Evaluation

Every role gets a score.
Here is the reasoning.

A seven-block report that says why a job fits or doesn't, in enough detail that you can disagree with it.

The report

Seven blocks, A through G

inrole reads the posting and your profile together and writes the same seven blocks every time, so two roles are comparable. Blocks A through F carry the 0-to-5 score between them. Block G sits outside it, judging whether the posting is a live opening at all.

Built from your CV, your target roles, your comp band, and the JD
The rubric that produced the number stays visible under it
Same structure on every role, so scores mean the same thing twice

Evaluation report

4.6 / 5

A
Role Summary
Archetype, level, red flags
B
CV Match
Requirement-by-requirement coverage
C
Level and Strategy
Where you'd land, how to pitch it
D
Comp and Demand
Band vs your minimum and target
E
Personalization Plan
Which proof point to lead with
F
Interview Plan
Likely loop, questions to prepare

Posting Legitimacy

Assessed separately — never moves the score

Mechanics

Three things that move a score

Most of the report is judgment. These three parts are rules, and they run the same way every time.

Short-circuit

Hard blocks

Name an industry you won't work in or a company stage you're avoiding, and a role that matches short-circuits to 1.0. Block A is stubbed and B through G never run — there is nothing left to read.

Blocked industryPharmaceuticals

ARole Summary, stubbed

BCDEFGnever run

Result1.0SKIP

Deductions

Red flags

A band below your stated minimum drops the comp dimension to 1 or 2. A location the JD requires and you didn't list takes a full point off the total. Both are named in the report rather than folded quietly into the number.

Comp
$150–180K vs your $200K floor
2/5
Location
On-site NYC, not on your list
−1.0 off the total

Total4.23.2

Kept separate

Legitimacy, Block G

A separate read on whether the posting is real and still open. It is deliberately kept out of the score: a suspicious posting for a role that fits you is still a role that fits you, and that's your call to make.

Blocks A–F

4.6

the score

Block G

Low confidence

reposted 4× since March

Block G never moves the number

Thresholds

What the number gets you

The score decides how much further inrole goes on its own.

Below 3.0

Marked SKIP. No PDF is rendered and the row is filtered out of your pipeline by default. You spend no time on it.

< 3.0Skip

3.0 to 3.9

Marked Evaluated and left to you. The report explains what's pulling it down so you can decide whether the gap is one you'd close.

3.0–3.9You decide

4.0 and above

Marked Evaluated and ready to apply, with the CV, cover letter, and outreach drafted. A High Confidence verdict in Block G gets a role here too.

≥ 4.0Ready

Screener preview

See your CV the way a parser will

inrole parses the CV it generated back out and checks it against the requirements in the posting, then shows you the coverage. It is a proxy for how a screener like Ashby or Eightfold reads an application, and it runs before you submit rather than after you're rejected.

Requirement-by-requirement coverage, with the gaps named
Runs on the generated CV, so what you fix is what you send
A proxy for semantic screening, not a guarantee about any one ATS