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Sample ATS report

This is what you get after you check your CV: a score out of 100, the fixes worth making first, and a breakdown you can act on.

This is an example. It was written for a fictional candidate, a Finance Manager applying in the UAE, to show every part of a report. Your own report reflects your own CV.

Your score

Usable, needs improvement

Targeted score: your CV measured against the job description you provided.

Instant score. It can change after PCG reviews it.

How to read this

  • The ring is your instant score. A PCG specialist then reviews it, and approval adds up to 10 points, so your final score can differ.
  • Fix these first lists the few changes that cost you the most points.
  • The breakdown explains what each of the six categories measures and what we found in your CV.

Fix these first

The changes most likely to improve your score and how recruiters read your CV.

  1. 1

    Achievement Qualityup to +9 points

    Only 5/22 bullets contain measurable outcomes. Add % improvements, revenue impact, team sizes, and timelines to boost score.

  2. 2

    Role Alignmentup to +6 points

    ✗ Required skill: "Month-end close and consolidation in Hyperion" — no evidence found.

  3. 3

    Document Integrityup to +2 points

    Contact block is missing one key field (LinkedIn or location). GCC recruiters expect both.

Score breakdown

Six categories add up to 100. Each shows what it measures and what we found.

  • Document Integrity

    18 / 20

    Whether software can read your CV: layout, text extraction, standard sections, contact details and a summary.

    • Contact block is missing one key field (LinkedIn or location). GCC recruiters expect both.

  • Role Alignment

    19 / 25

    How much evidence your CV shows for what the job asks. Without a job description a neutral baseline is used.

    • ✗ Required skill: "Month-end close and consolidation in Hyperion" — no evidence found.
    • ? Preferred skill: "IFRS 16 lease accounting" — adjacent evidence only; reviewer confirmation needed.

  • Achievement Quality

    11 / 20

    Results, numbers and strong action verbs in your experience bullets, rather than lists of duties.

    • Only 5/22 bullets contain measurable outcomes. Add % improvements, revenue impact, team sizes, and timelines to boost score.
    • Phrases like "Responsible for" and "Assisted with" reduce ATS and recruiter impact.

  • Career Clarity

    15 / 15

    A clear progression: consistent seniority, coherent job titles and no unexplained gaps.

  • Completeness & Consistency

    8 / 10

    Dates, education, certifications, skills and links are present and consistently formatted.

    • 2 experience entries are missing start dates. ATS systems require dates to calculate tenure and recency.

  • PCG Human Validation

    Pending

    Ten points awarded when a PCG recruitment specialist reviews and approves your report.

    Awaiting your PCG specialist's review. These 10 points are added if your report is approved.

Ready to see your own?

It is free and takes about two minutes. Upload a PDF or DOCX, or paste your CV text.

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