Is 70 a Good ATS Score?

I remember Sarah, a brilliant marketing professional, pouring her heart and soul into crafting what she thought was the perfect resume. She’d spent hours finessing every word, making sure her achievements shone. Yet, after sending out dozens of applications, she heard… crickets. Frustrated, she tried an online ATS checker, and to her dismay, it spat out a score of 70. “Seventy,” she muttered, “is that even good? Am I just wasting my time?”

The short answer to the question, “Is 70 a good ATS score?” is: it’s okay, but it’s certainly not optimal, and in today’s competitive job market, it might not be good enough to get your resume seen by human eyes. A 70 typically indicates that your resume has some keyword matches and a generally decipherable format, but it likely misses crucial elements that would make it stand out and strongly align with the job description. While not a failing grade, it suggests significant room for improvement to truly maximize your chances.

Understanding the Applicant Tracking System (ATS) Landscape

Before we dive deeper into what a 70 score truly signifies, let’s take a moment to really grasp what an Applicant Tracking System is and why it’s become such an indispensable, if sometimes frustrating, part of the hiring process. Think of an ATS as the digital gatekeeper for most modern companies, especially larger ones. When you hit “submit” on your application, your resume isn’t usually landing directly in a recruiter’s inbox. Instead, it’s first uploaded into an ATS database.

These sophisticated software programs are designed to do a few critical things: they store and organize applications, sure, but their primary role in the initial screening phase is to parse, analyze, and rank resumes based on specific criteria. Recruiters set these criteria – typically keywords, skills, experience levels, and educational backgrounds – derived directly from the job description. The ATS then scans your document, looking for these matches. It’s like a digital scavenger hunt, and your resume is the map. If your map isn’t clearly marked with the treasures the ATS is looking for, it might get overlooked, no matter how valuable your experience might be.

The sheer volume of applications for any given role means that human recruiters simply cannot manually review every single resume. An ATS steps in to filter out the noise, presenting recruiters with a manageable shortlist of the most relevant candidates. This is where your “ATS score” comes into play – it’s often a calculated percentage reflecting how well your resume’s content, keywords, and formatting align with the job’s requirements and the ATS’s parsing capabilities. A higher score theoretically means a closer match, increasing the likelihood that your resume will make it past the initial digital hurdle and into the hands of a hiring manager or recruiter.

Deconstructing the 70 ATS Score: What It Really Means

So, you’ve landed a 70. Is it a sigh of relief, or a call to action? In my experience, a 70 ATS score is often a tricky beast. It’s not outright rejection, which is certainly a small victory, but it’s also not a golden ticket. It typically means your resume is digestible by the ATS, and you’ve probably included a decent number of relevant keywords. The system didn’t choke on your formatting, and it managed to extract most of your information. That’s good!

However, the “good enough” fallacy is a dangerous one in job searching. While 70 might technically “pass,” in a highly competitive job market, where hundreds of applicants might vie for a single position, a 70 is likely to be overshadowed by resumes scoring 80, 90, or even higher. Imagine a recruiter setting a filter for resumes with an ATS score of 85% or above – your 70, despite your qualifications, might simply never be seen. It’s a numerical representation of potential, but not necessarily superiority.

The true meaning of a 70 also hinges heavily on context. Here’s how:

• Industry: A 70 in a highly technical field like software engineering or data science, where precise keyword matching for programming languages or methodologies is critical, might be considered low. In a more general administrative role, it might be more acceptable.
• Role Competitiveness: For a role with hundreds of applicants, a 70 is almost certainly insufficient. For a niche role with fewer applicants, it might still give you a fighting chance, especially if the company’s ATS threshold is set lower.
• Company Size: Larger corporations, particularly those using advanced ATS platforms, often rely more heavily on higher ATS scores for initial screening due to sheer volume. Smaller companies might have less sophisticated systems or place more emphasis on human review even at lower scores.
• Job Description Specificity: If the job description was incredibly detailed and you still only hit 70, it means you’re missing a lot. If it was vague, a 70 might reflect the difficulty of pulling keywords from limited information.

