Does your resume fit this job description?
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What does the fit score actually measure?
The 0-100 fit score is a calibrated assessment of how well your resume aligns with a specific job description. It accounts for keyword coverage (both critical and nice-to-have), bullet-point relevance, and how closely your experience matches what the JD prioritizes. 80+ = strong fit, 60-79 = solid but needs light tailoring, 40-59 = mismatch, below 40 = probably the wrong role.
Will the tool invent keywords or fake my experience?
No. The AI is instructed to never fabricate skills or metrics you didn't include. The suggested bullet rewrites are aligned to the JD's language, but they use the same underlying facts as your original bullets. If a critical keyword is missing from both your resume AND your actual experience, we tell you it's missing — not that you have it.
How is this different from ATS keyword tools?
ATS scanners just count keyword occurrences. This tool weights keywords by importance (critical vs. nice-to-have), identifies weak bullets in the context of THIS specific JD, and gives you a suggested rewrite for each. It's the human-plus-ATS analysis, not either alone.
Should I tailor my resume for every job?
For roles you actually want, yes. Applying to 100 jobs with the same resume rarely beats applying to 20 with tailored ones. The Job Match tool exists so tailoring takes 5 minutes per JD instead of 30. Run each JD through, use the missing keywords + suggested rewrites, and ship.
How is this different from the Pro Rewrite ($4.99)?
The Job Match tool is a free diagnostic — it tells you what needs to change. The Pro Rewrite ($4.99) is the paid execution — it actually rewrites your entire resume section-by-section with the JD keywords embedded naturally. Use Job Match to see the gap, then Pro Rewrite to close it if you want the AI to do the writing for you.
How to read your fit score
The score measures one thing: how closely your resume’s language matches the posting’s. That sounds narrow, and it’s exactly what an applicant tracking system does before a human sees anything — so it’s the gap worth closing first.
The bands
80+ — strong alignment; expect a phone screen if the rest holds up. 60–79 — solid but untailored, which is where most resumes land. 40–59 — a real mismatch in either experience or vocabulary. Under 40 — usually the wrong role rather than a fixable resume.
A 62 is usually a vocabulary problem, not a you problem
The most common gap we see isn’t missing experience, it’s different words for the same experience. Your resume says “worked with other teams”; the posting wants “cross-functional collaboration.” To a system matching strings, those don’t connect. Candidates read a 62 as “I’m not qualified” and move on, when it’s usually a fifteen-minute edit.
What to do with the missing keywords
Add the ones you can defend in an interview, using the posting’s exact phrasing, in the place they naturally belong — a skills line for tools, a bullet for anything you actually did. Don’t add a keyword for something you can’t discuss; that gets you into a room you’ll struggle in. The full method is in how to beat the ATS and the 5-minute tailoring workflow.
Questions people ask
What does the fit score actually measure?
How closely your resume's language matches the job description's — the tools, skills, and phrasing the posting names, and whether your resume uses those same words. It is a language-overlap score, not a judgment of whether you could do the job.
I got a 62. Am I unqualified?
Usually not. The most common gap we see isn't experience, it's vocabulary: the resume says "worked with other teams" and the posting wants "cross-functional collaboration". A score in the 60s normally means you have the background and are describing it in different words — a 15-minute fix, not a disqualification.
Will it invent skills I don't have?
No. It reports which of the posting's keywords are missing from your resume and leaves the decision to you. Adding a keyword for something you can't discuss in an interview gets you into rooms you'll struggle in.
How many jobs should I run this against?
Tailor for the roles you actually want, not all of them. Five to ten well-matched applications beat fifty generic ones, and this is the step that makes tailoring take minutes instead of half an hour.