Key Takeaways

  • 75% of U.S. employers use automated applicant tracking systems to screen resumes before a human reviews them (Harvard Business School & Accenture, 2021)
  • The most common ATS failures are missing keywords, incompatible formatting, and incorrect file types
  • ResumeGeni scores your resume across 8 parsing layers — modeled on the same steps enterprise ATS platforms like Workday, Greenhouse, and Taleo use to evaluate candidates

How ATS Resume Scoring Works

Applicant tracking systems parse your resume into structured data — extracting your name, contact info, work history, skills, and education — then score how well that data matches the job requirements. Many ATS rejections happen because the parser couldn't extract critical fields, not because the candidate wasn't qualified.

LayerWhat It ChecksWhy It Matters
Document extractionFile format, encoding, readabilityCorrupted or image-only PDFs fail immediately
Layout analysisTables, columns, headers, footersMulti-column layouts break field extraction
Section detectionExperience, education, skills headingsNon-standard headings cause sections to be missed
Field mappingName, email, phone, dates, titlesMissing contact info is a common cause of immediate rejection
Keyword matchingJob-specific terms, skills, certificationsKeyword overlap affects recruiter search visibility and ATS scoring
Chronology checkDate ordering, gap detectionReverse-chronological order is expected by most ATS
QuantificationMetrics, numbers, measurable outcomesQuantified achievements help human reviewers and some scoring models
Confidence scoringOverall parse quality and completenessLow-confidence parses get deprioritized in results

Frequently Asked Questions

Is ResumeGeni free?
Yes. ResumeGeni is currently in beta — ATS analysis, scoring, and initial improvement suggestions are free with no signup required. Full guidance and saved reports may require a free account.
What file formats are supported?
PDF, DOCX, DOC, TXT, RTF, ODT, and Apple Pages. PDF and DOCX are recommended for best ATS compatibility.
How is the ATS score calculated?
Your resume is processed through an 8-layer parsing pipeline that extracts structured data the same way enterprise ATS platforms do. The score reflects how completely and accurately your resume can be parsed, plus how well your content matches common ATS ranking criteria.
Can ATS read PDF resumes?
Yes, but not all PDFs are equal. Text-based PDFs parse well. Image-only PDFs (scanned documents) and PDFs with complex tables or multi-column layouts often fail ATS parsing. Our analyzer will flag these issues.
How do I improve my ATS score?
Focus on three areas: use a clean single-column format, include keywords from the job description naturally in your experience bullets, and ensure all sections (contact, experience, education, skills) use standard headings.

ATS Guides & Resources

Built by engineers with 12 years of experience building enterprise hiring technology at ZipRecruiter. Last updated .

Sr. Software Engineer II

Doubleverify · NYC Global HQ

 

Senior Software Engineer II 

Position Overview 

We are seeking an experienced software engineer to join our talented full-stack billing team responsible for enabling clients to successfully activate and operate DoubleVerify’s rich suite of products. You’ll develop scalable and reliable backend services fueling DV's client-facing user interfaces and operational processes. We are a tech company at heart, addressing complex challenges and innovating to use the best technology and practices for the task at hand on a daily basis. ​The team is a cross-company focal point and user experience oriented, and as such you’ll be closely coordinating and working with multiple development, product, and client services teams.

This position is full-time and located in our New York City headquarters offices offering a hybrid work model from office and remote.

What you will do:

  • Design and develop services that integrate with internal and external systems.

  • Closely collaborate with product managers on establishing requirements, and establish technical requirements with partnering engineering and architecture teams.

  • Research new technologies and adapt them within the systems.

  • Test and optimize code developed both by you and by other team members.

  • Continuously release features using automated deployment tools and framework through Infra-As-Code.

  • Work in a fast-paced, agile environment, collaborating with team members and Product Managers on a daily basis and participating in product meetings.

  • Implement application observability to enhance code integrity and support throughout the development and release processes.

  • Provide code reviews and system design for senior team members

  • Investigate system issues, debug, and resolve production incidents

Who you are:

  • You have at least 6 years of backend software engineering experience with either C#, Java, python, or a similar language.

  • You are familiar with all aspects of SDLC; you know what the best practices are and follow them in your work.

  • You provide mentoring to experienced mid-level engineers.

  • You collaborate with non-technical stakeholders.

  • You collaborate with cross-departmental engineering teams.

  • You are experienced with Infrastructure as Code (IaC) and CI/CD ( e.g. Gitlab CI/CD, terraform, vault) focused on automating deployments and optimizing processes.

  • Strong experience with both relational and non-relational databases ( e.g. MongoDb, MS SQLServer)

  • Strong experience with containerization (Docker/k8s) and Kafka.

  • Familiarity with the AdTech industry is not required, but is a big plus.


The successful candidate’s starting salary will be determined based on a number of non-discriminating factors, including qualifications for the role, level, skills, experience, location, and balancing internal equity relative to peers at DV.
The estimated salary range for this role based on the qualifications set forth in the job description is between $107,000 - $212,000. This role will also be eligible for bonus/commission (as applicable), equity, and benefits.
The range above is for the expectations as laid out in the job description; however, we are often open to a wide variety of profiles, and recognize that the person we hire may be more or less experienced than this job description as posted.

Not-so-fun fact: Research shows that while men apply to jobs when they meet an average of 60% of job criteria, women and other marginalized groups tend to only apply when they check every box. So if you think you have what it takes but you’re not sure that you check every box, apply anyway!

 

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