Impact Scoring Engine: Measure Real Candidate Impact

• Traditional ATS (Keyword Matching) — Counts how many times “project management” or “Python” appears on a resume. Result: candidates who keyword-stuff rank higher. Candidates who use different terminology for the same skills get filtered out. 75% of qualified resumes are rejected this way.
• Curriculo ATS (Signal-Based Scoring) — Evaluates what candidates actually accomplished. Did they grow revenue? Scale a team? Ship a product on time? Candidates are scored on measurable impact, not vocabulary choices.

1. Resume Parsing — AI extracts structured data from any resume format, PDF, DOCX, or plain text. No special formatting required from candidates. The parser identifies achievements, skills, experience timelines, and quantified results.

2. Multi-Signal Analysis — Each candidate is evaluated across three dimensions:

• Role Fit (40%), Skills match, experience level, relevant industry background
• Measurable Outcomes (35%), Quantified achievements: revenue generated, users acquired, costs reduced, teams scaled, projects shipped
• Contextual Relevance (25%), Industry alignment, company stage match (startup vs enterprise experience), career trajectory direction

3. Score & Rank — A composite Impact Score (0–100) is generated for every candidate. Scores are normalized across the candidate pool so you can compare applicants fairly regardless of resume length or format. The highest-signal candidates rise to the top.

Candidate A — Resume mentions “project management” 12 times, “agile” 8 times, “leadership” 6 times. Traditional ATS keyword score: 92/100.

Candidate B — Resume mentions “project management” 3 times. But includes: “Led 8-person engineering team, shipped product 2 weeks ahead of schedule, grew feature adoption from 12% to 47% in 6 months.”

Keyword ATS picks Candidate A. CurriculoATS Impact Score picks Candidate B (Score: 87 vs 54).

Why? Candidate B has measurable outcomes. Candidate A has keywords.

• Role Fit — Does the candidate’s experience match what the role requires? We evaluate skills alignment, years of relevant experience, industry overlap, and seniority match. A senior backend engineer applying for a senior backend role scores higher than a junior frontend developer, even if both have “engineering” on their resume.
• Measurable Outcomes — Has the candidate driven real, quantifiable results? We look for revenue impact (“grew ARR from $2M to $8M”), scale metrics (“managed team from 3 to 25”), delivery evidence (“shipped 3 products in 18 months”), and efficiency gains (“reduced deployment time by 60%”). Candidates who list responsibilities without outcomes score lower.
• Contextual Relevance — Does the candidate’s background align with your company’s stage and industry? A candidate with Series A startup experience is more contextually relevant for your Series B startup than someone from a 50,000-person enterprise. Career trajectory matters too, is the candidate trending upward or plateauing?

• <20 min — Screen 50+ applicants in under 20 minutes
• 3x faster — Time-to-shortlist vs manual review
• Bias reduced — Scores outcomes, not demographics or school prestige
• $0 to start — Impact scoring included in the free plan