Our ATS score analyses six main criteria: the presence of keywords extracted from the job posting, section structure (experience, skills, education), date formatting, readability by an automated parser, action verb density at the start of bullet points, and bullet point length. Each criterion is weighted to produce a score from 0 to 100. This score is indicative: every ATS on the market (Workday, Greenhouse, Lever, SAP SuccessFactors…) applies its own rules and weightings. Our score measures general compliance with best practices, not compatibility with a specific ATS.
Our blog articles are written with the assistance of artificial intelligence, based on an editorial framework defined by our team. Each guide follows a structure planned by recruitment professionals: chosen angle, reference sources, key points to cover. The content is then culturally and linguistically adapted for each market — with relevant local references (job platforms, CV conventions, HR practices specific to each country).
What is verified: structure, consistency of advice with current ATS practices, and cultural adaptation.
What is not verified: factual claims (statistics, hiring rates) are not independently verified. We encourage you to cross-check quantitative data with official sources.
What the tool does
What the tool does not do
The ATS score we produce is an estimate based on general criteria. Results vary depending on the industry, country, company size, and the ATS used by the recruiter. A high score improves your chances of being read by a human, but does not guarantee an interview. The job market depends on many factors that go beyond the scope of a CV tool: timing, network, cultural fit, economic conditions.
Contact us
For any questions about our methodology, editorial practices or tools, contact us at contact@riseandhire.com.
See also our legal pages.