# How your score is calculated

> The score is arithmetic, and the weights are published. Here is the exact table, why it changes with your experience, and the one thing that caps it outright.

Source: https://www.revquix.com/docs/resume/how-your-score-is-calculated
Last verified: 2026-09-03

---

Your readiness score is not a model's opinion of your resume. It is **arithmetic**: each of the [eight dimensions](https://www.revquix.com/docs/resume/the-eight-dimensions) is scored, multiplied
by its weight, and summed.

That matters because it means every point is traceable to a finding, and the rubric can be published
rather than asserted.

## The weights are not the same for everyone

A fresher and a director are not scored against the same rubric, because they are not being read for
the same things. Your resume is assigned one of five profiles from the **months of dated employment**
in it:

| Profile          | Dated employment                                             |
| ---------------- | ------------------------------------------------------------ |
| **Fresher**      | None                                                         |
| **Early career** | Under 3 years                                                |
| **Mid-level**    | 3 to 8 years                                                 |
| **Senior**       | 8 to 15 years                                                |
| **Leadership**   | 15+ years, or a leadership title with substantial experience |

## The full table

Weights are percentages and each column sums to 100.

| Dimension                 | Fresher | Early | Mid | Senior | Leadership |
| ------------------------- | ------- | ----- | --- | ------ | ---------- |
| Parseability              | 18      | 18    | 18  | 18     | 18         |
| Structure & completeness  | 16      | 13    | 12  | 11     | 10         |
| Impact & quantification   | 13      | 18    | 21  | 21     | 20         |
| Skill coverage            | **22**  | 20    | 17  | 15     | 12         |
| Timeline integrity        | 8       | 8     | 8   | 8      | 8          |
| Language hygiene          | 9       | 8     | 7   | 6      | 6          |
| Career trajectory & scope | 6       | 8     | 10  | 14     | **20**     |
| Screening risk            | 8       | 7     | 7   | 7      | 6          |

Two movements carry the whole idea:

1. **Skill coverage falls from 22 to 12.** A fresher is read for what they can demonstrably do. A
   hiring committee reading a director's resume is not counting technologies.
2. **Career trajectory rises from 6 to 20.** At leadership level it is joint-heaviest with impact,
   because the question has become what you have owned and how that grew.

> **Note** - Parseability is 18% at every level
>
> It is the one weight that never moves. A file a machine cannot read fails identically whoever wrote
> it.

## The parseability cap

> **Warning** - If your resume cannot be parsed, your score is capped at 55
>
> Regardless of what the other seven dimensions scored. A resume that reads beautifully and cannot be
> opened by the system receiving it has not done its job, and a score in the 80s would be telling you
> something untrue.

If your score is exactly 55 and the report leads with a parseability finding, that is the cap - not
a coincidence. Fix that first and re-run; the rest of the report is secondary until you do.

## Why a fresher can score well

Because the rubric is not measuring seniority. It is measuring whether _this_ resume does its job
for _this_ stage. A fresher with complete sections, evidenced skills and clean dates can outscore a
director whose trajectory is not stated.

The profile shifts what is weighted, never what is achievable.

## Re-running

Each run costs 2 credits. Run it on a full draft and after real
changes - not after every edit, because a score does not move meaningfully on one reworded bullet.

- [The eight dimensions](https://www.revquix.com/docs/resume/the-eight-dimensions) - What each one measures.

- [Reading your findings](https://www.revquix.com/docs/resume/reading-your-findings) - Turning the score into work.