What does ResumeGeni cost?

ATS analysis, scoring, and initial improvement suggestions are included with no signup required. Saving reports requires an account, and ResumeGeni Pro ($9.99/month) unlocks exports and full AI guidance.

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 parsed into structured fields such as contact information, experience, education, and skills. The score reflects how cleanly ResumeGeni can extract those fields plus format, content, and keyword signals.

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.

Check Your Resume Before You Apply

Most employers use software (an ATS) to read and rank resumes. See your score and fix it. No signup to check.

Graybar

Sales Representative

Cleveland, OH

Drag & drop your resume

or click to browse · PDF, DOCX & more

Upload blocked —

How it works

Key Takeaways

Automated hiring systems can screen or route resumes before human review; ResumeGeni treats ATS scoring as parser-readiness triage, not a hiring prediction (Harvard Business School & Accenture).
The most common ATS-readiness problems are missing keywords, incompatible formatting, incomplete fields, and incorrect file types
ResumeGeni scores parseability, structure, contact fields, content completeness, skills, and keyword signals, then explains the evidence behind the score

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 use that data in search, review, and matching workflows. Parsing gaps can make a qualified candidate harder to evaluate.

Layer	What It Checks	Why It Matters
Document extraction	File format, encoding, readability	Corrupted or image-only PDFs fail immediately
Layout analysis	Tables, columns, headers, footers	Multi-column layouts break field extraction
Section detection	Experience, education, skills headings	Non-standard headings cause sections to be missed
Field mapping	Name, email, phone, dates, titles	Missing contact info is a common cause of immediate rejection
Keyword signals	Job-specific terms, skills, certifications	Keyword overlap can affect recruiter search visibility and resume-review workflows
Chronology check	Date ordering, gap detection	Reverse-chronological order is expected by most ATS
Quantification	Metrics, numbers, measurable outcomes	Quantified achievements help human reviewers and some scoring models
Confidence scoring	Overall parse quality and completeness	Low-confidence extraction means important fields may need manual review

What ResumeGeni Checks Before Keyword Matching

Keyword matching only helps after the resume can be read cleanly. ResumeGeni starts with parser-readiness signals before it evaluates wording, skills, and role fit.

Readable text: whether the uploaded file exposes selectable text instead of only a scanned image.
Standard resume structure: whether contact, summary, work experience, education, and skills sections are easy to identify.
Field extraction: whether names, email addresses, phone numbers, employers, titles, dates, degrees, and skills can be mapped into stable fields.
Format risk: whether tables, columns, text boxes, decorative icons, headers, footers, or unusual bullets could interrupt parsing.
Evidence quality: whether experience bullets include scope, tools, metrics, and outcomes rather than generic duty lists.
Keyword coverage: whether relevant tools, certifications, industry terms, and role-specific phrases appear naturally in the resume.

What Your ATS Score Means

The score is a diagnostic signal, not a hiring guarantee. A high score means ResumeGeni can extract and evaluate the resume with fewer warnings. A low score means the resume likely needs structural fixes before keyword tuning matters.

Score Range	Read	Best Next Action
90-100	Strong parser readiness with few visible gaps	Tailor keywords and achievements to the target role
75-89	Generally readable, but some sections or evidence may be weak	Fix warnings, add measurable achievements, and tighten skills
60-74	Important content may be missing, vague, or hard to map	Repair structure before rewriting bullets
Below 60	Parsing or completeness issues are likely holding the resume back	Move to a cleaner format and rebuild core sections first

What To Fix First

Start with problems that prevent a system or recruiter from reading the resume. Save small wording changes for after the structure is clean.

Priority	Fix	Reason
1	Use a text-based PDF, DOCX, or plain text resume	Image-only files and corrupted exports cannot be reliably parsed
2	Use one column and standard headings	Predictable structure improves section and field detection
3	Put contact information in the body, not only the header	Some parsers ignore header and footer regions
4	Replace vague duties with quantified achievements	Specific outcomes help both recruiter review and scoring evidence
5	Mirror role language truthfully	Relevant keywords help search and review without keyword stuffing

How To Use the Score Without Overfitting

The best use of an ATS score is triage. Fix problems that make the resume hard to parse or hard to evaluate, then stop when the document is clear. Do not chase a perfect score by adding keywords you cannot defend in an interview or by turning every bullet into a list of tools.

Checker signal	Good correction	Correction to avoid
Low parse confidence	Move to a single-column layout, standard headings, and selectable text.	Adding more keywords before the resume can be read cleanly.
Weak evidence bullets	Rewrite duties into scope, action, tool, and measurable outcome.	Inflating impact numbers or copying sample bullets that do not match your work.
Missing role terms	Add truthful tools, certifications, patient loads, stack details, or workflows from your experience.	Keyword stuffing a skills section with technologies you have not used.
Thin company fit	Compare the resume with the target role and company application guide before applying.	Submitting the same generic version to every employer.

