Feature
Your ATS match score, explained.
A 0–100 score for how well your résumé matches one specific job — plus the three sub-scores behind the number.
Most résumés are filtered out before a human ever reads them. An Applicant Tracking System (ATS) parses your résumé into text, compares it against the job’s requirements, and ranks it. If the match is weak, you’re screened out silently — no feedback, no reason.
Resuvia gives you that missing feedback: paste your résumé and the job description, and you get a single match score from 0 to 100 against that exact role, plus a breakdown of where the score comes from.
How it works
- 01
Paste your résumé and the job description
Plain text from anywhere — no formatting needed.
- 02
Get your score and sub-scores
A 0–100 match against that exact role, split into skill, experience, and achievement.
- 03
Act on the gaps and re-score
Close the gaps you can honestly close, then watch the before/after lift.
What an ATS actually checks
An ATS does not “read” your résumé the way a recruiter does. It extracts text, identifies sections, and looks for the skills, titles, and terms the job description emphasizes. Formatting that confuses the parser — tables, text boxes, multi-column layouts, images — can drop content entirely.
So a strong match is two things at once: the right content (the skills and evidence the role wants) in a structure the parser can read cleanly. Resuvia scores the content match here, and rates parse-safety separately on every template.
How the score is computed
The score is measured against the specific job description you paste — not a generic “résumé quality” rubric. We extract the role’s required skills and keywords from the posting itself, then check how well your résumé evidences them.
It’s deterministic: the same résumé and JD always produce the same score. That’s deliberate. A score that drifts run-to-run can’t be trusted or acted on.
The three sub-scores
The overall number is broken into three axes so you know what to fix: Skill (do you show the required skills?), Experience (does your history match the level and domain?), and Achievement (do your bullets show outcomes, not just duties?).
These are computed deterministically from your résumé and the JD — not guessed by a model — which is why we can show them without claiming a fabricated “you’re in the top X%” percentile (we don’t have a comparison corpus, so we don’t pretend to).
What the score is — and isn’t
It’s an honest estimate of fit against one posting, and a before/after lift once you optimize. It is not the literal score of any one company’s ATS (every vendor scores differently), and a high score never guarantees an interview — many factors beyond the résumé decide that.
Used right, it turns silent rejection into a checklist: see the gaps, decide which ones you can honestly close, and re-score.
FAQ
- What’s a good ATS score?
- Higher is better, but treat it as relative: the useful signal is the lift from your starting score after you address the gaps for a specific job. There’s no universal pass mark because every employer’s system and shortlist are different.
- Is this the exact score a company’s ATS gives?
- No — and anyone claiming that is guessing. Each ATS vendor scores differently and most never expose a number. Resuvia’s score is an honest, consistent estimate of content fit against the job you paste, useful for finding and closing gaps.
- Does a high score guarantee an interview?
- No. The score measures résumé-to-job fit, which is one factor among many (timing, volume of applicants, referrals, the recruiter’s read). It removes a silent blocker; it doesn’t promise an outcome.
- How are the sub-scores calculated?
- Deterministically, by reusing the same scoring engine on three slices of your résumé (skills, experience, achievements) against the JD’s requirements. No model guesswork, so the breakdown is explainable.
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