Questions you'd actually ask.

Yes. You get three full applications per month, every feature included, no card required. We make money from people who get serious about applying (usually 8 to 12 applications a month) and upgrade to Pro for $24.99/month, or a $4.99 one-week pass. See what Pro includes.

We keep prices low because our costs are low. We run a small team, we spend very little on advertising, and most people find us through someone who already got hired using it, so we do not have to price for a paid-acquisition budget. Nothing is held back from the cheaper plan either: the difference is how many applications you can run in a month, not which features you get. The full breakdown is on our pricing page, including what the free tier covers and what happens to your files if you cancel.

Pro includes unlimited applications, unlimited AI tailoring and rewrites, and all 40+ resume templates built to pass ATS (the software companies use to scan resumes). You also get mock interviews without caps, the full LinkedIn optimizer, pattern detection on your application history, and priority human support. Full breakdown on the pricing page.

Yes. We work with career services at 60+ universities to provide Pro to all students for under $1/student/month. Email partnerships@kazifi.co.

Yes. Cancellation takes effect at the end of the current billing period, so you keep Pro until that date. No retention email, no "are you sure" dance.

Yes. We offer a 30-day money-back guarantee. Email hi@kazifi.co from the address on the account and we send the refund the same day, no questionnaire.

Kazifi runs your whole job hunt, start to finish. Resume builders stop at the resume. We add cover letters, LinkedIn, mock interviews, application tracking, resignation letters, and pattern detection. One place for the entire search. See every feature.

Yes. Every template is tested against Greenhouse, Lever, Workday, and Ashby, which are used by 80% of companies with an ATS. Each one is built as one clean column of text, even when it doesn't look like it.

There are 40+ ATS-grade resume templates, four cover-letter tones, and resignation templates. All are ATS-friendly, and all come in A4 and US Letter. Browse the template gallery.

Yes. Drop in a PDF or DOCX and we read it cleanly, including tables, columns, and the messy formatting. You get an instant ATS score and one-click polish on the weakest sections. Try it from the home page.

Four: Professional, Friendly, Bold, and Academic. Pick a tone, the letter is generated from your resume so the voice matches.

You chat with an AI interviewer trained on behavioral, product-sense, and case prompts from 80+ companies. It runs as a text chat and gives feedback on each answer. Save your best takes and rehearse them.

The tracker is a simple board with five columns: Saved, Applied, Interviewing, Offer, and Rejected. Each card holds the exact resume and cover letter you used. The history view saves everything, so you can see which version of your resume is actually working.

Yes. This is what we're actually built for. Entry-level templates put projects, coursework, and side hustles at the top. The bullet writer turns "I built a thing" into something a recruiter will read.

Email partnerships@kazifi.co from a career-services address. We'll set up a 15-minute call, get a count, and have your students on Pro within a week. Average bulk cost: under $1/student/month.

Yes. Your documents are yours. We don't train AI on user content, don't sell data to recruiters, and don't show your resume to advertisers. A boring policy, by design.

Yes. One click in Settings removes your account and all documents within 24 hours. No "we'll reactivate if you log back in" trick.

Anytime. PDF and DOCX exports are free on every plan. Bulk export of your whole library is also one click.

Email + password, Google, or GitHub. No phone number required.

Email hi@kazifi.co. Pro users get priority, so we reply within a few hours during business hours. For partnerships, use partnerships@kazifi.co.

English at launch. We're piloting Swahili, French, and Spanish with university partners; ping us if you want early access in your language.

Answer a few prompts about your history, or upload an old resume and have it rebuilt. Editing and exporting are free and the download is not watermarked. Our step-by-step build guide covers the order that avoids doing the work twice.

One page under about ten years of experience, two pages beyond that. Length signals editing, and a reader notices. Academic CVs are the exception and run longer by convention.

Usually ten to fifteen years in detail. Older roles can stay as a single line, or come off once they add nothing. Taper the bullets rather than cutting jobs abruptly, because the taper is what signals seniority.

Four to six for your current role, three to four for the one before, one or two for anything beyond about ten years ago. Six bullets on every role reads as undifferentiated.

Usually not, and "references available on request" is unnecessary too. Use the space for evidence, and have two or three referees briefed for when they are actually asked for.

Build it from coursework, projects, volunteering and part-time work. Describe what you did and what changed, exactly as you would for a job. A specific student project beats a vague employment line.

Single column, plain headings, consistent dates, and enough white space to scan. Design is not the differentiator; whether each bullet says what changed is.

