Enter Profile Details
Tip: Fill real values. Then tune for each job role.
Formula Used
The calculator converts each section into a 0–100 subscore. Then it applies weighted scoring to produce the final strength score.
- Presence 0.15 · Skills 0.15 · Experience 0.15
- Impact 0.20 · Projects 0.10 · Credibility 0.10
- Keywords 0.10 · ATS 0.05
Higher scores reflect completeness, relevance, proof of impact, and keyword alignment for your chosen role.
How to Use This Calculator
- Choose a specific target role you are applying for.
- Enter your counts and tick options that truly apply.
- Press Check Strength to view your score above the form.
- Follow the recommendations and update your profile.
- Re-check after edits, then download CSV/PDF for tracking.
Example Data Table
| Target Role | Years | Skills | Projects | Certs | Quantified Bullets | Keywords Used | Estimated Score | Rating |
|---|---|---|---|---|---|---|---|---|
| Data Analyst | 2 | 16 | 2 | 1 | 4 | 7 | 62 | Good |
| QA Engineer | 4 | 22 | 3 | 2 | 6 | 10 | 76 | Strong |
| Project Manager | 7 | 18 | 4 | 1 | 9 | 12 | 84 | Strong |
Example values are illustrative and may differ from your real profile strength.
Weighted Signals Behind the Score
The calculator converts eight profile signals into 0–100 subscores, then multiplies each by a fixed weight to reach a single strength score. Impact carries the largest weight (0.20) because quantified outcomes predict interview interest. Presence, skills, and experience each carry 0.15, reinforcing that completeness and relevance must be balanced. Projects, credibility, and keywords each carry 0.10, while ATS readiness contributes 0.05 to reduce formatting risks. Scores are clamped to prevent outliers from inflating results.
Presence and Trust Markers
Presence is evaluated using practical profile elements that recruiters scan first. A professional photo can add up to 25 points, while clear contact details add 25 more. Location and availability contribute 10 points, and verified links add the remaining 40 points. If both LinkedIn and a portfolio are missing, the report flags visibility as a priority improvement. This section helps you remove friction before a reviewer evaluates content depth.
Skills, Experience, and Role Fit
Skills and experience focus on the fit between your history and the role you want. Skills scale toward full credit at 30 items, encouraging concise, role-focused lists instead of long inventories. Endorsed or validated skills can add a bonus, reflecting social proof. Experience blends years and relevant role count to estimate seniority match; ten years reaches most of the experience credit, while several similar roles strengthen transferability.
Impact Evidence and Project Depth
Impact and projects reward proof over claims. Each quantified bullet can add four points up to twenty bullets, making metrics central to the score. Action verbs and leadership indicators add further strength when they are supported by outcomes. Projects score up to 100 by count, but the recommendations push you to document tools, scope, and your exact responsibility so that numbers and narrative agree.
Keyword Alignment and ATS Readiness
Keyword alignment and ATS readiness reduce mismatch and parsing loss. Keywords scale to full credit at 30 targeted terms, with an extra boost when you tailor for the role. ATS checks favor simple sections, limited graphics, and consistent dates and titles. Together, these controls help your profile rank for searches and remain readable across systems. Use the CSV or PDF export to track edits weekly, compare subscores, and set goals. Many profiles score above 70, while top candidates often exceed 85 with strong impact and links.
FAQs
What does the overall score represent?
It is a weighted summary of completeness, relevance, proof of impact, and formatting signals. Use it to prioritize improvements, not as a guarantee of hiring outcomes.
Which changes usually increase the score fastest?
Add quantified achievements, include at least one verified link, and tailor keywords to the target role. These areas influence impact, presence, and keyword subscores quickly.
How many skills should I list for best results?
The skills score approaches full credit around 30 focused skills. Keep the list relevant and support key skills with evidence in experience bullets or projects.
Why does ATS readiness matter if my profile looks good?
Some systems misread complex layouts. Simple sections, minimal graphics, and consistent dates improve parsing and keyword detection, protecting your profile from being filtered out.
Do more projects always improve my score?
Project count helps, but quality matters most. Document tools, scope, your role, and outcomes. Two strong projects with metrics often beat many vague entries.
How should I use the CSV and PDF downloads?
Export after each major edit, then compare subscores over time. Tracking helps you validate which changes worked and build a repeatable process for each role.