In essence, a 70 tells you that you’re on the right track, but you haven’t quite mastered the art of speaking the ATS’s language fluently. It’s a clear signal that there’s room to refine your resume to better reflect the specific demands of the job and outcompete other candidates who are diligently optimizing theirs.

The Anatomy of a High-Scoring Resume

Moving beyond a 70 and aiming for those coveted higher scores isn’t about tricking the system; it’s about intelligent design and strategic content. A truly high-scoring resume is a masterclass in alignment – aligning your skills and experience with the job description in a way that both the ATS and the human recruiter can immediately appreciate. Let’s break down the core components:

Keyword Optimization: The Heart of the Matter

This is arguably the single most critical factor for ATS success. The system is fundamentally a giant keyword matcher. If the job description lists “project management,” “Agile methodologies,” and “cross-functional team leadership,” your resume needs to explicitly contain these phrases. And not just once, but naturally integrated throughout your experience and skills sections.

How to identify relevant keywords:

1. Job Description Dissection: Read the job description not once, but several times. Circle or highlight every single skill, software, methodology, responsibility, and qualification mentioned. These are your primary keywords. Pay attention to both hard skills (e.g., “SQL,” “Python,” “CRM software”) and soft skills (e.g., “communication,” “problem-solving,” “leadership”) if they’re explicitly stated.
2. Related Job Postings: Look at similar job descriptions from other companies. Are there common themes, skills, or tools that appear repeatedly? These are strong indicators of industry-standard keywords.
3. Company Website & LinkedIn: Explore the company’s “About Us” page, their mission statement, and even the LinkedIn profiles of employees in similar roles. This can reveal company-specific jargon or values that could be woven in.

Natural integration vs. keyword stuffing:
This is where many job seekers stumble. The ATS needs to see the keywords, but a human will be reading it too! Resist the urge to create a hidden section of white text keywords or list every keyword under the sun. Instead, integrate them seamlessly into your bullet points, summary statement, and skills section. For example, instead of just saying “Managed projects,” say “Led cross-functional teams using Agile methodologies to deliver projects on time and within budget.”

Action verbs and industry jargon:
Strong action verbs (e.g., “developed,” “implemented,” “analyzed,” “optimized”) don’t just make your resume sound more impactful; they often carry keyword weight, especially when paired with specific responsibilities. Similarly, using correct industry jargon (e.g., “KPIs” for Key Performance Indicators, “SEO” for Search Engine Optimization) demonstrates your familiarity and expertise, which the ATS will pick up as relevant matches.

Formatting for ATS Readability

This is where many creative resumes fail. While a visually stunning resume might impress a human, a complex design can be an absolute nightmare for an ATS. These systems are designed to parse text, not interpret intricate graphics or custom layouts. Keep it simple, clean, and standard.

• File Types (PDF vs. DOCX): While PDFs are generally preferred for maintaining formatting consistency for human eyes, some older or less sophisticated ATS systems can struggle to parse them correctly, potentially garbling your content. A plain .docx file is often the safest bet, especially if you’re unsure of the company’s ATS capabilities. If the job posting specifies a file type, always follow it. If not, a well-formatted PDF is usually fine, but be prepared to submit a .docx if requested or if you suspect parsing issues.
• Clean Layouts, Standard Fonts: Stick to classic, sans-serif fonts like Arial, Calibri, or Helvetica. Avoid fancy scripts or overly stylized fonts. Use a standard 10-12 point font size for the body and slightly larger for headings. Employ clear, consistent headings (e.g., “Experience,” “Education,” “Skills”) that are easily recognizable.
• Avoiding Complex Graphics: Steer clear of custom charts, graphs, images, text boxes, tables, or elaborate headers/footers that might confuse the ATS. The system tries to read text from top-to-bottom, left-to-right. Anything that breaks this flow can lead to crucial information being missed or miscategorized.
• Headers and Footers: A Word of Caution: While useful for contact info, some ATS systems struggle to read content within headers and footers. It’s often safer to place your name and contact information at the very top of the main body of the document.