One an applicant tracking system can read: a single column, real selectable text rather than an image, standard headings, and nothing important in a header, footer or text box. More in our guide to ATS scores.

There is no industry threshold. Every tool invented its own scale and no employer agreed to any of them, so the same resume scores differently everywhere. Read the findings, not the number.

No tool can promise that, because employers configure their own screening. What you can control is whether the file parses and whether the terms in the posting appear honestly in your bullets.

The specific terms the employer used in the posting: tools, certifications, systems, and the verbs describing the work. They belong inside bullets that carry evidence, not in a list at the bottom. See how to find and place them.

It can raise a third-party score while making the page worse for the person who opens it. Hidden white text is worse again, is found routinely, and is treated as deception rather than optimisation.

PDF unless the employer asks otherwise, provided the text is real text. Test it by opening the file and trying to select the words. If nothing selects, it is an image and no parser can read it.

Between 250 and 400 words for most roles. Under 150 reads as indifference, over 500 rarely gets finished. One page, always.

With the specific reason you are writing to this employer, taken from the posting. Skip "I am writing to apply for", which spends your strongest line saying nothing.

A direct statement of interest and availability, then a plain sign-off. No apologising for their time, and no hedging about whether you are suitable.

Not always, and plenty are never read. It matters when you are changing field, when you look underqualified on paper, or when the posting asks for one. In those cases it does work no resume can.

A resume is the record: what you did, where and when. A cover letter is the argument: why this role, and what connects your history to their problem. They should not repeat each other.

A real limitation, evidence you noticed it yourself, and the specific thing you now do about it. Disguised strengths like "I work too hard" read as evasion, because interviewers have heard them thousands of times.

Name the problem they described during the conversation, then give one concrete thing you have done that resembles it. It is not an invitation to list your qualities.

Situation, task, action, result. A running order for an answer, weighted heavily toward the action and told in the first person. See our worked STAR answers.

Give a range based on the market for the role and ask what they have budgeted. Deflecting wastes both sides' time and is the most common reason a process collapses at offer stage.

Send a short note within twenty-four hours referencing something specific from the conversation. Chase again only on the decision date they gave you, and once more a week later. Then stop.

Printed copies of your resume, the job advert, a pen and written questions. Anything the posting explicitly asked for. Little else is needed, and turning up with nothing to write on is noticed.

Four things and nothing else: that you are resigning, your role, your last working day as an explicit date, and one line offering to help with the handover. No explanation is required and none is expected, and adding one usually creates problems rather than goodwill. Name the date rather than writing effective two weeks from today, which causes arguments later about which day was meant. Our resignation letter generator produces the standard, short-notice and sensitive versions.

Check your contract first, because some roles require a month or more and some require nothing at all. Two weeks is a convention rather than a legal rule in most US employment, but leaving without it is remembered, and it is usually the reference that pays for it. If you genuinely cannot give notice, keep the letter short and factual rather than explaining at length. The letter generator covers immediate-effect wording too.

Same four elements as the letter, with a plain subject line: Resignation, followed by your name. Where possible have the conversation first and send the email within the hour, so your manager hears it from you rather than reading it cold. Copy HR only if your contract or handbook says to. Keep the body under 150 words, because a long resignation email reads as an argument rather than a notice. You can draft one in our resignation letter generator.

Quickly, in writing, and without a long explanation. Thank them, decline plainly, and leave the door open. Delaying costs the employer time and is the part people remember.

In the US a resume is a short summary and a CV is a long academic record. In the UK, Ireland, much of Europe and many Commonwealth countries, CV simply means the document you send with an application.

Two pages is the working maximum for most careers, one page early on. Academic CVs are the exception and run much longer, because completeness is the point.

Not for US applications, where photos, date of birth and marital status are all left off. In much of continental Europe a photo is conventional and its absence is noticed. Match the market you are applying to.

Remove the photo, date of birth, marital status and nationality, cut to one or two pages, and lead with experience over education unless you are a recent graduate.

What you do, at what scale, and where you are heading, in two or three lines. Write it last, once the page exists. Our summary generator drafts it from your own experience.

A summary in almost every case, because it describes what you have done rather than what you want. Objectives still suit a first resume and a career change where your history points elsewhere.

Only what you would be comfortable being tested on, and ideally skills your bullets already prove. A long list dilutes the ones that matter and invites a question you would rather avoid.

Reverse chronological, with employer, title and dates on one line and three to six bullets beneath. Each bullet opens with a plain verb and ends with what changed. See choosing the right verb.

Below experience once you have a couple of years of work, above it while you are a student or recent graduate. The rule is simple: lead with whichever is stronger evidence today.

