Our Approach
Every decision in our pipeline is backed by peer-reviewed research on what actually gets people interviews.
Structured extraction
We parse your resume into individually tagged facts, not raw text blocks. Each accomplishment is classified by what it demonstrates: technical depth, leadership, measurable impact, scale, tools, methodology. Nothing is inferred. Everything comes directly from what you wrote.
43% of rejections come from parsing failures, not qualification gaps (HR.com, 2025)
Keyword-aware matching
We extract the target role's vocabulary and systematically compare it against your profile. You get a match score, a list of aligned keywords, and a clear picture of gaps before anything is written.
Hiring decisions are driven by perceived fit, not qualification checklists (Tsai et al., 2011)
Fact-based tailoring
We select your most relevant accomplishments and reframe them in the target role's language. Nothing is fabricated. Every bullet on the output traces back to something you actually did. We make sure it's said in the way that resonates with this specific role.
31% more callbacks for tailored resumes, yet 54% of candidates don't tailor at all (ResumeGo, 2018; Jobscan, 2025)
Evidence over assertion
We prioritize quantified impact ("reduced costs by $200K") over vague claims ("results-driven leader"). Recruiters consistently value substance over self-promotion.
Only 10% of resumes include measurable results; 58% of recruiters say that's what stands out (Resume-Now, 2025; Jobscan, 2025)
ATS-safe formatting
Clean single-column PDF from professional templates. Formal typography, consistent structure, no creative flourishes that confuse parsers.
25% of hiring managers reject on design alone; formal layouts outperform creative ones (Arnulf et al., 2010)
Iterative quality checks
After rendering, we validate every line against strict formatting rules: bullet length, page density, page count. Violations are automatically fixed and re-validated until the output is clean.
And more
Our research covers additional dimensions that inform how we build resumes: the 7-second recruiter scan and why information architecture matters more than total content, how a hybrid skills-forward structure front-loads competence signals before bias can enter, why a comprehensive LinkedIn profile link increases callbacks by 71%, and how two-page resumes score 21% higher when the second page earns its space. These findings shape our defaults and will continue to drive new features.
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