Quantifiable Achievements: Speaking the ATS Language

Beyond just keywords, ATS systems are increasingly sophisticated in identifying quantifiable achievements. Numbers speak volumes and demonstrate impact, which is highly valued by both machines and humans. For example, instead of “Managed social media,” try “Grew social media engagement by 25% across three platforms, leading to a 10% increase in lead generation.”

• Using Numbers and Metrics: Whenever possible, incorporate percentages, dollar amounts, project sizes, timeframes, and numerical results. How many people did you manage? By what percentage did you improve efficiency? What was the budget you oversaw?
• STAR Method for Bullet Points: While primarily for interviews, thinking in terms of the STAR (Situation, Task, Action, Result) method can help you craft impactful bullet points for your resume. Focus on the “Result” part, quantifying it wherever you can.

Tailoring for Every Application

This cannot be stressed enough. A “one-size-fits-all” resume simply won’t cut it in the ATS era. Each job description is a unique set of requirements, and your resume needs to be a specific response to those requirements. Trying to use a generic resume for every application is a surefire way to keep your ATS score stuck in the mediocre range.

Why one-size-fits-all won’t cut it:
An ATS is looking for specific matches. If your resume isn’t tailored, it will inevitably miss many of the unique keywords and phrases specific to that particular role, even if you possess the underlying skills. It’s not about fabricating experience, but about highlighting and rephrasing your existing experience to align perfectly with what the employer is seeking.

Analyzing job descriptions:
This goes hand-in-hand with keyword optimization. Take the time to genuinely dissect each job posting. What are the key responsibilities? What are the “must-have” skills? What are the “nice-to-have” qualifications? Your resume should directly mirror these. If the job description emphasizes “customer relationship management software,” make sure “CRM software” is prominent in your resume, along with examples of how you used it.

Beyond the Score: Human Element and Holistic Review

It’s crucial to remember that while the ATS is a powerful gatekeeper, it’s not the final decision-maker. After the ATS has done its initial filtering, the resumes that score highly enough are passed on to a human recruiter or hiring manager. This is where the “holistic review” comes into play, and where a mere score sometimes isn’t enough to tell the whole story.

A recruiter isn’t just looking for keywords; they’re looking for a compelling narrative, a clear career progression, and a professional presentation. A resume with an 85 ATS score that’s poorly written, riddled with typos, or unclear in its achievements might still get passed over for one with an 80 that tells a more coherent and impactful story. My own experience has shown me that sometimes, a resume with a slightly lower, but still good, ATS score can capture a recruiter’s attention because it demonstrates critical thinking, problem-solving, and a genuine understanding of the role, even if it didn’t perfectly hit every single keyword.

The recruiter’s perspective: Recruiters are adept at quickly scanning for more than just keywords. They look for:

• Clarity and Conciseness: Is the information easy to digest? Can they quickly grasp your value proposition?
• Evidence of Impact: Are your achievements quantifiable? Do you show what you accomplished, not just what you did?
• Soft Skills: While harder for an ATS to parse, a well-written summary and experience section can subtly convey soft skills like leadership, teamwork, or adaptability.
• Overall Professionalism: Typos, grammatical errors, and inconsistent formatting are immediate red flags that even a high ATS score can’t overcome.

So, while optimizing for the ATS is non-negotiable for getting your foot in the door, remember that your ultimate goal is to impress a human being. Your resume needs to be both machine-readable and human-compelling. A 70 means you’re almost there on the machine side, but a strong human read can sometimes tip the scales if your experience is truly relevant.

Boosting Your ATS Score: A Comprehensive Checklist

If you’re hovering around a 70, don’t despair! It’s an excellent starting point because it means your resume is largely parsable and you’re already hitting some targets. The following checklist is designed to help you fine-tune your resume, pushing that score higher and significantly increasing your chances of getting noticed.

Pre-Application Strategies

1. Analyze the Job Description Meticulously: Before you even open your resume, read the job description at least three times. Highlight or list every single keyword, skill, qualification, and responsibility. Pay attention to how often certain words or phrases appear – these are crucial.
2. Research the Company and Industry: Look at the company’s website, LinkedIn profile, and recent news. Understand their mission, values, and the specific language they use. This can help you incorporate relevant industry jargon or company-specific terms that the ATS might be programmed to look for.

