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An Applicant Tracking System (ATS) is the software most employers use to receive and manage job applications. When you apply, the ATS parses your resume into a candidate profile (name, contact details, work history, skills), and recruiters search and filter those profiles.

If the parser can’t read your file properly, those fields arrive blank or scrambled, and your application can be filtered out before a person ever sees it. An ATS-friendly resume is simply one a parser can read reliably.

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It runs the same kind of analysis a real ATS parser does: extracting the text from your PDF or Word file, locating your contact details and section headings, and reconstructing your work history from job titles, employers and date ranges.

Each check is a fixed, transparent rule: file format, machine-readable text, single-column layout, contact details, standard headings, dated work history, and length. No AI reads your resume, and the same file always gets the same result.

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If you paste the job ad, the checker extracts its most important terms (weighting words in the requirements section more heavily) and reports how many appear in your resume, which is how keyword-filter screening works in practice.

It matches exact wording, not meaning: “React” won’t count as “front-end frameworks”. That’s deliberate: keyword filters behave the same way, which is why using the ad’s own terminology (where it’s genuinely true of you) matters.

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No. We are privacy first. Your file is analysed in memory and discarded as soon as your report is generated. It is never written to disk, stored, shared, or used for anything other than producing the report you see. We keep only anonymous usage statistics (like file type and score), never the resume itself, your name, or contact details.

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Visual polish and machine-readability are different things. Multi-column layouts, tables, text boxes and graphics look good to people but scramble or vanish in ATS parsers. The “What an ATS sees” preview shows exactly what survives. If fields are missing there, that’s what a recruiter’s system would receive.

The fix is usually simple: a single-column layout, conventional section headings, and every role listed with employer, title and a start–end date range.

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Re-run the check to confirm the issues are gone, then check the salary behind the listing with our Job Ad Analyser and see your take-home pay with the Pay Calculator.

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