Will your resume make it past the applicant tracking system? See what an ATS reads, how well you match the job ad, and exactly what to change.
PDF or Word. We read it in your browser, the way an ATS does.
Optional, but it lets us check every requirement against your resume.
See what to change, a stronger version and why, with the source behind each fix.
See every rule we useYour resume
The job ad(optional)
Your resume stays on your device. Nothing is uploaded.
No resume yet? Download our free template
Most resume scanners give you one number. We show you every check behind it, in three parts, and link each rule to the research or hiring guidance it comes from.
The checker knows more than 150 go-to-market skills, tools and metrics. Here’s what our recruiters look for first in each area, and the kind of line that gets a resume shortlisted.
SDR, BDR, Account Executive, Account Manager, Sales Manager
Lead each role with quota and attainment, then deal size, sales cycle and the pipeline you built. Say what you sold, who to, and whether it was inbound, outbound or partner-led.
Instead of: Responsible for managing a sales pipeline.
Try: Closed $1.3M new ARR against a $1.1M quota (118%), average deal size $48k.
CSM, Onboarding Specialist, Account Director, Head of Customer Success
Show your book first: number of accounts and ARR. Then gross and net retention, renewals and the expansion you drove, and whether you worked high-touch or scaled.
Instead of: Managed customer relationships.
Try: Managed 42 mid-market accounts ($3.4M ARR) at 97% GRR and 114% NRR.
Revenue Operations, Sales Operations, GTM Systems, CRM Admin
Name the systems you owned, not just used, what you built or fixed, and the result: forecast accuracy, speed-to-lead, data quality or time saved.
Instead of: Worked on Salesforce reporting.
Try: Rebuilt lead routing in Salesforce for a 60-person team, cutting speed-to-lead from 9 hours to 15 minutes.
It tests your resume the way an applicant tracking system reads it: whether the text comes out cleanly, whether your contact details, headings and dates can be found, and how well your wording matches the job ad. Ours also reads it the way a recruiter would and suggests fixes, line by line.
An applicant tracking system is the software employers and recruiters use to receive applications. It turns your resume into a searchable profile, which recruiters then search and filter by job title, skills and experience. If your resume doesn’t convert into clean text, your profile ends up incomplete or scrambled.
Many do, from large employers to recruitment agencies. Systems you may come across include Workday, SAP SuccessFactors, PageUp and Greenhouse, and recruitment agencies use systems such as JobAdder and Bullhorn. They differ, but all of them depend on reading your resume as clean text, which is what this checker tests.
Use one column, standard headings (Summary, Experience, Skills, Education), contact details in the body rather than the header, month-and-year dates and plain bullet points. Save it as Word or a text-based PDF, and use the job ad’s wording where it’s true for you. Our free Word template is set up this way.
On this checker, 85 or more is strong and 70 to 84 is good. But an ATS doesn’t score your resume the way a checker does: recruiters search and filter. What matters is that your resume reads cleanly and clearly shows what the job asks for, so focus on the fixes rather than the number.
About two pages for most people, which is what Hays recommends, and SEEK says one or two pages suits many applicants. Three can be fine if you have long experience. The checker adjusts for your years of experience.
No. The checker reads your file inside your own browser and nothing is sent to us. We only receive your resume if you choose to send it at the end, and then we handle it under our Privacy Policy.
No checker can see inside a particular employer’s ATS, and anyone who claims to is guessing. This one tests what every ATS relies on, and every rule links to its evidence: recruiter eye-tracking research and surveys, ATS parser documentation, SEEK and Hays guidance, and ELIRA’s own hiring criteria. It’s rule-based, not AI, so the same resume always gets the same result.
It suggests a stronger version of each weak line, but it never invents numbers. Where a result is missing you’ll see a placeholder like [X]% to fill in with a figure you can stand behind in an interview.
Either works with modern applicant tracking systems, as long as the PDF is exported from Word or Google Docs (not scanned or saved as an image). If a job ad asks for a specific format, use that.
We don’t recommend it. Some ATS read straight across the page and mix the two columns together, and sidebars are often built with text boxes that get skipped. A clean single-column layout is the safest choice.
No. A high score means your resume can be read and matches the ad’s language. Shortlisting still comes down to your experience, results and fit, which is why the checker also reads your resume the way a recruiter would.