By a former Google recruiter
Upload your resume. Watch a recruiter's eyes track it. See the heatmap of what actually got read, what got skipped, and whether you'd pass.
PDF or DOCX, under 5MB. We extract the text and run a 6-second simulated recruiter screen on page one.
Parsing and loading your resume
This can take up to 30 seconds.
Files stay in memory, never stored. Parsed by a third-party AI provider. Terms
The 6-second screen is a pass-fail filter, not feedback. Knowing your resume failed isn't the same as knowing how to rewrite the top of page one to pass next time.
Free, personally reviewed within 12 hours by a former Google recruiter.
The path
Recruiters don't read resumes top to bottom. Instead, they quickly scan them, with their lazer eyes, to identify key pieces of information. During the first resume screen (which the above tool simulates), they'll be looking for the below data in your resume.
An optional line just under your name that names the target role you're applying for. When present, the recruiter immediately sees a fit. When absent, they fall back to inferring from your most recent role, which works as long as your current title matches.
Three lines, max. The recruiter is not reading prose, they're checking four boxes simultaneously:
A quick sweep over the skill list. The recruiter is checking that the JD's must-have skills are visibly present. Two seconds, top of mind. If the skills are buried in prose or hidden inside experience bullets, they don't register.
Job title, employer, dates. The recruiter confirms seniority and the company-tier match. A senior role at a no-name company can still pass here. A junior title at a big-name company is a red flag for the level being applied to.
Most resumes go straight into a duty. An introduction bullet sets up the role's scope: the project, product, or product line worked on, plus the 2-3 key areas of contribution. It frames every bullet that follows. If the recruiter has time, they'll scan the next few bullets too, regardless of whether the first is a proper intro.
Methodology
Honest about what we replicate and what we don't.
Your resume is read with the same Natural Language Parser used in the ATS Checker. We extract the structured fields the recruiter would scan for: name, title, summary, skills, work history, bullets.
The 6-second timeline reflects published eye-tracking studies (TheLadders 2012, Ladders 2018) plus 8 years of personal screening at Google. Fixation order and durations match what real recruiters do, not what they say they do in surveys.
The verdict combines what was found in each zone with the recruiter's mental checklist: clear title, four-signal summary, scannable skills, most recent role with at least two strong bullets. Missing the basics fails the screen.
What we don't do: match your resume against a specific job description (the recruiter does that with their own JD in front of them), or judge how strong your bullets actually are. A clean screen pass means the structure is right. Whether the content earns a callback is a separate read. A free human review covers that.
Frequently asked
The most common pushback when candidates see the verdict for the first time.
The 6-second figure comes from a 2012 TheLadders eye-tracking study and a 2018 follow-up that found 7.4 seconds on average. The exact number varies, but the structure is consistent: recruiters scan the top of the page first, fixate on a few key zones, and decide. If those zones don't carry the right signal, the resume is rejected without the bullets ever being read.
Five zones, in order: (1) name and target title, (2) profile summary for target role, years of experience, domain, and main tech stack, (3) technical skills section, glanced over, (4) most recent role's title, employer, and dates, (5) the first one or two bullets under that role. Anything past that gets a quick top-to-bottom sweep, most candidates never get past the second bullet.
The simulator reflects how I personally screened for Google as a recruiter, plus the eye-tracking research from TheLadders, Ladders, and Workopolis. Different companies tune the order slightly (some go skills-first), but the bias toward the top of page one and the most recent role is universal across modern ATS-driven hiring.
Because there is no incentive to. Recruiters work through stacks of 100+ resumes per requisition. The first 6 seconds is a pass/reject filter. If the top of page one signals a clear, level-appropriate match, the resume gets read fully later. If not, it's rejected and the recruiter moves on. This is why the profile summary is the single highest-leverage section in your resume.
Page two is a tie-breaker, not a screen. A recruiter only flips if page one earns it. The 6-second decision happens entirely on page one. If you can't pass the screen with page one alone, page two won't save you. The fix is restructuring the top of page one, not adding more content.
Look at the Didn't find list. Anything missing in that list represents content the recruiter expected to see in a key zone and didn't. The biggest leverage points are: a clear target title at the top, a profile summary with the four signals (target title, years of experience, domain, main tech stack), and a most recent role with at least two strong bullets. Fix those and re-run.
What to use next
Disclaimer. The simulator is a directional model based on published eye-tracking research and personal screening experience. Real recruiter behavior varies by company, role, and individual. Treat the verdict as a structural diagnostic, not a hiring decision.