Each resume carries one target job — the role you're aiming this document at. It takes a minute to add and it's the single highest-leverage thing you can do here.
What it drives
- The match half of AI review. Keywords, role fit, and must-haves are all scored against this job. Without it, you get the presentation half only.
- Your cover letter. The draft is built from your resume's facts plus this target job.
- Interview prep. Practice questions are drawn from your resume and the role you're going for.
How to add one
- Open a resume from your resumes.
- Find the target job control in the editor.
- Enter the job title — that alone is enough to get started.
- Paste the job description if you have it. This is what makes keyword and must-have scoring genuinely useful.
- Recently used jobs are offered, so re-applying to a similar role doesn't mean re-pasting.
Title only, or the full description?
A title alone gives you a rough sense of role fit. Pasting the actual posting is what gets you the useful part: which terms from that specific posting you've covered, which you haven't, and which are marked must-have.
If a description is very short or clearly isn't a job posting, match scoring degrades or isn't published at all — you'll fall back to the no-target-job view rather than being handed numbers that don't mean anything.
One per resume, on purpose
There's no list of target jobs to manage. One resume equals one application: one target job, one tailored document, and one cover letter. Applying somewhere else means duplicating the resume or re-targeting this one — see applying to a second job.
If you change the target job
Any match numbers from your last review were scored against the old job, so they're suppressed rather than shown as if they still applied. You'll see dashes and a note explaining they need a refresh. Your presentation scores are unaffected — those don't depend on a job at all.
Why this matters more than it sounds
Research from Harvard Business School and Accenture found that 88% of employers agreed qualified candidates get screened out for not matching the exact criteria written into a job description. That gap — between a good resume and this posting's stated criteria — is the thing a target job lets us actually measure.
More on the reasoning in the research behind how we score.