Methodology And Limits

ResumeGeni checks format, extraction, content completeness, and keyword signals from the uploaded resume. It does not certify that every employer ATS will parse the file the same way, and it does not predict whether a recruiter will interview you.

For the scoring rubric, privacy notes, and limitations, read the ATS Resume Checker Methodology. For the broader source map behind ResumeGeni guidance, use the research hub and dated research data dashboard. For application context, use the exact company application guide or role guide that matches the job.

What the Checker Can Diagnose

Treat the ATS resume checker as a document-readiness diagnostic, not a hiring prediction. A useful check should tell you whether the resume text can be extracted, whether the major sections are recognizable, whether contact fields are present, whether bullets contain evidence, and whether role language appears naturally enough for a reviewer to understand the match.

Diagnostic area	What ResumeGeni looks for	Best correction
Text extraction	Selectable text, readable file structure, and parser confidence.	Use a text-based PDF, DOCX, or pasted text version before changing wording.
Section recognition	Standard headings for contact, summary, experience, education, skills, projects, and certifications.	Rename creative headings to conventional resume sections and keep content in the document body.
Evidence quality	Bullets with scope, action, tools, and measurable outcomes rather than generic duties.	Rewrite the most recent role first, then work backward through older experience.
Role alignment	Truthful keywords, credentials, systems, technologies, and responsibilities that match the target role.	Compare the resume with a role guide and a real posting before adding or removing terms.

Pair the Score With a Role Guide

An ATS score is the starting point. After the resume is readable, compare it with the role you are targeting so your skills, bullets, and keywords match the actual posting without keyword stuffing.

Resume path	Use this guide when the checker flags	Best next page
Clinical	Missing license, certification, patient-load, unit, EHR, or care-outcome evidence	RN resume guide
Technical	Thin stack detail, unclear shipped features, missing testing, deployment, or performance evidence	Full-stack developer resume guide or Android developer resume guide
Portfolio	Case studies, client scope, shipped work, project outcomes, or collaboration signals are too vague	Product designer resume guide or Freelancer resume guide
People operations	HRIS, compliance, hiring, retention, employee-relations, or policy examples are missing	Human resources manager resume guide

Role-specific next steps

Resume guides by job title — choose the closest role guide before rewriting bullets.
Skills guides by job title — check which tools, certifications, and workflows belong in the skills section.
Keyword benchmarks — use corpus-level keyword examples as context, not as a stuffing checklist.
Company application guides — compare resume preparation with employer-specific application and ATS context.

Where This Checker Fits in the Application Path

Use the checker as a diagnostic gate between drafting and applying. It is strongest when the next action is specific: fix parsing risks, rewrite vague bullets, add missing role evidence, or compare the resume against a real posting. It is weaker when treated as a hiring predictor or a substitute for role judgment.

Signal from the checker	Best next page	Reason
Formatting or parsing warnings	ATS compatibility methodology	Review the scoring categories and limits before changing the file structure.
Weak or generic experience bullets	Resume guides by job title	Find role-specific examples and replace duties with evidence, scope, and outcomes.
Missing tools, systems, or certifications	Skills guides by job title	Check which skills belong in the resume and which should appear only when truthful.
Company-specific application concerns	Company application guides	Compare employer context, ATS signals, and open-role language before final tailoring.

Sources Used For This Checker

ResumeGeni's checker combines product analysis with public resume-writing, occupational, and structured-data references. These sources inform parser-readiness guidance; they do not certify that any employer or ATS vendor will score a resume the same way.

Harvard Business School and Accenture: Hidden Workers: Untapped Talent — employer screening and automated-hiring context.
CareerOneStop Resume Guide formatting guidance — public resume-formatting guidance from the U.S. Department of Labor's CareerOneStop.
O*NET OnLine — occupation tasks, skills, and role terminology used to evaluate keyword coverage.
ATS Resume Checker Methodology and ResumeGeni Research Hub — ResumeGeni's public scoring categories, limits, and preferred evidence map.

Frequently Asked Questions

What does ResumeGeni cost?: ATS analysis, scoring, and initial improvement suggestions are included with no signup required. Saving reports requires an account, and ResumeGeni Pro ($9.99/month) unlocks exports and full AI guidance.
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 parsed into structured fields such as contact information, experience, education, and skills. The score reflects how cleanly ResumeGeni can extract those fields plus format, content, and keyword signals.
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.

Preferred ATS Checker Resource Spine

Research and methodology

ATS Resume Checker Methodology — the scoring rubric, upload limits, and non-guarantees.
ResumeGeni Research Hub — the preferred routing page for methodology, data, and premium guide evidence.
Research Data Dashboard — the dated corpus snapshot and data-use limits.
Keyword Benchmarks — corpus-backed keyword patterns to use as context, not as a stuffing checklist.

