Help
Everything you need to know.
Questions about how scoring works, credits, privacy, and more.
Product & How It Works
Ready to Apply is a resume-to-job-description matching tool. You paste or upload a job description and your resume, and the system scores your fit, identifies gaps, optimizes your resume language, and prepares you for your interview — all grounded strictly in what's actually on the page. Nothing is fabricated or generalized.
Your Job Fit Score is based on how your resume aligns with the job description using the information in your documents. It gives you a practical read on your fit so you can decide what to do next.
Job Fit Score is the first analysis — it scores your fit against the job description and produces a tier verdict (Excellent, Strong, Moderate, or Low Fit), a geographic flag, a level-fit flag where relevant, evidence tables for each category, your snapshot, and an action plan. It always runs on every analysis.
Resume Optimization analyzes your resume against the job and identifies specific language improvements you can make to better represent your actual experience. It flags keyword gaps, role-by-role suggestions, and a priority action list — all grounded in what you've done, never invented. Unlocks if the Job Fit Score is 60% or above.
Interview PREP is Ready to Apply’s interview framework for preparing with more structure and confidence. PREP stands for Positioning, Results, Edge Cases, and Path Forward — four pillars that help you think through your story, prove your value, handle tougher questions, and show where you can grow next. Unlocks if the Job Fit Score is 60% or above.
Below 60%, the gap between your profile and the role is too significant for Resume Optimization or Interview PREP to be useful. The honest answer is: you'd be better served finding a better-fit role. These tools are only unlocked when there's a real foundation to build on.
A score below 60% means the role requires hard skills, experience, or qualifications that your resume doesn't demonstrate. A "Do Not Apply" verdict is shown directly — we don't soften it. Resume Optimization and Interview PREP are not available for low-scoring results.
The score is based on the evidence in your documents and helps reduce the inconsistency that often comes with human resume review. Use it as a strong signal, not an absolute answer. It's a tool to help you make more informed decisions, not a guarantee of outcomes. The score's accuracy depends on the quality of your resume and the job description — it can only analyze what's on the page.
A score variance of roughly 2 to 5 percent between runs is normal, and understanding why helps put it in context.
Ready to Apply uses a large language model to read your resume against a job description the same way a senior recruiter would: as a judgment call, not a calculation. A bullet point that partially demonstrates a skill, a role title that implies seniority without stating it, a sentence that could support two different interpretations. These are real ambiguities, and how they get resolved can shift slightly between readings.
This mirrors something well-documented in hiring. When two experienced recruiters independently score the same resume for the same role, they rarely land on the same number. The factors driving that variance are the same ones at play here: how much weight to give adjacent experience, whether a partial match earns partial credit, how to handle ambiguous phrasing. These are judgment calls based on inherent subjectivity and bias, not arithmetic.
What this means in practice: treat your score as a reliable signal, not a precise measurement. A 74 and a 71 on the same documents are saying the same thing. A 74 and a 58 are saying something meaningfully different. The evidence tables showing what matched and what didn't are the most stable part of your result and the most useful place to focus.
Ready to Apply uses a large language model to read your resume against a job description the same way a senior recruiter would: as a judgment call, not a calculation. A bullet point that partially demonstrates a skill, a role title that implies seniority without stating it, a sentence that could support two different interpretations. These are real ambiguities, and how they get resolved can shift slightly between readings.
This mirrors something well-documented in hiring. When two experienced recruiters independently score the same resume for the same role, they rarely land on the same number. The factors driving that variance are the same ones at play here: how much weight to give adjacent experience, whether a partial match earns partial credit, how to handle ambiguous phrasing. These are judgment calls based on inherent subjectivity and bias, not arithmetic.
What this means in practice: treat your score as a reliable signal, not a precise measurement. A 74 and a 71 on the same documents are saying the same thing. A 74 and a 58 are saying something meaningfully different. The evidence tables showing what matched and what didn't are the most stable part of your result and the most useful place to focus.
No, and neither can any recruiter working from the same job description.
A job posting is a written document. It is an imperfect, often incomplete translation of what the hiring manager actually has in mind. The person who wrote it had priorities, deal-breakers, and mental models that never made it onto the page. They may have listed six requirements but care deeply about only two. They may have written "preferred" for something that is actually non-negotiable. They may be picturing a specific type of background without knowing how to put that into words.
Ready to Apply scores what is written. So does every recruiter who reviews your application before speaking to that hiring manager. No one in that chain has access to intent that was never documented.
This is why a strong score does not guarantee an interview, and a moderate score does not mean the application is hopeless. Scoring is a filter, not a crystal ball. What it gives you is an honest, evidence-based read of how your background maps to the words on the page. That is genuinely useful for deciding where to invest your time. It is not a substitute for the conversation that eventually happens between a hiring manager and a candidate, where unstated expectations finally get surfaced.
Use the score to make smarter decisions about which roles to pursue. Use the gap analysis to strengthen your application for the ones that matter. The rest depends on a human interaction that no tool can fully anticipate.
A job posting is a written document. It is an imperfect, often incomplete translation of what the hiring manager actually has in mind. The person who wrote it had priorities, deal-breakers, and mental models that never made it onto the page. They may have listed six requirements but care deeply about only two. They may have written "preferred" for something that is actually non-negotiable. They may be picturing a specific type of background without knowing how to put that into words.
Ready to Apply scores what is written. So does every recruiter who reviews your application before speaking to that hiring manager. No one in that chain has access to intent that was never documented.
This is why a strong score does not guarantee an interview, and a moderate score does not mean the application is hopeless. Scoring is a filter, not a crystal ball. What it gives you is an honest, evidence-based read of how your background maps to the words on the page. That is genuinely useful for deciding where to invest your time. It is not a substitute for the conversation that eventually happens between a hiring manager and a candidate, where unstated expectations finally get surfaced.
