CV review
Score My Resume
Three reviewers, one CV, three different verdicts. An HR screener gives it ten seconds. An applicant tracking system parses it and often mangles it. A hiring manager reads it looking for evidence you can do the job. They disagree with each other, and where they disagree is exactly where your CV is losing you interviews.
Three reviewers, unlimited re-scoresWhy it exists
Your CV is read three times, by three readers who want different things
Most CV advice optimises for one of them and quietly damages the other two. Keyword-stuffing for the ATS produces something a hiring manager will not read. Designing something readable produces something the parser cannot handle.
The ATS is a parser, not a reader
Two-column layouts, tables, text in headers and footers, skills in a graphic. Each of those can drop entire sections before a person ever sees the file. You never find out, you just do not hear back.
Ten seconds is the HR screen, and it is a real constraint
If your qualification, your current level and your relevant standards are not visible without scrolling, the screen is over. This is not unfair, it is volume.
Hiring managers want evidence, not responsibilities
"Responsible for month end close" describes a job title. "Reduced close from twelve days to seven by rebuilding the intercompany reconciliation" describes a person. Most accounting CVs are entirely the first kind.
Generic feedback tells you what, never how
"Quantify your achievements" is correct and useless. What you need is the specific sentence you wrote, rewritten, so you can see the difference and do it yourself on the next twelve bullets.
How it runs
Four steps to a scored CV
Upload the CV
PDF, Word or pasted text. Upload the file you actually send, because the formatting is half of what gets reviewed.
- 1Attach a PDF or Word file, or paste the text
- 2Send the real version, not a tidied-up one
- 3No account needed to get the first score
Add the target role
Paste the job description. A CV scored against a real advert gets useful feedback. Scored in the abstract, it gets platitudes.
- 1Paste the job advert you are applying to
- 2Or name the role and level you are targeting
- 3Say if you are changing sector or coming back after a break
Read three verdicts
The HR screen, the ATS parse and the hiring manager read, separately, with the specific line each one has a problem with.
- 1HR screen: what a ten second read actually picks up
- 2ATS parse: what a parser drops or misreads
- 3Hiring manager: whether the evidence supports the claim
Argue with the feedback
Log in and take it up with Eleanor Hughes, a recruitment specialist. Explain your constraints and she reworks the suggestion instead of repeating it.
- 1Challenge any suggestion you disagree with
- 2Explain the constraint, a confidentiality issue or a gap you cannot change
- 3Workshop the exact wording, then re-score as often as you like
What it looks like
One bullet, three reviewers, one rewrite
Shortened. This is the pattern that makes it useful: the reviewers disagree, and the disagreement tells you what to actually change.
Coverage
What the three reviewers look at
Structure and hierarchy
Whether your qualification, current level and relevant experience are visible in the first screen or buried on page two.
Machine readability
Columns, tables, text boxes, headers and footers, graphics and unusual fonts. The things that silently break a parse.
Evidence over duty
Every bullet tested against one question: does this prove something, or does it just describe a job that existed.
Relevance to the advert
Which of the advert's requirements your CV actually answers, and which it leaves the reader to assume.
Gaps and transitions
Career breaks, sector changes and short tenures, handled directly rather than hidden, because hiding them reads worse.
Domain-specific signals
The scoring reads for whatever your CV and the job description actually say, standards and audit outcomes for an accounting role, systems and metrics for anything else. It is not a fixed finance checklist applied to every CV.
Who uses it
Built for any role, sharpened for finance
The scoring works against whatever job description you give it, so it is not limited to accounting and audit. The follow-up conversation with Eleanor draws on finance recruitment experience specifically, which is where it goes deepest.
Newly qualified accountants
Turning three years of training contract experience into something that reads as a specialist rather than a trainee.
Auditors moving to industry
Translating engagement work into the language of close, controls and reporting that a controller will recognise.
Controllers and finance managers
Making the step up visible, which usually means showing what you owned rather than what you were involved in.
Returners and career changers
Handling a gap or a sector change in a way that answers the question rather than inviting it.
Contractors and interims
Presenting many short engagements as a coherent specialism instead of a list of dates.
Anyone being screened out silently
If applications are not converting to first calls, the problem is usually the parse or the first six lines, and both are fixable, whatever industry you are applying in.
Questions
Frequently Asked Questions (FAQs)
What do the three reviewers actually check?
The HR screener tests what a ten second scan picks up. The ATS review tests whether a parser can read the file at all. The hiring manager tests whether the evidence supports the claim, against whatever job description you give it. This works for any role, not only accounting and audit.
Do I need an account?
Not for the first score. An account is needed to save your history and to continue the conversation with the recruitment specialist about specific wording.
Can I disagree with the feedback?
Yes, and that is the useful part. Explain the constraint, a confidential client or a gap you cannot change, and the suggestion gets reworked rather than repeated.
Does it rewrite my CV for me?
It rewrites specific lines so you can see the difference, then you apply the pattern yourself. A fully generated CV reads generated, and interviewers notice.
How many times can I score it?
As many as you want. Score, rewrite, score again. There is no cap and no charge, and the second score is usually where the real gain shows up.
Is it specific to accounting roles, or UK candidates?
No. The scoring works against any job description in any field. Where it goes deepest is UK and Irish accounting and audit hiring, ACCA, ACA, FRS 102 and IFRS context, because that is Eleanor Hughes's specialism in the follow-up conversation.
The terms
Free, and re-scoring is the whole point
A tool that charged per score would push you to submit once. The improvement is in the loop, so the loop is free.
How much it costs: £0
No payment details at any point, and no premium tier holding back the useful half of the feedback.
Unlimited re-scores
Score, change three bullets, score again. Do that four times and the CV is a different document.
Honest beats flattering
The reviewers say what a real screener would think but never tells you. That is uncomfortable and it is the only version worth having.