What is the Notch Score?
Your Notch Score is a percentage (0-100%) that measures how well your resume demonstrates the competencies a specific job description requires. It's based on:
- What the JD actually asks for — skills, responsibilities, and domain knowledge extracted from the posting
- How prominently each requirement appears — a skill in the title and repeated 3 times matters more than a "nice-to-have"
- How well your resume proves each one — from direct evidence to no evidence at all
The same resume will score differently against different JDs. Your score is always specific to the role — it measures match, not resume quality in general.
Understanding your score
You have most of what they're asking for. Apply with confidence. Your resume shows clear evidence of the key competencies.
You're in the running, but there are gaps. Use Notch's suggestions to bridge them. Consider emphasizing adjacent experience.
Significant gaps between your experience and what they want. Either surface hidden experience or consider if this role is the right fit.
Not all resume scores are equal
Most resume scoring tools count keywords. If the JD says "project management" and your resume says "project management," you get points. This is easy to game and doesn't tell you much.
"Does your resume contain the words from the job description?" Rewards keyword stuffing. Doesn't know if you actually did the work.
"Does your resume prove you can do what this role requires?" Reads your actual experience and classifies the strength of your evidence for each requirement.
This is why a Notch Score can't be faked by copying JD phrases into your resume. The score reflects what you've actually demonstrated, not what words appear on the page.
How we calculate your score
Notch scores your resume against a specific job description using weighted competency matching. Here's how it works:
Notch identifies 8-15 core competencies the role requires — skills, responsibilities, and domain knowledge. Company jargon gets translated to universal terms you can understand.
Each competency is weighted 1-5 based on how prominently it appears in the JD. A skill mentioned in the title and three times in the description matters more than a "nice-to-have" buried at the bottom.
Notch reads your resume and classifies how well you demonstrate each competency:
Your score is the weighted average of all competency scores. A high-weight competency you're missing hurts more than a low-weight one. This means your score reflects the JD's actual priorities, not just a keyword count.
The same resume will score differently against different JDs, because the weights and competencies change. Your score is always specific to the role.
What your score can't tell you
Resume scores are useful, but they're one input — not the full picture. Your Notch Score doesn't account for:
- Referrals and networking — a 70% score with a warm intro often beats a 90% score from a cold application
- Culture fit and soft skills — these matter in hiring but can't be measured from a resume
- Hiring timing and competition — the same resume might succeed in one hiring cycle and not another
- Cover letters and portfolios — supplementary materials that can compensate for resume gaps
Use your score as a diagnostic tool to find and fix gaps — not as a prediction of whether you'll get the job.
Frequently asked questions
Why is my score only 72% when I think I'm a great fit?
You might be underselling yourself! Common reasons for lower-than-expected scores:
- You have relevant experience but didn't mention it on your resume
- Your bullets are too vague (missing metrics, scope, or clear outcomes)
- You're using different terminology than the JD
- Your most relevant experience is buried or not emphasized
Solution: Review Notch's suggested rewrites - they'll show you how to surface what you actually did.
Should I only apply to jobs where I score 75%+?
Not necessarily. A 65-74% score suggests you're in the running, though your odds may vary depending on the role and competition. Use Notch to improve your resume for the role, not to gate whether you apply. The score is a guide, not a guarantee.
Why do I get different scores for the same resume on different jobs?
Because Notch scores your match to a specific job, not your resume quality in general. The same resume can be a 85% match for one role and 60% for another if the requirements differ.
What are the three bullet variants (A / B / C)?
Each bullet has three versions to help you choose your tone:
- A: Your bullet — your original text, lightly cleaned up if needed
- B: Match rewrite — reframed to show your work at the scope the JD describes
- C: Statement rewrite — emphasizes outcomes, leadership scope, or business impact
All three are interview-defensible. Pick what feels authentic to you.
What do the ⚠️ risk flags mean?
Notch's "Honesty Lock" catches potential red flags in rewrites:
- Placeholder metrics: "100% increase" without context
- Title inflation: "Led" vs "Contributed to"
- New entities: Adding companies/projects not on your resume
Always verify flagged bullets before using them. If you can't defend it in an interview, don't use it.
Can I use Notch for non-traditional backgrounds?
Yes! Notch works across all industries and experience levels. It's especially helpful if you're:
- Making a career pivot
- Translating non-corporate experience to corporate roles
- Re-entering the workforce after a gap
- Self-taught or lacking traditional credentials
What is a good resume score?
It depends on the tool. Keyword-counting tools inflate scores because matching words is easy. In Notch's competency-based scoring: 75%+ is a strong match, 65-74% means you're competitive but have gaps, and below 65% means significant gaps exist. Don't use any score as a go/no-go decision — use it to find what's missing and fix it.
Are resume scores accurate?
It depends on what the tool measures. A keyword counter can give you 95% for copying the JD into your resume — that's "accurate" by its own logic but useless. Notch scores based on whether your resume demonstrates each competency, which is closer to how a recruiter actually reads it. No score can predict hiring outcomes, but a competency-based score is a more honest reflection of your fit.
How to improve your score
- Surface hidden experience: Did you actually do the thing they're asking for but forgot to mention it? Add it.
- Use their language: If the JD says "cross-functional collaboration," use that phrase (don't say "teamwork"). Matching terminology helps with ATS and shows you speak the role's language.
- Add metrics and scope: "Managed team" → "Managed 6-person team" or "Led project" → "Led $2M project"
- Compare your variants: The B and C rewrites show how to reframe your experience for the role. Use them if they're truthful — skip them if they feel like a stretch.
- Keep it recent: Emphasize experience from the last 5 years when possible.
Related guides
- The complete guide to resume optimization — 6 steps to tailor your resume for any job
- How to match your resume to a job description — keyword mapping, before-and-after examples, and a pre-submit checklist
- How ATS actually works — what applicant tracking systems do (and don't do) with your resume
- Career change resume guide — how to translate non-traditional experience
14 things to check before hitting "Apply" - from ATS formatting to interview-defensible bullets.