How ATS scoring works in NexeraHR
After a candidate submits an application, NexeraHR can run an internal ATS scoring step. The resume text is extracted and passed—along with the job's requirements, skills, keywords, and location details—to an AI model via GROQ.
The model returns a structured JSON response with a total score and a breakdown across key dimensions. That result is stored on the Application document and surfaced in the admin UI so your team sees how the candidate compares to the specific role.
What the score represents
ATS scoring in NexeraHR is designed to summarize alignment to the job, not to make final hiring decisions. The score is a weighted 0–100 value constructed from:
- skills — match between resume skills and required skills
- experience — years and relevance vs. stated expectations
- education — relevance of educational background
- keywords — presence of configured ATS keywords
- location — compatibility with role location and location type
Alongside the numeric values, NexeraHR also stores a short summary plus a list of key strengths and gaps to give reviewers more context.
Where ATS scoring appears in the app
ATS scores are attached to the candidate's application and can influence which stage they appear in first (for example, shortlisting higher-scoring candidates into a dedicated ATS-reviewed stage).
Recruiters and hiring managers can then review the score, breakdown, and narrative context from the application view—alongside resumes, assessments, AI interviews, and analytics.
Human review remains essential
ATS scoring is meant to help highlight which candidates might deserve a closer look based on the information in their resumes. It does not replace structured assessments, interviews, or the judgement of your hiring team.
You should always review AI-generated scores and summaries, validate outcomes against your own criteria, and ensure your hiring decisions comply with applicable employment, privacy, and anti-discrimination laws.