Calculator Inputs
Example Data Table
| Role | Resume profile summary | Job keywords present | Compatibility (%) | Top gap |
|---|---|---|---|---|
| Data Analyst | 2 years, dashboards, SQL, reporting | sql, dashboards, reporting | 74 | forecasting |
| Marketing Specialist | 3 years, campaigns, copy, analytics | campaigns, analytics | 66 | automation |
| Product Manager | 5 years, roadmap, discovery, metrics | roadmap, metrics, stakeholders | 81 | experiment design |
| Software Engineer | 4 years, APIs, testing, cloud | apis, testing, cloud | 78 | security |
These rows are illustrative examples for interpretation and reporting format.
Formula Used
Skills score = matched_skills ÷ total_skills. If you don’t supply skills, the tool uses the top job terms as a proxy list.
If a years requirement is detected, Experience score = your_years ÷ required_years (capped at 1.0). Otherwise, a neutral default of 0.80 is used.
Education score = your_level_rank ÷ inferred_minimum_rank (capped at 1.0). The minimum is inferred using simple degree keywords in the job text.
Keyword score uses cosine similarity over term frequencies between the job and resume text. If focus keywords are provided, the score blends in their presence rate.
Final Compatibility (%) = Skills×W1 + Experience×W2 + Education×W3 + Keywords×W4, where W1–W4 are normalized to sum 100.
How to Use This Calculator
- Paste the job description into the first textarea.
- Paste your resume text into the second textarea.
- Optionally add a required skills list and focus keywords.
- Adjust weights to match what the employer values most.
- Submit to view the score above the form.
- Download CSV/PDF to store results or share internally.
Resume–job alignment drives interview probability
Recruiters and automated screeners typically favor applications that clearly reflect the language of the posting. This calculator converts that idea into a repeatable score by comparing skills coverage, term similarity, and basic eligibility signals such as experience and education. A higher score does not guarantee selection, but it helps you spot preventable mismatches before you apply. Many improvements come from clearer tool mentions and quantified outcomes.
What the compatibility percentage represents
The percentage is a weighted blend of four sub-scores. Skills checks whether required items appear in your resume. Keyword similarity measures how strongly your resume vocabulary overlaps with the job’s most frequent terms. Experience compares your stated years against detected requirements, and education compares your level against an inferred minimum. Because the keyword component uses frequency, adding a relevant project bullet with context often helps more than repetition.
How weighting changes decision focus
Weighting is useful when a role is unusually skill-heavy or outcome-heavy. A hands-on analytics role may justify higher skills and keyword weight, while a leadership role may emphasize experience evidence. The calculator normalizes weights to 100, so you can experiment safely and keep results comparable across roles. If a posting lists many tools, increased skills weight makes gaps more visible during tailoring.
Using the gaps list to improve your resume
Missing skills and missing keywords are practical editing targets. Instead of copying phrases, add proof: projects, tools used, scope, and measurable impact. Aim to move the keyword score above the mid‑60s while keeping wording natural. If experience is below requirement, strengthen seniority signals with ownership, complexity, and results. Place key phrases where recruiters skim first: the summary, skills section, and your two most recent roles.
Reporting, tracking, and exporting results
Exported CSV and PDF outputs support consistent review across multiple openings. Store each report with the job link, score band, and top three gaps, then re-run after edits to validate progress. Over time, saved reports become a small dataset: you can spot recurring missing terms and decide when to maintain multiple resume variants for different job families. This makes weekly application reviews faster and more consistent across teams overall.
FAQs
1) Is this score the same as an ATS score?
No. It estimates alignment using transparent rules. Real screening systems vary by employer, configuration, and workflow, but improving clear keyword and skills coverage usually helps readability for both humans and software.
2) What score should I aim for before applying?
Use bands as guidance: 80%+ suggests strong alignment, 60–79% indicates good potential, and below 60% usually needs tailoring. Prioritize addressing the biggest gaps, then re-check for improvement.
3) How do I add skills without keyword stuffing?
Place skills inside achievement bullets: action, tool, and measurable outcome. Add only terms you can justify with evidence. Natural phrasing improves clarity and avoids repeating a keyword list without context.
4) Why did the experience score look high or low?
The tool tries to detect “X years” patterns in the job text. If none are found, it uses a neutral default. When a requirement is detected, the score is your years divided by required years, capped at 100%.
5) Can I compare multiple resumes for the same job?
Yes. Paste each resume version, keep weights constant, and export a report for each run. Comparing subscores helps you choose the version with better skills coverage and stronger keyword alignment for that posting.
6) Is my text stored anywhere?
This page processes text during submission to generate scores and downloads. If you host it yourself, storage depends on your server configuration. For privacy, avoid uploading sensitive identifiers and use redacted samples when needed.