How candidatefitcheck scores a resume

There is no fixed rubric. Every job gets its own scorecard, built from what the hiring manager asked for.

1. The scorecard comes from the job

The job description and the hiring manager's intake notes are split into numbered requirements. The model groups them into 5 to 8 dimensions, writes each in the manager's words, assigns default weights that sum to 100 (required items heavier than preferred, intake notes first), and marks dealbreakers: the items where a no ends the conversation. Logistics (location, work model, authorization, comp, start date) is always one dimension. You can change the weights before scoring.

2. Each dimension is rated from evidence

The redacted resume is split into numbered lines. For each dimension the model rates 0 to 10 and cites the lines it used. A rating with no cited line is rejected by the server. The weighted total becomes the 1 to 10 score.

3. Dealbreakers cap, they do not decide

Clear evidence against a dealbreaker caps the score at 4 and says so. Silence on a dealbreaker is marked "confirm on the call," never assumed.

4. Bands

6 to 10: recommend pre-screen. 1 to 5: recommend review before deciding. The legend on every score reads "coverage of stated requirements, not a hiring decision." The product never says pass, fail or reject. The recruiter does the deciding.

5. What is never scored

Age, race, sex, national origin, religion, disability, family status. Name, contact details and age-proxy years are removed in your browser before analysis.

Why publish this

Most scoring tools hide their method. If a hiring manager or a compliance lead asks how the number was made, this page is the answer.