ATS vs Human Recruiter: What Each Is Looking For
Your CV is evaluated by at least two different audiences: the ATS algorithm and the human recruiter. These audiences have entirely different priorities — and a CV that is optimised for one without considering the other will underperform.
What ATS Is Looking For
ATS software evaluates your CV on a narrow set of criteria:
Keyword presence: Does your CV contain the keywords and phrases from the job description? ATS does not understand context or nuance — it matches strings.
Formatting compatibility: Can the ATS parse your CV correctly? Tables, columns, and unusual formatting can cause data to be misread or missing.
Section structure: Does your CV have recognisable sections (Work Experience, Education, Skills) that the parser can categorise correctly?
ATS does not evaluate writing quality, achievement impact, career trajectory, or cultural fit. It is a gatekeeper, not an assessor.
What Human Recruiters Are Looking For
Once your CV passes ATS and reaches a recruiter, the evaluation changes entirely:
Relevance: Does this person's background match what we actually need? (This is more nuanced than keyword matching — a recruiter can recognise equivalent experience even in different language)
Evidence of impact: Not just what you did, but what you achieved. Quantified results, promoted outcomes, scaled teams.
Career story: Does the career make sense? Is there logical progression, or at least a coherent narrative?
Red flags: Employment gaps, very short tenures, missing information, vague descriptions of roles.
First impression: Does this CV look professional, readable, and organised?
The human reviewer is evaluating credibility, not keyword density.
How to Write for Both Audiences
The key insight is that genuinely well-tailored content serves both audiences simultaneously:
- Accurate use of the employer's vocabulary gives ATS its keywords and gives the recruiter evidence you understand the domain
- Quantified achievement bullets are rich in keywords (metrics, tools, role-relevant terms) and compelling to humans
- A skills section serves ATS (concentrated keywords) and gives the recruiter a quick competency snapshot
- Clear section headings satisfy ATS parsing requirements and make the CV scannable for humans
The approaches are complementary, not in conflict. Optimise for ATS without sacrificing human readability, and your CV will work effectively at every stage.
Check your ATS keyword match free at CVCircuit, then read your CV aloud to check it sounds human.