How Review Works
Review reads your CV several times — from structure to role fit — and shows behaviour, not a score.
What does Audit do?
Audit is not a score machine.
It shows you where the case is weak, why it is weak, and what to fix next.
It is not a checklist either. It reads the way a hiring manager does — six seconds, top-down — then scores every bullet, then reads again through the lens of your specific role.
Audit reads your CV multiple times
Audit does not make one pass. Each stage looks at something different.
Role-aware reading
A strong PM CV and a strong designer CV do not look the same.
Audit detects the role from your CV first, then reads again with the right competency rubric.
- PM: Problem framing, judgment, decision-making, business impact
- Designer: Insight → hypothesis → design → validation chain
- Engineer: Technical work connected to business or user impact
- Other roles: Action, scope, and result at the right level for the job
The same line can read as strong for one role and weak for another.
Recent experience counts more
Hiring managers read top-down. The most recent role gets the most attention.
So the overall score is not a flat average. Recent roles carry more weight.
Polishing a three-year-old bullet matters less than fixing two bullets in your current role.
Structural audit: the basics first
Before reading content, Audit checks the fundamentals. A broken format kills a strong CV before anyone reads it.
Structural results come back as status, not a score: Pass, Warning, Fail.
Common things that fail here:
- Summary is empty or reads as "passionate team player"
- CV length is wrong for the years of experience
- Section order is off (skills first, summary last)
- Formatting is inconsistent — dates, bullets, fonts mixed
- Complex layouts that break ATS parsing
Korean CVs get a few extra checks — narrative vs bullet style, verb endings, company context lines.
Bullet scoring: one line at a time
Audit reads your CV at the bullet level, not the paragraph level.
Each bullet is scored across several dimensions — not one number. Does it have metrics? Does ownership show? Is the structure complete? Is the context specific?
So a bullet can come back as "strong impact but weak structure." The read is three-dimensional.
Every bullet also gets a High / Medium / Low priority. Priority is not just "low score" — it means "fixing this one first gives you the most lift."
Add a job description for sharper reads
Audit works on the CV alone. But adding a target job description makes the diagnosis much sharper.
With a JD, Audit reads your bullets through the language and competencies that role actually asks for.
Stuffing keywords does not help. Audit looks at whether your thinking patterns overlap with what the role demands.
Korean and English read differently
A good Korean CV and a good English CV follow different conventions.
Audit detects the primary language first, then applies the right standards.
"~를 담당함" in Korean and "Responsible for..." in English are the same problem. Weak patterns are universal — how they show up is not.
Mixing English terms (B2C, MAU, SQL) into a Korean CV is fine. Audit looks at the overall flow to decide.
What a result looks like
Example dataAudit score
What Audit finds
Section-by-section diagnosis
Grouped into core problems
Line-by-line feedback alone buries the lead.
Audit groups weak bullets into a small number of "core problems." Example: "Summary does not match the target role," "Three bullets missing measurable results."
Each core problem comes with specific examples and next actions. Big picture and small moves in one place.
What to do next
- Rewrite the summary in the target role's language
- Add measurable evidence to the two flagged bullets
- Keep only the skills already proven in your experience
Why the score is not the point
"85 out of 100" tells you nothing actionable.
"Adding a metric to this bullet takes it from 3 to 4" is a move you can make.
Audit is built around actions, not scores. It shows what you can fix in the next ten minutes.