Under the hood

Scoring Methodology

Every resume goes through a structured evaluation process, the same lens a senior Product Manager hiring manager would use. Here is what happens under the hood.

The four dimensions

What we evaluate

🎯

Leadership & Impact

  • Measurable product outcomes with context, numbers, and timeframes.
  • Evaluates the strength of your impact stories, not just whether you have metrics.
  • Flags overclaimed impact, vague outcomes, and process descriptions without results.
  • Expectations scale with seniority: feature-level for juniors, cross-org influence for seniors.
📈

Experience & Background

  • Career progression, years of PM experience, and company stage diversity.
  • Seniority based on actual PM title tenure, not self-reported years.
  • Checks for increasing scope across roles and product type clarity.
  • External product experience carries more weight than internal tools.
🔍

Domain Fit

  • Depth of industry or vertical expertise demonstrated through concrete examples.
  • In Fit Check mode, scored only when the JD explicitly requires domain expertise.
  • Distinguishes between domain exposure (working at one company) and genuine depth.
🛠

Skills & Tools

  • PM craft evaluated by seniority: tactical execution for juniors, strategy for seniors.
  • Checks for evidence of hands-on craft, not just listed skills.
  • Flags generic or AI-generated language that does not demonstrate real experience.

Beyond the four dimensions

What else we evaluate

📝

Summary section

Your summary is the first thing a recruiter reads. The scorer checks for years of experience, product types, target customers, and a quantified achievement. Missing or vague summaries are flagged with a rewrite suggestion.

🔄

Career transition support

No PM titles on your resume? The scorer switches to transition mode and credits transferable experience from engineering, founder, design, consulting, or analyst backgrounds. Tips focus on reframing, not starting over.

🤝

Collaborative framing

Bullets claiming sole credit for large outcomes are flagged with collaborative alternatives. Promotion visibility is also checked across multi-role entries at the same company.

🤖

ATS readiness

Every analysis includes an ATS readiness score with checks for headers, contact info, formatting, spelling, keywords, and more. Fit Check adds JD-specific keyword matching.

Scoring methodology

How scoring works

⚖️

Fit Check mode

Dimensions are weighted dynamically based on what the JD actually prioritizes. A domain-heavy role weights domain higher. A leadership-focused role weights leadership higher. There is no fixed formula.

🛡️

Dealbreaker detection

Prevents inflated scores. If the JD requires specific experience you do not have, the overall score reflects that gap regardless of how strong your other dimensions are.

📊

Resume Scorer mode

Without a JD, dimensions use seniority-default weights. A senior PM is weighted more heavily on leadership and impact. A junior PM is weighted more on skills and execution. No dealbreakers apply.

The overall score is a weighted average of the four dimension scores. No arbitrary ranges, no hidden adjustments. Every dimension includes at least one strength and one gap.

Seniority awareness

Expectations scale with your level

🔍

Auto-detected level

The AI detects your seniority level from your resume and adjusts expectations accordingly. A junior PM is not penalized for lacking cross-org influence.

⚖️

Adaptive weights

At junior levels, skills and execution carry more weight. At senior levels, leadership and strategic impact dominate. The same resume can score differently depending on the detected level.

⚠️

Mismatch flagging

If the JD targets a different seniority than your resume suggests, the scorer flags the mismatch so you can decide whether to apply.

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