Example output · Recruiter AI
What the Rejection Decoder actually produces
Takes a job description, your resume, and a rejection email, then diagnoses exactly why you were screened out — scoring keyword gaps, assessing ghost-job likelihood, and giving three concrete fixes ranked by impact.
- Job Description:
- Senior Technical Recruiter – SaaS & Engineering Hiring | Meridian Cloud Solutions | Austin, TX (Hybrid). 5+ yrs full-cycle recruiting, ATS expertise (Greenhouse), Boolean search, offer negotiation, hiring manager partnership, DEI sourcing strategies required.
- Resume Text:
- Taylor Nguyen | taylor.nguyen@email.com | LinkedIn. 4 yrs recruiting at MidWest Staffing Agency — filled 80+ roles in retail and logistics. Familiar with Workday ATS. Some experience sourcing on LinkedIn Recruiter. Currently studying for SHRM-CP.
- Rejection Email:
- Hi Taylor, thank you for your interest in the Senior Technical Recruiter role at Meridian Cloud Solutions. After careful review, we've decided to move forward with other candidates whose experience more closely aligns with our current needs. We wish you the best in your search.
- Application Stage:
- Post-resume screen (no interview)
- Days To Response:
- 6
You're 1 year short on tenure and lack SaaS/technical recruiting experience—core blockers for a senior role; ATS mismatch (Workday vs. Greenhouse) likely sealed the screen-out.
3/9 keywords matched. Missing critical JD phrases: **SaaS hiring**, **engineering hiring**, **Greenhouse ATS** (you have Workday), **Boolean search** (not mentioned), **offer negotiation** (not claimed), **hiring manager partnership** (not demonstrated), **DEI sourcing strategies** (not addressed), **full-cycle recruiting** (implied but not stated explicitly).
Low—6-day response time is normal, role is specific (not "always hiring"), and rejection was personalized (not instant auto-reject). This is a real requisition with real screening.
1. **Reposition experience section**: Add explicit "Full-cycle recruiting" language and call out any technical hiring (even if limited). If you've placed ANY engineering or software roles, lead with that; if not, add a line like "Expanded into technical hiring through self-directed Boolean search training (in progress)." 2. **Add Greenhouse & Boolean to skills section**: List "Greenhouse ATS (self-study)" and "Boolean search (learning)" as *in-progress* competencies with a target completion date (e.g., "completing Greenhouse certification by [date]"). Do NOT claim mastery. 3. **Lead with SaaS/tech hiring interest in cover letter or summary**: Write: "Transitioning from logistics staffing into SaaS engineering recruiting. Completed [specific course/cert] in Boolean search; Greenhouse training underway. Seeking to build domain expertise through mentorship." This signals intentionality, not just role-hopping.
• **Do not reapply immediately**—you'll be flagged as a duplicate. Wait 2–3 weeks and reapply only if you can genuinely add Greenhouse certification or Boolean search completion to your profile. • **In the next 24 hours**: Enroll in a free Greenhouse training or Boolean search course (LinkedIn Learning, Coursera, or Greenhouse's own academy). Pick a realistic completion date (ideally 4–6 weeks). • **Simultaneously**: Reach out to your LinkedIn network for 1–2 informational interviews with technical recruiters in SaaS. Ask them to review a revised resume that honestly flags your transition trajectory. • **Pivot your next 3 applications**: Target "Recruiter" (not "Senior") or "Technical Recruiting Coordinator" roles at smaller SaaS firms where 4 years + clear upskilling intent is competitive. Use these to build domain experience. • **Do NOT send a follow-up request for feedback** to Meridian right now—your profile objectively doesn't meet the stated criteria. Feedback will be "you need Greenhouse and SaaS experience." Get those first, then consider reapplying in 6–8 weeks.
Swap in your own job description, resume text, and rejection email. Update the application stage (e.g., post-phone screen, post-interview) and days-to-response to get an accurate ghost-job probability.
Human review: Treat the keyword gap score and fixes as a starting point — verify that any skills or certifications you add to your resume accurately reflect your real experience before submitting to future roles.