Resume Content Refinement

1. Strategic Keyword Integration:
   • Mirror Language: Use the exact phrases from the job description. If it says “customer relationship management,” don’t just put “client relations.”
   • Contextual Use: Weave keywords naturally into your experience bullet points, summary statement, and skills section. Avoid simply listing them.
   • Vary Placement: Distribute keywords throughout your resume, not just in one section.
2. Quantify Achievements:
   • Use Numbers: Replace vague statements with measurable results. “Managed a team of 5,” “Increased sales by 15%,” “Reduced costs by $10,000.”
   • Impact Focus: Emphasize the positive outcomes of your work using data.
3. Action Verb Power-Up:
   • Strong Verbs: Start your bullet points with powerful action verbs like “developed,” “implemented,” “analyzed,” “optimized,” “led,” “managed,” “created,” “drove.”
   • Avoid Weak Language: Steer clear of passive voice or generic phrases like “responsible for.”
4. Concise and Relevant Experience:
   • Tailor Experiences: For each role, highlight only the experiences and achievements most relevant to the target job description. You don’t need to list every single task you’ve ever performed.
   • Focus on Value: Show how your past roles prepared you to excel in the new position.

Formatting and Structure Essentials

1. Choose ATS-Friendly File Types:
   • Prioritize .docx: Unless specifically asked for PDF, submitting a .docx file is often the safest bet for maximum compatibility across different ATS platforms.
   • If PDF, Keep it Simple: If you must use PDF, ensure it’s a text-based PDF (not an image scan) and avoids complex elements.
2. Opt for Standard Fonts and Layouts:
   • Classic Fonts: Use professional, widely recognized fonts like Arial, Calibri, Times New Roman, or Georgia.
   • Clean Layout: Maintain clear margins, consistent spacing, and a logical flow of information. Avoid multiple columns if possible, as some ATS struggle to read them sequentially.
3. Avoid Complex Visuals:
   • No Graphics or Images: Remove photos, logos (unless specifically requested), charts, or intricate icons.
   • Tables and Text Boxes: Minimize the use of tables or text boxes, as they can confuse parsing software.
4. Clear Section Headings:
   • Standard Headings: Use conventional headings like “Summary,” “Experience,” “Skills,” “Education,” “Projects.”
   • Bold and Clear: Make sure your headings are easily identifiable and consistent in formatting.

Proofreading and Review

1. Eliminate Typos and Grammatical Errors: Even a perfect ATS score won’t save a resume riddled with mistakes. Recruiters see this as a lack of attention to detail.
2. Utilize Online ATS Checkers (with a grain of salt): While no online checker perfectly replicates a company’s specific ATS, they can be incredibly useful for identifying major formatting issues or significant keyword gaps. Use them as a diagnostic tool, not as the final word. Don’t chase a 100% score from these tools obsessively, but aim for a high 80s or 90s to feel confident.

Case Study: Transforming a 70 into a Winning Score

Let’s revisit Sarah, our marketing professional. Her initial resume, the one scoring 70, was well-written but generic. It highlighted her experience in “managing social media campaigns” and “developing content strategies.” She applied for a “Digital Marketing Specialist” role that emphasized “SEO best practices,” “Google Analytics reporting,” and “content marketing platforms.”

Her 70 score indicated some match, but not strong alignment. Here’s how she transformed it:

Original Resume Snippets (leading to 70):

• “Managed social media for a growing startup.”
• “Developed content for various platforms.”
• “Experience with marketing software.”

Job Description Keywords: “SEO,” “Google Analytics,” “Content Marketing Platform (e.g., HubSpot),” “Digital Campaign Management,” “Performance Reporting.”

Revised Resume Snippets (aiming for 90+):

• “Managed comprehensive digital marketing campaigns across organic and paid channels for a startup, growing online presence by 30% within 18 months.”
• “Developed and executed data-driven content marketing strategies, incorporating SEO best practices that led to a 20% increase in organic traffic and enhanced lead generation.”
• “Proficient in Google Analytics for performance reporting and experienced with leading content marketing platforms (e.g., HubSpot) and CRM systems.”