Product workflow

Resume builder — rebuild structure, preview the resume, and export after the score is usable.
Resume guides by job title — choose the closest role guide before rewriting bullets.
Skills guides by job title — check which tools, certifications, and workflows belong in the skills section.
Company application guides — compare resume preparation with employer-specific application context.

Premium resume guide examples

Trust and scope

Editorial standards — how ResumeGeni creates, reviews, and corrects public guidance.
Coverage — the published, planned, parked, and refused role-resource map.

As a community, the University of Rochester is defined by a deep commitment to Meliora - Ever Better. Embedded in that ideal are the values we share: equity, leadership, integrity, openness, respect, and accountability. Together, we will set the highest standards for how we treat each other to ensure our community is welcoming to all and is a place where all can thrive.

Job Location (Full Address):

601 Elmwood Ave, Rochester, New York, United States of America, 14642

Opening:

Worker Subtype:

Regular

Time Type:

Time as Reported / Per Diem

Scheduled Weekly Hours:

As Scheduled

Department:

500136 Psychiatry SMH Social Work

Work Shift:

UR - Day (United States of America)

Range:

UR URCE 211 H

Compensation Range:

$30.29 - $38.75

The referenced pay range represents the minimum and maximum compensation for this job. Individual annual salaries/hourly rates will be set within the job's compensation range, and will be determined by considering factors including, but not limited to, market data, education, experience, qualifications, expertise of the individual, and internal equity considerations.

Responsibilities:

GENERAL PURPOSE
The social worker is responsible for providing primary therapy to patients 18 years and younger admitted to the Child and Adolescent Partial Hospital Service (CAPHS). The social worker conducts psychosocial assessment, treatment and discharge planning of patients assigned to their caseload. The social worker is responsible for crisis intervention, maintenance of the therapeutic milieu, and assessment and management of patient safety. The social worker may be responsible for leading therapeutic groups and conducting intake assessments. The social worker develops and maintains relationships with community agencies and providers who refer to and receive patients from the CAPHS. The social worker participates on a multidisciplinary team for the ongoing review of cases.

ESSENTIAL FUNCTIONS

Serves as primary therapist to patients assigned to their caseload. Performs
Psychosocial assessments of patients and their families Provides behavioral health treatment and education to patient and families.
This may be in the following modalities: individual, family and/or group therapy.
Coordinates activities related to the comprehensive treatment and discharge planning for the patients assigned to his/her caseload.
Functions as a member of the interdisciplinary treatment team and
contributes to the psychosocial assessment, treatment, and continuity of care
for identified patients.
Engages in collaboration and consultation with interdisciplinary colleagues as indicated.
Secures authorization for treatment from patients’ insurers, as indicated.
Collaborates with appropriate collateral contacts and provides linkages to community resources.
Provides back-up as requested and able to other units/programs during the absence of certain co-workers.
Documents interventions in the patient’s chart in compliance with
Departmental and Hospital policy.
Attends monthly Staff Meetings. Ensures that Department and Hospital policies and procedures are implemented with regard to patient care.
Participates in routine committee process of the PHP and complies with Department quality assurance and staff development activities.
Participates in activities of the including, but not limited to timely completion of statistical reports/forms, time sheets and other Hospital forms; Hospital mandatory In-service training programs and UHS reviews.
Subscribes to the Departmental goal of creating a culturally competent environment by treating patient, families, trainees, and co-workers in a sensitive manner with appropriate attention to cultural differences.
Participates in available cultural competency events and training appropriate to job duties.
Other duties as assigned

MINIMUM EDUCATION & EXPERIENCE

The counselor who occupies this position must have a Master of Counseling from an accredited graduate program required
Prior experience in providing individual or group therapy in an acute clinical setting preferred.
Knowledge about and ability to provide behavioral health assessments/evaluations and evidenced based interventions.
Commitment to and routine demonstration of biopsychosocial approach to care of individuals and families.
Dedication to delivering a team-based integrated model of care
Demonstrates cultural humility and anti-racism values and works toward ensuring all patients feel welcome preferred
Master's degree from an accredited school of social work. Licensure as a social worker, as defined by the State Board for Social Work, State Education Department, Division of Professional Licensing Services is required. If licensure has not been obtained upon employment, the individual has 18 months within which to obtain it, unless duties will be performed under OMH then minimum of a limited permit (not to exceed 1 year) or NYS Licensure will be required upon employment start. Required.

The University of Rochester is committed to fostering, cultivating, and preserving an inclusive and welcoming culture to advance the University’s Mission to Learn, Discover, Heal, Create – and Make the World Ever Better. In support of our values and those of our society, the University is committed to not discriminating on the basis of age, color, disability, ethnicity, gender identity or expression, genetic information, marital status, military/veteran status, national origin, race, religion, creed, sex, sexual orientation, citizenship status, or any other characteristic protected by federal, state, or local law (Protected Characteristics). This commitment extends to non-discrimination in the administration of our policies, admissions, employment, access, and recruitment of candidates, for all persons consistent with our values and based on applicable law.