Does your CV pass the filters?
ATS don't bin your CV — they rank it. With ~250 applicants per job, your score decides whether a recruiter reads you. Paste your CV and a job posting to see where you stand.
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No, a robot doesn't reject 75% of resumes
That figure is everywhere. It was launched in 2012 by an American startup, Preptel, which shut down the next year. No study has ever backed it up. It spread because it's scary, not because it's true.
Automatic rejection is rare
Only about 8% of recruiters turn on automatic rejection based on resume content. The other 92% sort by hand after reading (Harvard Business School, "Hidden Workers", 2021).
The 6 seconds, another myth
The "a recruiter decides in 6 seconds" line comes from a 2012 study commissioned by a job site, never validated. They scan in a few seconds, but they decide in about 40 seconds (Miratech).
What actually gets you cut
Not an algorithm, but the absence of the posting's keywords. The recruiter searches their database like a search engine: without those words, you don't show up in the results.
You're not rejected by a machine. You become invisible when your resume lacks the right words.
How an ATS actually works
An ATS (Applicant Tracking System) is the database where applications land. Here are its four real steps. Only one eliminates automatically, and the recruiter sets it up.
1. Resume parsing
The software turns your PDF into structured fields: name, experience, education, skills. Anything that breaks top-to-bottom reading muddles this step: two columns, tables, text boxes, icons, a photo. The two-column design resume, very common in France, is pitfall number one.
23% of failures come from formatting2. Knockout filters
The recruiter can set hard questions: work authorization, years of experience, mandatory degree, location. An off-criteria answer cuts the application before it's even read. This is the only true automatic rejection, and it's set up by hand.
the only 100% automatic rejection3. Keyword search
The recruiter queries their database like a search engine: "React AND Node AND PostgreSQL". Nearly 100% of recruiters filter this way. Without the posting's exact words, your resume is there, but it never surfaces in the results.
99.7% filter by keywords4. Ranking (depends on the tool)
Some ATS score candidates to help sorting: Workday scores on five axes (keywords, quality, format, trajectory, recency), Taleo gives 0 to 3 stars on an exact match. Others refuse to rank on principle: Greenhouse and Ashby return "qualified / not qualified" and let the human decide.
none decides on its own
What actually matters
Ranked from most to least impactful, based on public data. This is where your application is won or lost.
- 1
Matching job title
×10.6 interviewsEchoing the exact job title is the number one lever: a matching title multiplies interview chances by 10.6 (Jobscan, 2.5 million applications). "Communications Officer" and "Communications Manager" are two different searches.
- 2
Exact keywords, in context
99.7% of recruitersThe skills from the posting must appear in your resume, woven into your experience rather than listed separately. "JS" and "JavaScript" aren't the same to a filter: write both if the posting is inconsistent.
- 3
Relevant experience
25 to 35% of the weightYour number of years and your field must match what the role actually asks for. Experience that's close but off-topic counts for little.
- 4
Quantified results
catches the eye in 7 sA concrete number is what the eye retains first. "Increased sales by 40% in 6 months" is worth ten times "sales manager".
- 5
Action verbs
density of meaningStart every line with a strong verb (led, deployed, reduced, launched), never with "responsible for" or "in charge of".
- 6
Single-column format
23% of failuresOne column, a PDF with selectable text (not a scanned image), your contact details in the body and not in a header, two pages maximum.
- 7
Education and certifications
depends on the postingThey matter most when the posting explicitly requires them. For a role with no required degree, a great self-taught candidate shouldn't be penalized.
A weak line, rewritten
Responsible for improving productivity.
Implemented processes that increased productivity by 40% in 6 months.
How we calculate your score
No black box. Most tools make up their percentage: on the same resume, five of them give anywhere from 62% to 83%, a 21-point spread. Here's exactly how we do it.
AI reads, an algorithm computes
The AI only extracts facts: is this skill present? is the title aligned? The score itself is computed by deterministic code. Same inputs, same result, every time. No score invented by the AI.
Weights shown, not magic
Skills 33%, experience 24%, education 15% (if the posting requires it), title 12%, industry keywords 6%, soft skills 4%, certifications 3%, location 3%. We show you the real weight of each criterion.
Weights that adapt to the posting
If the posting requires no degree, education's weight drops to zero and shifts onto skills and experience. You're only judged on what the role actually asks for.
Deal-breakers cap the score
An unmet knockout requirement (wrong location with no remote, missing mandatory degree, missing work authorization) caps your score instead of nibbling at it. Exactly like in real life.
Your resume never leaves your browser
The readability analysis (columns, format, headers) runs on your device. No file sent, nothing stored. Free and anonymous, no account needed.
And the law protects you: GDPR (Article 22) bans a fully automated decision from sealing your application, and the EU AI Act classes recruitment among "high-risk" uses. A human has to read you.
We decide nothing for you. We give you our match estimate, not "the ATS score". No universal ATS score exists: be wary of anyone who claims otherwise.
Based on public research: Jobscan, Harvard Business School, Enhancv, Ladders, Miratech, GDPR and EU AI Act.