By making these targeted changes, Sarah didn’t just add keywords; she integrated them naturally, quantified her impact, and used the precise language of the job description. Her resume became a direct answer to the employer’s needs. This kind of thoughtful optimization can easily push a 70 into the high 80s or 90s, dramatically increasing the likelihood of her resume being flagged for human review.

The Role of Cover Letters in an ATS World

It’s a common question: “Do ATS systems even read cover letters?” The answer is a bit nuanced, but generally, most Applicant Tracking Systems do not fully parse cover letters in the same sophisticated way they do resumes for keyword matching and scoring. Their primary focus remains the structured data within your resume.

However, that doesn’t mean your cover letter is irrelevant. Far from it! Here’s why:

• Human Review: Once your resume clears the ATS hurdle, the cover letter becomes absolutely critical for the human recruiter. This is your chance to tell a compelling story, explain any gaps, express genuine interest, and connect your unique experiences to the company’s specific needs in a narrative format. It’s where you articulate your “why.”
• Supplementary Keywords: While not the primary target, including key phrases from the job description in your cover letter can still reinforce your fit. Sometimes, an ATS might perform a rudimentary scan for certain terms across all submitted documents.
• Demonstrates Effort and Professionalism: A well-crafted, tailored cover letter shows the hiring team that you’ve put in the effort, you understand the role, and you’re serious about the opportunity. This professionalism can be a significant differentiator.

So, treat your cover letter as a complementary document. Optimize your resume for the ATS, but write your cover letter for the human. It should expand upon your resume, providing context and personality that an ATS can’t score but a recruiter will value immensely. It can be the deciding factor when two candidates have similar ATS scores and qualifications.

Common Misconceptions About ATS and Resume Optimization

The world of ATS optimization is rife with myths and misinformation. Let’s debunk a few of the most prevalent ones that can actively harm your job search:

• Myth: Only a 100% ATS Score is Good Enough. This is simply not true. While a perfect score might sound ideal, it’s often unattainable and unnecessary. Chasing 100% can lead to keyword stuffing or an unnatural-sounding resume. A score in the high 80s or low 90s, especially from an independent checker, is generally excellent. What matters more is a strong match against the *most critical* keywords for the role, combined with a resume that reads well for a human.
• Myth: You Should Use White Text for Keywords to Fool the ATS. Absolutely not! This outdated and unethical tactic is a terrible idea. Modern ATS systems can detect this trickery and will often flag your resume as spam or disqualify it immediately. Even if it gets through, a human recruiter will see it, and it will reflect extremely poorly on your integrity. Stick to natural integration.
• Myth: ATS Loves Complex Designs and Infographics. Quite the opposite. As we’ve discussed, ATS systems are built for parsing plain text. Complex designs, charts, graphs, custom icons, and images are often unreadable to the ATS, leading to garbled information or crucial sections being completely missed. Keep your resume clean, simple, and text-based.
• Myth: One Resume Template Works for All Jobs. This is perhaps the biggest and most damaging myth. An ATS is job-specific. A resume optimized for a “Marketing Manager” role will likely score poorly for a “Sales Director” role, even if you have experience in both. Tailoring your resume for each and every application based on its unique job description is paramount for ATS success.
• Myth: ATS Can Detect AI-Generated Content. While AI in recruiting is evolving, current ATS systems are primarily focused on keyword matching and parsing, not sophisticated content analysis to detect AI-generated text. However, relying solely on AI to write your resume without critical human review can lead to generic, cliché-ridden content that lacks personal voice and quantifiable achievements, which will still underperform.

Frequently Asked Questions (FAQs)

What is an ideal ATS score?

An “ideal” ATS score typically falls in the range of 80% to 95% or higher, depending on the specific ATS checker you’re using and the competitiveness of the role. It’s important to understand that a perfect 100% is often unrealistic and not always necessary. An ideal score signifies that your resume has strongly aligned with the key requirements and keywords of the job description, making it highly likely to pass the initial automated screening.

