How scoring works

Fit Analysis levels

When you run a Fit Analysis on a role, we compare the requirements the posting states with the evidence in your resume, one requirement at a time, and record for each whether your resume shows it, partly shows it, shows something related, does not show it, or does not say either way. Those findings are summarised into a level.

The levels below are ordered. Each describes how much of a role’s stated requirements your resume currently documents — nothing more than that. One outcome sits outside that order, and is explained under them.

The levels

Strong Alignment
Most of what this role asks for is already documented in your resume, and we could point to where.
What it does not mean: That you will get an interview, or that other applicants are weaker. It is a statement about your resume and this posting, nothing else.
Solid Alignment
A good deal of what this role asks for is documented in your resume, alongside requirements we could not find evidence for.
What it does not mean: That the gaps are disqualifying. They are things this posting asked for that your resume does not currently show.
Moderate Alignment
Some of what this role asks for is documented in your resume, and a similar amount is not.
What it does not mean: That it is a reach. People are hired into roles they match about half of on paper, routinely -- what is missing is often experience you have that the resume does not mention.
Partial Alignment
A few of this role's requirements are documented in your resume, and most are not.
What it does not mean: That you are unqualified. It may mean this posting is written for a different background, or that your resume is not telling this story.
Limited Alignment
Little of what this role asks for appears in your resume as written.
What it does not mean: That you should not apply. It often means the resume is not telling this role's story yet, rather than that the experience is missing.

Insufficient Evidence

Set apart from the list above on purpose: it is not the bottom of the scale, it is the absence of one. We could not read enough of either your resume or this posting to compare them honestly.

What it does not mean: A low score. We are saying we do not know, which is different from saying the alignment is poor.

How we think about it

Read the scale on its own terms

This is not a grade, a percentage, or a pass mark, and it does not map onto any scale you already know. Most people arrive carrying an academic one, where the high nineties are excellent and anything near the middle has failed at something. That reading does not transfer here and will mislead you. Our levels describe how much of what a posting states is documented in your resume — not how well you performed, not what fraction of an ideal you reached, and not a mark out of anything. There is no threshold you are expected to clear. A level in the middle of this scale is an ordinary result for a role genuinely worth your time.

Compare roles to each other, not to a standard

The levels are most useful read across several roles at once. Which of these does my resume already speak to, and which would need me to make a case? That is a question the scale can answer. “Is this a good score?” is not, because there is nothing for it to be good against.

It measures your resume, not you

A level describes how much of what a role asks for is documented in the resume you gave us. It is not a judgement about your ability, your experience, or whether you would do the job well. Work you have done but have not written down does not exist to us, which is a limit of the method and not a statement about you.

The level matters more than the number

You will see a score alongside the level. Read the level. The number is how we order roles internally and it is more precise than it is meaningful — the difference between two roles a few points apart is not something we would defend. The level is the part we stand behind.

We would rather say we do not know

When a posting is too thin to read, or your resume does not speak to a requirement either way, we record that we could not tell. We do not fill the gap with an assumption and we do not count silence against you. A role we could not assess is shown as unassessed, never as a poor match.

A lower level is not advice

We do not tell you whether to apply, and a level is not a prediction of what any employer will decide. People are hired into roles they match partly on paper every day. What a lower level usually tells you is that the resume is not yet telling this role's story.

How we test it, and where the limits are

The model works only from what we hand it: the requirements the posting states, and the professional evidence drawn from your resume. It does not search, it does not look you up, and it has nothing else to go on. We use current frontier models, and change them when a better one earns the place.

Before a change to the assessment reaches you, it is run against a purpose-built set of test resumes and postings — invented ones, not anyone’s real documents — where we already know how the roles relate to each other. We check that the same input scores consistently when repeated, that results land in a sensible order, and that a change we believed was an improvement actually is one.

What that testing buys is confidence, not certainty, and we will not pretend otherwise. These models are not deterministic: the same role assessed twice can differ. A posting can be written so vaguely there is little to assess, and a resume can describe real work in terms an assessment does not recognise. We cannot guarantee that any individual result is correct, and a level is best treated as one input to your own judgement rather than a finding.

Where the assessment comes from

A Fit Analysis is produced with the help of an AI model, working only from evidence we prepare and hand to it. What we send, what we strip out of your resume before it goes, which models we use, and how we test them is set out in how we use AI.

What we do not claim

That you will or will not be hired. We have no visibility into any employer’s process, and a level is not a probability.
That an employer sees this score, agrees with it, or uses anything like it. It is ours, and it stays with you.
That you should or should not apply to a role. That decision is yours and we do not make a recommendation.
That the assessment is complete. It reads the posting as written and the resume as written, and postings vary enormously in what they choose to state.

Last updated 26 August 2026. These levels and what they mean are settled, and we intend to keep them. What will change is how we arrive at them: the models we use, how evidence is weighed, and where the line between one level and the next sits. So a role assessed today may land on a different level than it would have six months ago, even with the same resume and the same posting. When that happens it is because the assessment improved, not because the level changed its meaning.