Use the score to make smarter decisions about which roles to pursue. Use the gap analysis to strengthen your application for the ones that matter. The rest depends on a human interaction that no tool can fully anticipate.
Yes. Each re-run costs 1 credit. If you update your resume or the job description changes, re-running the Job Fit Score gives you an updated result. Prior results are not overwritten — each analysis is independent.
Billing & Credits
1 credit = 1 analysis. Running the Job Fit Score, Resume Optimization, or Interview Prep each costs 1 credit. A full session covering all three costs 3 credits total.
Every visitor gets 3 free credits per month. No account required. They reset 30 days after your first use — all 3 reset together regardless of how many you used.
Free credits reset 30 days after your first analysis. The reset date is shown in the credit counter after your first run. All 3 credits return at once on reset day.
Paid credits are purchased securely through Stripe. They are added to your account immediately after payment and are consumed after your free credits are used up. They never expire and can be used at any pace.
No. Paid credits never expire. Use them whenever you need them — there's no pressure to use them within a time window.
Running the Job Fit Score = 1 credit. Running Resume Optimization = 1 credit. Running Interview PREP = 1 credit. Re-running the Job Fit Score with a new job or resume = 1 credit.
Paid credits are tied to the device and browser used at purchase. For best results, run your analyses on the same device. Cross-device access is coming in a future update.
We accept all major credit and debit cards securely via Stripe. No subscription — each purchase is a one-time charge.
Ready to Apply does not offer refunds on purchased credits.
Every account starts with 3 free credits, renewed every 30 days, with no payment required. These credits are provided specifically so you can evaluate the product before spending anything. Purchasing credits is an informed decision made after you have already used the service.
When you purchase a credit pack, credits are delivered to your account immediately and are available for use right away. Because the product is digital and delivery is instant, we are unable to offer refunds for change of mind, unused credits, or results that did not meet your expectations.
If you were charged in error — for example, a duplicate transaction or a technical failure during checkout — please contact us within 7 days and we will resolve it promptly.
Every account starts with 3 free credits, renewed every 30 days, with no payment required. These credits are provided specifically so you can evaluate the product before spending anything. Purchasing credits is an informed decision made after you have already used the service.
When you purchase a credit pack, credits are delivered to your account immediately and are available for use right away. Because the product is digital and delivery is instant, we are unable to offer refunds for change of mind, unused credits, or results that did not meet your expectations.
If you were charged in error — for example, a duplicate transaction or a technical failure during checkout — please contact us within 7 days and we will resolve it promptly.
No. Credits are reserved before each analysis and only finalized on confirmed success. If an analysis fails for any reason — timeout, API error, or system issue — the reserved credit is released and returned to your balance automatically.
Privacy & Data
No. Your raw resume text is passed to the AI for analysis and discarded immediately — it is never written to our database. Download your reports before leaving the page.
The raw text of your job description is never stored. It is passed to the AI for analysis and discarded immediately, the same as your resume.
What is retained is a structured extraction derived from the job description: the key requirements, skills, and experience criteria the AI identified. This is cached so that repeat analyses against the same posting produce consistent results without re-processing the full document. It contains no free-form text from the original job description — only the structured criteria drawn from it.
All analysis output is tied to your device and IP address only, not to a name or account.
What is retained is a structured extraction derived from the job description: the key requirements, skills, and experience criteria the AI identified. This is cached so that repeat analyses against the same posting produce consistent results without re-processing the full document. It contains no free-form text from the original job description — only the structured criteria drawn from it.
All analysis output is tied to your device and IP address only, not to a name or account.
Your analysis results are tied to the same device and browser used to create them. They are not tied to your name, email, or an account. We do not sell or share your analysis results with third parties.
No. We do not sell, rent, or share your data with third parties for advertising or any commercial purpose. See our Privacy Policy for full details.
Your scoring output is retained temporarily and tied to your device only — not your name or email. This lets you reload a prior result via its link and resume after a payment. PDF reports, however, are only available during your current session. Download your report before leaving the page or running a new analysis — we do not store the PDF.
Troubleshooting
A variance of roughly 2 to 5 percent between runs is normal and expected. Both AI and experienced human recruiters interpret nuanced language differently across readings, and that subjectivity is part of any honest evaluation process.
If your score feels significantly off, the most common cause is resume language. The scoring is evidence-based: it can only assess what is explicitly written. Generic phrasing like "experience with X" scores lower than specific, measurable claims that demonstrate the same skill. Tightening your resume language often moves the score more than re-running the analysis.
It is also worth keeping in mind that a job description is a written document, not a complete picture of what the hiring manager wants. The score reflects how your background maps to the words on the page. If the posting is vague or incomplete, the score will reflect that limitation too.
If you have checked both documents and still believe something is wrong, contact us.
If your score feels significantly off, the most common cause is resume language. The scoring is evidence-based: it can only assess what is explicitly written. Generic phrasing like "experience with X" scores lower than specific, measurable claims that demonstrate the same skill. Tightening your resume language often moves the score more than re-running the analysis.
It is also worth keeping in mind that a job description is a written document, not a complete picture of what the hiring manager wants. The score reflects how your background maps to the words on the page. If the posting is vague or incomplete, the score will reflect that limitation too.
If you have checked both documents and still believe something is wrong, contact us.
Credit balances update after your first analysis. If you've just returned from Stripe checkout, run an analysis — the correct balance will appear before any credit is consumed. If the issue persists, please contact us with your payment email.
No. If an analysis times out or fails, your credit is automatically released. You are never charged for a failed run. Try again — timeouts are usually transient.
Use our contact form to reach us. We respond within 1–2 business days.