However, the concept of “ideal” is also contextual. For a highly niche role with fewer applicants, a score in the high 70s or low 80s might be sufficient. For a highly competitive entry-level position at a major corporation, you’ll want to aim for the higher end of that range to stand out among hundreds of applicants. The goal isn’t just to get the highest number, but to ensure your resume clearly communicates your qualifications for that specific job to both the machine and the subsequent human reviewer.

Can an ATS reject my resume solely based on a low score?

Yes, absolutely. An ATS can, and frequently does, reject resumes solely based on a low score. Recruiters often set specific thresholds within the ATS—for example, only forwarding resumes that achieve an 80% match or higher to their review queue. If your resume falls below that predetermined score, it might automatically be filtered out of consideration without a human ever laying eyes on it. This is why optimizing for the ATS is not just a recommendation but a necessity in today’s job market.

However, the definition of a “low score” can vary. For some roles or companies, a 60% might be considered low enough for auto-rejection, while for others it might be 75%. It largely depends on the company’s hiring volume, the complexity of the role, and how aggressively they’ve configured their ATS. The bottom line is that a significantly low ATS score presents a major barrier, regardless of your actual qualifications, and will often lead to automated disqualification.

Are all ATS systems the same?

No, not all ATS systems are the same. There are numerous ATS providers in the market, such as Workday, Taleo, Greenhouse, iCIMS, Lever, and many others, each with its own proprietary algorithms and functionalities. While they all share the core function of parsing and organizing resumes, their sophistication, how they handle formatting, and their keyword matching capabilities can vary.

Some older or simpler systems might be more sensitive to complex formatting, while newer, AI-powered systems can be more intelligent in understanding synonyms and contextual relevance. This is why keeping your resume formatting simple and using direct keyword matches is generally the safest approach, as it caters to the widest range of ATS capabilities. Focusing on universal best practices rather than trying to optimize for a specific, unknown ATS is the most effective strategy.

How often should I update my resume for ATS?

You should essentially “update” or, more accurately, tailor your resume for the ATS every single time you apply for a new job. While your core experience and skills remain constant, the specific keywords, responsibilities, and qualifications highlighted in each job description will differ. A resume that scored 90% for a “Senior Project Manager” role at one company might only score 60% for a “Program Lead” role at another, even if you are qualified for both.

Beyond job-specific tailoring, it’s a good practice to review and update your master resume every 6-12 months, or whenever you gain significant new skills, complete a major project, or change roles. This ensures your master document is always current and ready for rapid customization. However, for ATS purposes, always consider each application a unique opportunity to align your document with that specific job’s requirements.

Should I use an ATS checker?

Yes, I strongly recommend using an ATS checker as a diagnostic tool in your job search strategy. Think of it as a spell check for your resume’s compatibility with automated systems. While no third-party ATS checker can perfectly replicate the exact algorithms of every company’s proprietary ATS, they are incredibly valuable for identifying common pitfalls.

An ATS checker can help you quickly spot:

• Major keyword gaps where you’ve missed crucial terms from the job description.
• Formatting issues that might confuse an ATS (e.g., text in headers/footers, non-standard section titles).
• Readability issues or areas where your resume might be too vague.

It provides immediate feedback, allowing you to refine and improve your resume before submitting it, significantly increasing your chances of passing the initial automated screen. Use it as a guide to get your score into that high 80s or 90s range, but remember that the ultimate goal is a compelling document for human eyes too.

Ultimately, a 70 ATS score isn’t a dead end; it’s a clear signal that you’re close, but there’s room to grow and improve. By meticulously tailoring your resume, focusing on keyword optimization, ensuring clean formatting, and quantifying your achievements, you can elevate that score significantly. Remember, the ATS is merely the first hurdle. Your ultimate goal is to present a resume that not only impresses the machine but also captivates the human recruiter who finally gets to read your story. So, take that 70 as a challenge, not a defeat, and turn it into a stepping stone towards your next big career move!