CV & LinkedIn Optimizer

What it does

The CV & LinkedIn Optimizer rewrites a CV/LinkedIn profile to align with the real language of a target job posting and produces a weighted ATS Fit Score (0-100) across four axes. It runs on five named methodologies, not gut feel:

1. ATS keyword-match (Jobscan / hard-skill alignment). Tokenizes the target posting, extracts hard skills + tools + certifications + role-title terms, and maps them to the CV. Typical shortlist threshold is ~75% overlap (Jobscan; a 75-88 band depending on company size).
2. STAR + XYZ bullet formula (Laszlo Bock, Work Rules!). Converts each achievement into "Accomplished X, as measured by Y, by doing Z"; "responsible for…" task statements become result statements.
3. Recruiter ~7-second scan (Ladders eye-tracking, 2018; ~7.4s in recent data). Verifies the name → current title → prior title → dates → education anchors sit clearly in the top-left "golden triangle."
4. LinkedIn All-Star + Social Selling Index. Audits the 220-char headline, the "About" first-3-lines hook, top-3 endorsed skills, and a value-proposition headline.
5. JD-fit gap analysis. Separates must-have from nice-to-have; buckets the profile into proven / weakly-proven / missing. A missing must-have is a direct rejection cause → critical.

Output: score + missing-keyword table + before/after bullet comparison + 2-3 LinkedIn headline variants + a list of metrics to request from the candidate.

When to use it

When you have a CV, LinkedIn profile, or coaching notes plus a target role (ideally the full posting): after application rejections/silence, during a career transition, when seeking a promotion or new role, or when a career coach needs an evidence-based answer to "why no callbacks." HR teams also use it to calibrate candidate profiles to role norms.

Method / frameworks

Rubric weights: Keyword-match 35% (green ≥75% overlap) · Quantification 25% (≥60% bullets with metrics) · Parse-safety 20% (0 parse traps) · Recruiter-scan 20% (5/5 anchors clear). Verdict bands: ≥80 "Application-ready", 60-79 "Strong with quick fixes", 40-59 "Structural revision needed", <40 "Rebuild from scratch". Core rule: no fabricated metrics — every unverifiable number goes to gaps to be requested from the candidate.