sections, consistent date formats and contact details placed at the top. |
| Skills relevance | 12 | The number of recognisable technical skills and a reasonable balance with soft skills such as leadership and communication. |
| Experience depth | 10 | Total years of experience that can be read from the dates, and whether the roles show progression. |
| Measurable results | 6 | Numbers and outcome language in bullets. The tool asks for verified figures and does not reward invented ones. |
| Completeness | 4 | Whether the essential sections are present, with a small credit for optional ones such as projects or certifications. |
The percentage maps to a letter so you can compare drafts quickly. The letters are labels for this tool's scale, not a standard used by employers.
It is not a prediction of whether an employer will interview or hire you, and it is not a copy of any employer's applicant tracking system. Employers configure their own systems and criteria, and none of that is visible to this site.
There is no universal passing score. A figure quoted online as the number that clears screening is a guess presented as a fact. Use the score to compare your own drafts, and read the reasons beside it rather than the number alone.
Start with the parts that carry the most weight and are cheapest to fix, such as missing contact details, an empty summary or unlabelled sections. Re-run the calculator after each change and check that the extracted text still reads in the right order.
Then stop chasing points. Once a resume is readable and complete, extra points come from adding terms you can honestly support and results you can actually state, which a rule-based score cannot judge for you. Tailor the wording to each posting instead.
The score reads text, not design. A resume that looks excellent on screen can score low if its text extracts in the wrong order, and a plain document can score well while being weak on substance.
Keyword and skill rules recognise a fixed list of common terms. Specialist vocabulary, new tools and non-English terms may be missed, and unusual job titles can affect the experience reading. Treat a surprising result as a prompt to check the extracted text, not as a verdict.
The numeric score is calculated by the rules above and does not change with the AI provider. AI is used for written suggestions such as summaries and rewrites, and those are checked against your resume text for invented numbers and skills before they are shown.
AI suggestions can still be wrong or generic. Keep only what is true, and see the disclaimer for how the output is produced.
When the rules or weights change, this page is updated and the review date above changes with it. If a result looks wrong, send the page address and a short description through the contact page and it will be looked at.
Run the calculator, read the reasons under each part, and fix the cheapest ones first. Then compare the resume with a real posting, since a score cannot know what a particular employer wants.