Resume audit questions, answered.

It is a paid screening read for recruiters and hiring managers. You already hold the resume. We score it against the specific role you are filling and hand back a clear call, a fit score with the math shown, and every flag quoted from the exact line it came from. Signals, not verdicts. You decide.

Recruiters, hiring managers, and staffing firms who read a lot of resumes and cannot take every claim at face value. Have you ever read a resume that looked too clean and could not say why? That is the gap this closes.

A one-page decision surface and the evidence under it. You get a disposition of Advance, Probe further, or Pass, a fit score broken into four weighted parts, a requirement coverage matrix, a split of what is checkable versus what only survives on trust, an AI-authorship read, tiered inflation flags with the resume line quoted for each, and an interview script that targets exactly what to ask. Every call shows its work.

Right away. Paste or upload the resume and the role, and the audit comes back in minutes, ready to forward to a hiring manager or a client.

No. It is an advisory read of a document you already hold, not a consumer report. We do not verify employment, pull records, or contact anyone. We read what the resume claims against the role and show you where a reference call or a records check would actually pay off.

No. We work from the resume and the job description in front of us. What we do is separate the claims you can check from the ones you cannot, so you know which phone call is worth making before you make it.

No, and it never will. Every flag is a signal with a confidence band, and every one quotes the exact line behind it so you can judge for yourself. We show you where a claim looks stretched. You decide what it means.

It gives you a read, not a verdict. We scan for the fingerprints of AI drafting and report a confidence band, low to high, with the specific tells quoted. A polished, AI-assisted resume is common and not disqualifying on its own. What the read does is tell you to lean harder on the parts a machine cannot fake.

Never. We do not infer age, gender, race, national origin, disability, or anything else the law protects, from names, dates, schools, gaps, or anything on the page. The audit scores claims against evidence against the role, and nothing else. That is the whole point.

Point at any line, claim, or assumption behind a score. We show how much it moved the number and whether it changes the call. It is how you check the score instead of taking it on faith.

Sometimes, sometimes not, and that is the point. Often a factor turns out to matter less than it looked, and the read tells you so plainly rather than pretending everything is load-bearing.

No. Same rule as the audit. It reads what the resume and the role already say and shows the math behind the score. It does not verify anything or run records.

A short Word document that lays out why a candidate landed where they did: the disposition, the fit math, the requirement mapping, the verification steps still open, and any sensitivity reads you ran while reviewing. Hand it to a hiring partner, or keep it on file for when someone asks how the call was made. It is $75, and like the audit it is an advisory read, not a background check.

A single audit is $150. Ranking a shortlist of up to twelve candidates on one ruler is $1,200. A recruiter retainer is $1,500 a month with unlimited audits, within a fair-use standard. Your first audit is on us, one free per organization, and agency and volume rates are available for staffing firms.

Yes. Turn on white-label and your company name, logo, and color carry the report instead of ours. The copy you hand a client reads as your work.

A PDF, a Word document, or plain text, for both the resume and the job description. Paste it in or upload the file. That is the whole intake.

We keep the read lightweight. We do not hold onto the resume, the job description, or the report body after your audit runs. What we log is the outcome only, the score and the call, never the candidate details.