BLOCKER
5
Stops a shortlist outright.
- R16Missing Mandatory Degree
- R17Missing Mandatory Certification
- R19Insufficient Formal Education in Regulated Role
- R20Language Blocker
- R40Blocker Aggregation Risk
METHODOLOGY
How HireGPS actually scores you.
Four principles. Each one has a receipt — a real example you can inspect, not a marketing claim.
PRINCIPLE 01
Same CV, same score. Every time.
A generic AI coach reads your CV through a language model — every run uses sampling, temperature, and model-confidence blending, so the same CV can come back with two different scores on two different runs. The "feel" of the answer changes; the answer changes with it.
HireGPS does not score with a language model. The score is the weighted sum of eight named category scores, run through explicit numeric thresholds. Nothing samples. Nothing drifts. Run the same CV against the same target role twice, and the arithmetic produces the same number — every time.
- Weighted sum across 8 named scoring categories — no temperature, no sampling.
- Decision (Shortlist / Hold / Reject) comes from explicit numeric thresholds.
- Every risk fires from a named rule with a Detection, a Relevance, and an Action.
Generic AI coach
Same CV. Same role. Two runs.
- Run 171"Generally a strong candidate."
- Run 264"Some gaps in leadership signal."
Different score, different read, every time.
HireGPS arithmetic
Same CV. Same role. Same math.
| Category | Raw | Weight | Contribution |
|---|---|---|---|
| Role & Skill Relevance | 82 | 22% | 18.04 |
| Seniority Match | 88 | 18% | 15.84 |
| Achievement Evidence | 61 | 18% | 10.98 |
| Career Stability | 74 | 12% | 8.88 |
| Education & Certification Fit | 70 | 12% | 8.40 |
| Language & Market Fit | 68 | 8% | 5.44 |
| Context & Scale Match | 72 | 6% | 4.32 |
| CV Clarity | 85 | 4% | 3.40 |
| Total (all 8 categories) | 75.30 | ||
Illustrative arithmetic — real weights, illustrative raw scores. Persona adjustment produces the final score of 76.
PRINCIPLE 02
Your CV scored by the recruiter who hires for your role.
A recruiter hiring Senior Software Engineers in tech weighs Achievement Evidence differently than a recruiter hiring Hospitality Managers in a regional market — and both read Career Stability through different rules. Treating every CV with the same scoring curve flattens that judgment. HireGPS doesn't.
Inside the app, the eight category weights tilt up or down across four axes — industry, region, function, and seniority — to mirror the recruiter who would actually read you for the role you target. Persona adjustment applies at analysis time. The chart below shows the base weights — the starting curve before that adjustment runs.
- Role & Skill Relevance22%
- Seniority Match18%
- Achievement Evidence18%
- Career Stability12%
- Education & Certification Fit12%
- Language & Market Fit8%
- Context & Scale Match6%
- CV Clarity4%
Persona adjustment applies inside the app — base weights shown.
PRINCIPLE 03
Forty risks. Named. Tiered.
A recruiter reading a CV doesn't think "red flag keyword." They think objections — concrete, named, ordered by how much each one would slow a yes. HireGPS encodes exactly those objections as a fixed catalogue of forty risks, each with a name, a severity, a trigger condition, and an explanation template.
The catalogue is tiered by impact: 5 BLOCKER risks that stop a shortlist outright, 11 HIGH risks that land as direct recruiter objections, 17 MODERATE risks that slow the read, and 7 LOW risks that read as polish-grade noise. Forty rules. Reproducible every run.
HIGH
11
Lands as a recruiter objection.
- R01Function Mismatch
- R02Industry Mismatch
- R03Triple Career Change
- R04Seniority Overreach
- R06Leadership Gap
- + 6 more
MODERATE
17
Slows the read.
- R05Overqualification
- R07Title Inflation
- R09Weak Measurable Impact
- R10Unanchored Achievement Claims
- R11Recent-Role Impact Weakness
- + 12 more
LOW
7
Polish-grade noise.
- R15Stagnation / Lateral Drift
- R26Context Without Depth
- R30Formatting Inconsistency
- R31Keyword Stuffing / Vague Language
- R32Grammar or Spelling Issue
- + 2 more
R20Language BlockerBLOCKERLanguage & Market Fit
- Detection
- CV does not state required language proficiency — or states it below the threshold for the target market. Fires when the role or region mandates a specific language at business-level fluency.
- Relevance
- When the posting requires C1 German for a client-facing role, the recruiter cannot advance a candidate without confirmed proficiency — regardless of how strong the rest of the profile is.
- Action
- Add language proficiency explicitly: certification reference, years of professional use, and the level (B2 / C1 / C2 or equivalent). The Rewrite Recommendation engine preserves your stated level; it cannot invent fluency you have not claimed.
PRINCIPLE 04
Every score traces back to a rule.
A score you can't audit isn't a score — it's a guess wearing a number. HireGPS treats explainability as a doctrine: every category contribution, every fired risk, and every ranked action ties back to a named rule the engine can show you, in plain language, with the exact phrase from your CV that triggered it.
The three columns below are not branding. They are the literal structure of every rule inside the catalogue. Read one rule, and you can tell exactly why it fired, why it matters for your role, and what to do about it.
- No score without a rule. No rule without a name.
- Every rule shows the source phrase from your CV that triggered it.
- Ranked actions are tied 1:1 to the rules that fired — never freeform.
- 01
Detection
What in the CV triggered the rule. Source phrase quoted back to you, verbatim.
- 02
Relevance
Why a recruiter trained on your industry and seniority cares about this signal.
- 03
Action
The smallest change that moves the score — written so you can apply it today.
Know exactly how a recruiter will read your CV.
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