ATS (Applicant Tracking System)Software used by employers to collect, manage, and filter job applications. ATS parses resumes for keywords, qualifications, and formatting, then scores them against the job description. Resumes scoring below a threshold may be automatically rejected before a human reads them.ATS ParseThe process by which ATS software reads and extracts information from your resume. Formatting issues (tables, text boxes, unusual fonts) can cause parsing errors, where sections of your resume are misread or skipped entirely.Keyword DensityThe frequency with which specific terms from a job description appear in your resume. Higher keyword density for the most important job requirements generally leads to a higher ATS score, though excessive repetition looks unnatural to human reviewers.Keyword StuffingThe practice of unnaturally inserting keywords into a resume, often repeatedly, to boost ATS scores. Modern ATS systems can detect and penalize this. Write naturally and let keywords appear contextually.Hard SkillsSpecific, teachable, measurable abilities directly relevant to a job. Examples: Python programming, Google Analytics, financial modeling in Excel, Mandarin Chinese fluency. Hard skills are the primary content of your skills section.Soft SkillsInterpersonal and behavioral abilities that are difficult to quantify. Examples: communication, leadership, problem-solving, adaptability. Best demonstrated through examples in work experience bullets rather than listed alone in a skills section.Chronological ResumeThe most common resume format. Lists work experience in reverse chronological order (most recent job first). Preferred by most recruiters and ATS systems. Best for candidates with a consistent work history in the same field.Functional ResumeA resume format that prioritizes skills and competencies over chronological work history. Often used by career changers or those with employment gaps. Caution: many ATS systems struggle to parse functional resumes correctly.Combination (Hybrid) ResumeA resume format that combines elements of chronological and functional formats. Typically leads with a skills or competencies section, followed by chronological work history. Useful for career changers and experienced professionals changing industries.Professional SummaryA 2-4 sentence statement at the top of a resume (also called Resume Summary or Executive Summary) that introduces the candidate, highlights their most relevant qualifications, and positions them for the target role. Replaces the outdated Objective Statement.Objective StatementAn outdated resume element that stated what the job seeker wanted from the employer. Largely replaced by Professional Summaries which focus on what the candidate offers, not what they want.ATS-CompatibleDescribes a resume format and design that can be reliably read and parsed by Applicant Tracking Systems. Key features: single-column layout, standard fonts, no tables or text boxes, standard section headings, saved as PDF or DOCX from a text-based source.STAR MethodA framework for describing work experience: Situation (context), Task (your responsibility), Action (what you did), Result (measurable outcome). Used for both resume bullet points and interview answers to structure compelling achievement narratives.Action VerbA strong, specific verb that begins a resume bullet point. Examples: led, developed, increased, reduced, launched, spearheaded, engineered. Action verbs make bullet points active and dynamic, versus passive phrases like 'was responsible for.'Quantified AchievementA work accomplishment described with specific numbers: percentages, dollar amounts, time saved, team sizes. Example: 'Reduced customer acquisition cost by 32%, saving $450K annually.' Numbers provide credibility and stand out to both ATS and human reviewers. Transferable SkillsAbilities gained in one job or industry that have value in a different field. Examples: project management, data analysis, client communication, team leadership. Central to career change resume strategies.TF-IDFTerm Frequency-Inverse Document Frequency — the algorithm commonly used by ATS systems to identify which keywords are most significant in a job description. Terms that appear frequently in the job description but rarely in general use get higher importance weights.Semantic MatchingA more advanced ATS capability where the system understands the meaning and context of words, not just their exact spelling. Allows 'managed revenue growth' and 'drove sales increase' to be recognized as similar concepts.Boolean SearchA search methodology using AND, OR, NOT operators that recruiters use to find candidates in ATS databases. Understanding this helps you include the right combination of skills and keywords that recruiters are likely searching for.Applicant PoolThe total number of candidates who have applied for a specific position. For competitive roles at top companies, applicant pools of 200-1,000+ are common, making ATS optimization and resume tailoring critical.Resume ParserThe component of an ATS system that reads and extracts structured information from uploaded resumes. Different parsers have different capabilities; older parsers struggle with complex formatting.Candidate ProfileThe structured record created in an ATS database from a parsed resume. Recruiters search candidate profiles using filters and boolean searches. Your candidate profile is only as complete as what the parser successfully extracted from your resume.Job Description (JD)The formal document describing a role's responsibilities, requirements, and qualifications. Job descriptions are the source material for ATS keyword calibration — the terms used in a JD are often the exact terms the ATS is configured to search for.CV (Curriculum Vitae)Latin for 'course of life.' In academic, medical, and research contexts, a CV is a comprehensive document listing all professional activities, publications, and achievements with no page limit. In the UK, Europe, and most non-US markets, 'CV' is simply another term for resume.Resume GapA period of unemployment visible in a resume's work history. Modern hiring practices are more accepting of gaps (especially post-pandemic) but gaps may still prompt recruiter questions. Brief explanations in cover letters or summary statements can address significant gaps.TaleoOne of the most widely used ATS systems, owned by Oracle. Legacy versions are known for strict keyword matching and formatting requirements. Many Fortune 500 companies and government agencies use Taleo.GreenhouseA popular modern ATS platform used by thousands of technology and startup companies. Supports synonym matching and provides better candidate experience than legacy systems.LeverA modern ATS and CRM platform focused on talent relationship management. Common among tech companies and scale-ups. Supports more sophisticated candidate tracking than legacy systems.LinkedIn Easy ApplyA LinkedIn feature allowing one-click job applications. Applications submitted via Easy Apply go directly into the company's ATS. Your LinkedIn profile data may pre-populate some ATS fields.Hiring ManagerThe person who will directly supervise the new hire — distinct from HR/recruiter who manages the process. The hiring manager typically defines the role requirements, reviews top ATS-filtered candidates, and makes the final hiring decision. 