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Your report, section by section.
Every analysis reads your resume the way a hiring manager would and shows how your story lands at your level, one below and one above, where it falls short, and how to tell it better. Here’s a real example, with notes on how to read each part.
Account Management, Account Manager
27 postings analyzedOne number out of 100 for how strongly your resume's story lands with the market at your current level. It's evidence, not the point: everything below is about the story itself and how to tell it better.
The same story, read three ways: one level below, your level, one level up. Below tells you how safe a hire you are; above shows how far your story has to stretch for a promotion.
Reading the scoreboard
The panel above is the whole report at a glance. The overall number is how strongly your story lands at your current level; the three columns repeat that for the role one level below, your level, and one level up.
Each role opens with what your story says to a hiring manager at that level, then the proof points that role's postings look for most, each scored by how well your resume shows it. A strong result here means you're comfortably overqualified.
Account Coordinator
To a hiring manager filling an Account Coordinator seat, your resume reads as someone who has already outgrown the role: four years owning a full book of business, well past the CRM upkeep, scheduling, and renewals support these teams hire for. The story lands, but it raises a question you'll need to answer up front: why step back in scope?
- CRM administration38% weight9.2
- Scheduling and coordination26% weight9.8
- Account documentation19% weight8.6
- Customer communication17% weight8.1
- Your story is about owning accounts, while these teams are hiring for day-to-day support
- Nothing in the resume explains why you'd want a coordinator role now
- If this is a deliberate reset, say so in your summary and lead with reliability and follow-through
- Tell your account ownership as proof you'll grow quickly into more scope, not as a reason you'll leave
Proof points are weighted by how many postings ask for them, so one you show weakly but the market wants often costs you the most. Where your story falls short, and how to tell it better, turn that into concrete edits.
Account Manager
Your resume tells a credible Account Manager story: you own renewals, grow accounts, run QBRs, and work across sales and support, which is exactly what mid-market hiring managers here are looking for. What holds it back is that the story is told in duties, not results. There is little proof of how your book actually performed, and your forecasting work is barely visible.
- Customer retention and renewals27% weight8.2
- Upselling and expansion revenue20% weight7.4
- Salesforce / HubSpot CRM17% weight8.1
- Quarterly business reviews (QBRs)14% weight6.3
- Forecasting and pipeline management12% weight5
- Cross-functional stakeholder management10% weight7
- No retention or net-revenue-retention (NRR) numbers tied to your own book, so the outcomes are left to the reader's imagination
- Your forecasting and pipeline work is mentioned in passing, not shown as something you own
- Most of these roles manage larger contracts than the ones your resume describes
- Lead each role with results: gross and net retention, expansion revenue, and renewal rate on your book
- Show how you run your book, the weekly pipeline review and QBR rhythm you own, so a reader sees a process, not a task list
- Tell one save or upsell story end to end, from the risk you spotted to the outcome, to show strategic ownership
A step up asks for a bigger story, like leading other people. Where it falls short shows what to build or bring forward; the postings at the bottom are the real openings behind it, to apply to or learn from.
Senior Account Manager
Hiring managers for Senior Account Manager roles want to see someone who already handles a larger, more strategic book, brings junior AMs along, and steers complex multi-stakeholder renewals. Your story shows the right trajectory, but it doesn't yet show the deal size, the leadership, or the hard negotiations that would make a reader see you at this level.
- Mentoring and people leadership25% weight3.2
- Enterprise account strategy23% weight4.1
- Complex renewal negotiation19% weight5
- Forecasting and pipeline management17% weight4.8
- Customer retention and renewals15% weight8.3
- No sign that you've helped other account managers grow
- Your accounts read as smaller than the enterprise scope these teams expect
- No complex, multi-year, multi-stakeholder renewal in your story yet
- Bring forward any informal mentoring, onboarding, or peer coaching you've done; it's leadership, so tell it that way
- Go after larger or more strategic accounts now, so the next version of your story has them
- Tell the hardest renewal you've navigated end to end, naming the stakeholders and the outcome
The themes showing up across postings right now. Use them to prioritize: a part of your story that lines up with a live trend is the one to tell first.
Market Trends
- 01Retention and net revenue retention (NRR) are the dominant success metric across nearly every posting
- 02Strong preference for CRM fluency, Salesforce and HubSpot appear as near-universal requirements
- 03Consultative, value-based account management is favored over reactive support
- 04Cross-functional collaboration with sales, support, and product is a recurring first-class expectation
- 05Data literacy, reading usage/health scores to drive renewals and expansion, is increasingly required
This report is generated by an AI model from publicly scraped job postings and your resume. It is provided for informational purposes only, is not career, legal, or financial advice, and may contain inaccuracies or omissions. Job market data may be incomplete, stale, or unrepresentative of the broader market. Your resume text is not retained after this analysis completes.
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