Your resume, fixed in under 60 seconds.

No. Your file is read into memory, analysed, and discarded when the request finishes. It is never written to a disk or a database, and we have no way to retrieve it afterwards — including for ourselves. Download your PDF before you close the tab, because we cannot re-send it.

No. There is no sign-up, no password, and no email required. You pay, you upload, you get your report. We never learn your name unless it happens to be on the resume you upload.

No. It is a single $1.99 charge for one report. There is no card kept on file, no trial that converts, and nothing to cancel later. If you want a second resume analysed, you pay $1.99 again.

No. There is no account, no stored resume and no email list, so there is nothing to sell even if we wanted to. Card details go straight to Stripe and never touch our servers. We do use Google Analytics to count visits and see which pages people use — standard web analytics, with advertising signals switched off. Your resume never goes near it.

If we fail to produce your report, your payment is not consumed — the system hands it back automatically and you can upload again without paying twice. If you are ever charged and left without a report, email support@corvory.com and we will sort it out.

One full report on one resume, the PDF download, the job matches, and up to ten re-matches against different job postings using the "match against a specific job" panel. Analysing a different resume is a new purchase.

Start with the dark "Fix these first" panel at the top. It is three items, ranked, and it is deliberately short — those three changes move your resume more than the rest of the report combined. Everything below it is detail you can work through afterwards.

It is our read of how your resume lands with a recruiter skimming it — how much of it is results versus duties, whether claims carry evidence, and whether anything raises a question. It is not an ATS score, and no employer sees it. Treat it as a starting point that should move as you apply the fixes, not a grade.

Two different readers. ATS checks are mechanical — can software extract your text, or does a table scramble it. Recruiter red flags are human — an unexplained gap, a title that outpaces the work described, your best achievement buried on the last line. A resume can parse perfectly and still lose you the interview.

Because we do not know your real numbers and will not invent them. A bracketed placeholder marks the spot where a figure belongs so you can fill in the true one. Fabricated metrics fall apart the moment an interviewer asks a follow-up question.

Paste the full text of a posting you are actually applying to into the panel near the bottom of your report. You get a match rate, the keywords that posting uses which your resume does not, and which gaps are hard skills versus soft ones. You can do this up to ten times per purchase, so run it against every role you apply to.

Then don't use it. The rewrites are drafts, not instructions — you know your work and we do not. If a suggestion misreads what you did, the useful part is usually the reason underneath it: the original was vague, or missing scale, or led with the wrong verb. Fix that in your own words.

Usually, yes — those are lines that cost you space without adding evidence, like "team player" or an objective statement. The point is not just removal: a resume is a fixed amount of attention, and a deleted filler line is a line you get back for something a recruiter can act on.

You cannot — we do not store it, which is the same reason we do not store your resume. Download the PDF while the report is open. It contains every section you see on screen.

No honest tool can promise that, and be wary of any that does. What we can do is tell you whether your file parses cleanly, which formatting choices commonly break extraction, and which keywords from a posting are missing. Getting shortlisted still depends on your actual experience.

One page under roughly ten years of experience, two pages past that. The real test is not length but density: if a second page is full of duty statements, you do not have a two-page career yet, you have a one-page career spread thin.

Not a different resume — a different top third. Keep one master version, then for each application adjust the summary, reorder bullets so the most relevant sit first, and make sure the posting's core terms appear where you genuinely have the experience. That is twenty minutes, not two hours, and it is what the match-rate panel is for.

Name it in one line and move on. A dated entry — caregiving, study, contract work, a deliberate search — closes the question. Gaps are far more common than they were a decade ago and rarely disqualifying on their own. What hurts is leaving the reader to guess, because they guess unkindly.

A strong verb, the scope you worked at, and what changed because you were there. "Managed inventory" is a duty. "Cut stockouts 40% across 3 warehouses by rebuilding the reorder thresholds" is the same job with the evidence left in. If a bullet could appear on a colleague's resume word for word, it is describing the role rather than you.

Photo, date of birth, marital status and full street address — city and state are enough, and in the US the rest can complicate hiring for the employer. Also drop objective statements, "references available on request", and skills like "Microsoft Word" that are assumed of everyone.

When it is specific, yes; when it restates your resume, no. It earns its place if it explains something the resume cannot — why this employer, a career change, a gap, an unusual path. If you cannot name that thing, your time is better spent on the resume itself.

Better, up to a point. Fifty untargeted applications typically beat five, but five well-matched ones beat fifty scattershot — and the second approach does not burn you out by week three. Apply where you meet most of the core requirements, tailor the top third, and track what gets responses so you can adjust.