BLOCKER
2
Stops a shortlist outright.
- K20Language Blocker
- K40Blocker Aggregation
METHODOLOGY
How the HireGPS resume score works
HireGPS scores a CV with written rules, not with an AI model: eight weighted categories, a catalog of 40 named risks, and explicit thresholds for Shortlist, Hold and Reject. Four principles follow, each with a receipt you can inspect.
PRINCIPLE 01
Same CV, same target role, same score.
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. An AI model reads your file into fields, which you can check and correct before the analysis runs. From there the score is the weighted sum of eight named category scores, run through explicit numeric thresholds: nothing samples and nothing is guessed. The same confirmed CV and target role give the same score on the same engine version. Two inputs can still move it over time: a role you mark as current is measured up to today's date, so its length grows month by month, and a job posting you paste is read again on every analysis.
- 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."
Illustrative example: a generic coach can return a different score and a different read on each run.
HireGPS arithmetic
Same CV. Same role. Same math.
| Category | Raw | Weight | Contribution |
|---|---|---|---|
| Role Relevance | 82 | 22% | 18.04 |
| Seniority Match | 88 | 17% | 14.96 |
| Achievement Evidence | 61 | 22% | 13.42 |
| Career Stability | 74 | 14% | 10.36 |
| Education & Certification Fit | 70 | 9% | 6.30 |
| Language & Market Fit | 68 | 7% | 4.76 |
| Experience Context Signal | 72 | 5% | 3.60 |
| CV Clarity | 85 | 4% | 3.40 |
| Total (all 8 categories) | 74.84 | ||
Illustrative raw scores. The weights are the engine's own senior-level starting weights, before industry, function and region adjust them. The published score is this sum rounded to a whole number: 75.
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. The weights mirror the recruiter who would actually read you for the role you target. Persona adjustment applies at analysis time. There is no single set of weights: each of the engine's 7 seniority levels starts from its own curve. The chart below shows one of them, the senior-level curve, before industry, function and region adjust it.
- Role Relevance22%
- Seniority Match17%
- Achievement Evidence22%
- Career Stability14%
- Education & Certification Fit9%
- Language & Market Fit7%
- Experience Context Signal5%
- CV Clarity4%
Senior-level starting weights shown. Industry, function and region adjust them inside the app.
PRINCIPLE 03
40 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 writes objections like these into a fixed catalog of 40 risks, each with a name, a severity, a trigger condition, and an explanation template.
The catalog is tiered by impact: 2 BLOCKER risks that stop a shortlist outright, 10 HIGH risks that land as direct recruiter objections, 21 MODERATE risks that slow the read, and 7 LOW risks that read as polish-grade noise. Which of them appear depends on your CV and target role: some only apply when a job posting you paste asks for the requirement, and a few are not active yet.
A HIGH risk does not reject a CV on its own. Blocker Aggregation does: it fires on a combination of other active risks: for example, three or more HIGH risks at once.
HIGH
10
Lands as a recruiter objection.
- K01Function Mismatch
- K03Triple Career Change
- K04Seniority Overreach
- K06Leadership Gap
- K08No Measurable Impact
- + 5 more
MODERATE
21
Slows the read.
- K02Industry Mismatch
- K05Overqualification / Retention Risk
- K07Title Inflation Concern
- K09Weak Measurable Impact
- K10Unanchored Achievement Claims
- + 16 more
LOW
7
Polish-grade noise.
- K24Weak Market Familiarity
- K26High-Context Without Depth
- K30Formatting Inconsistency
- K31Keyword Stuffing / Vague Language
- K33Generic Untargeted Positioning
- + 2 more
K12Chronic Short TenureHIGHCareer Stability
- Detection
- CV shows [short tenure count] roles shorter than 18 months, with an average tenure of [avg tenure]. This pattern raises a job-hopping flag.
- Relevance
- In [industry label], average tenure below 18 months across multiple roles signals instability risk. Recruiters at [seniority label] level weigh the cost of early attrition heavily, particularly for roles requiring relationship-building and ramp-up time.
- Action
- For each short-tenure role, add a brief explanation: contract ended, company acquired, org restructured, or deliberate move. If the short tenures were contract roles, group them visually or label them clearly. An explanation answers the obvious question, but this analysis measures tenure length only, so the flag stays after you add one.
The engine's own template for this risk, word for word. Bracketed slots fill in from your analysis.
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, written for the industry and level you are targeting.
The three columns below are not branding. They are the literal structure of every rule inside the catalog. Read one rule, and you can tell 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 explains itself for your target industry and level.
- Ranked actions are tied 1:1 to the rules that fired, never freeform.
- 01
Detection
The signal in your CV that fired the rule: named, not guessed.
- 02
Relevance
Why this signal matters to a recruiter hiring for your industry and seniority.
- 03
Action
The concrete change the rule asks for, written so you can apply it today.
Know your CV's risks before you send it.
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