Only if it is strong and you graduated recently. Once you have real work history it adds nothing, and a modest GPA occupying a line is worse than the line being used for something else.

Yes where it shows relevant capability or fills a genuine gap. Write it exactly like a job: what you did, at what scale, and what changed as a result.

Only if an interest is genuinely relevant or a real conversation starter for the field. Generic entries like reading and travelling cost a line and tell a reader nothing.

Certifications get their own short section with the issuing body and year. Awards need one line of context if a reader outside your company would not recognise them.

Use a named scale such as CEFR rather than the word fluent, which means something different to every reader. State the level next to each language.

Name, city and country, email, phone and a LinkedIn URL. Not your full street address. And keep it in the document body, because content in a page header is frequently dropped during extraction.

Yes when employment history is thin, when you are changing field, or when the projects are simply the strongest evidence you have. Write each one like a job: what it was, what you built or decided, and what came of it. Scope, outcome, then tools, in that order, because leading with a technology list tells a reader what you touched rather than what you achieved. Two well-described projects beat six listed by name. Our bullet point writer handles the phrasing.

Do the free check first: export it, open the file, and try to select and copy the body text. If nothing selects, the resume is an image and every word is invisible to automated readers, which outranks anything else you could fix. Then run it through our resume checker for weak openers, bullets with no outcome, missing sections and inconsistent dates. Read the specific findings rather than the score, since every tool invents its own scale. Our comparison of free checkers explains where each one stops.

Usually one of three things: the roles are a stretch, the applications are late, or the file does not parse. Fix the third in twenty seconds, then look honestly at the first two.

State it plainly with dates and a short, unapologetic line about what you were doing. Unexplained gaps invite worse assumptions than the real reason almost always warrants.

Stack the titles under one employer with separate date ranges. It shows progression at a glance, where separate entries make it look like two unrelated jobs.

Not a different resume: four changes, about fifteen minutes. Adjust the title line if the market title differs from your internal one, rewrite two or three bullets in your most recent role to carry the terms from the posting with evidence attached, update the skills section so it reflects what those bullets now prove, then re-export and check the text still copies out in order. Anything beyond that is usually rewriting for the feeling of productivity. Our keyword scanner shows which terms are missing, and the keyword guide covers placement.

Look for volume, people supported, time taken, frequency or range. If none exist, describe the consequence instead. Never invent a figure you could not defend in an interview.

Small inflations are commonly caught at reference or verification stage, and dates and titles are the easiest to check. The cost of being caught is far higher than the gain.

Add accomplishments as they happen rather than rebuilding under pressure. A full refresh once a year keeps it usable when a role appears unexpectedly.

Work only the freshest listings, apply to roles you already clearly qualify for, and tell people in your field directly. Our two-week plan sets out the sequence.

Use three types rather than three sites: an aggregator for discovery, a specialist board for your field, and the career pages of the ten or fifteen employers you would actually join. Test any board in five minutes by opening ten listings and counting how many have a stated salary, a posting date inside two weeks, and a named employer rather than a recruiter placeholder. A board failing two of those is not worth your primary attention whatever its size. See the comparison by industry and the remote and niche shortlist.

Pipeline building, policy requirements to advertise, market testing, or simple neglect of an old advert. Our guide to ghost postings covers the signals you can check before applying.

Record company, role, source, date applied, which resume version you sent, the stage, and a next-action date, then sort by that last column every morning. That single column is what turns a list into a tracker. Save the advert text too, not just the link, because postings are deleted the moment a role is filled and often before your interview. After thirty rows the record starts telling you which source produces interviews rather than just applications, which is usually the opposite of what people assume. Our tracker does this without a spreadsheet, and the guide covers follow-up dates.

Fewer, better-targeted applications beat volume. Cap it at the number you can genuinely tailor, and spend the time saved talking to people, which produces more interviews than portals do.

They optimise the metric you can see, applications sent, at the cost of the one that matters, interviews earned. Recruiters at any given company see your name across applications, and nine unrelated submissions in a fortnight reads as unfocused rather than keen. There is a quieter failure too: auto-apply tools answer screening questions with defaults, so a wrong answer on work authorisation or notice period can eliminate you from a process you would have passed, and you never find out. See where automation genuinely helps.

Mostly by filtering on title, skill and location, then reading whatever shortlist survives. That order matters: a profile missing the market term for what you do never reaches the reading stage, however strong the experience underneath it is. It is why internal job titles are a problem, since nobody searches for a title only your company uses. Put the recognisable version in the headline and the internal one in the role itself. Our profile optimizer flags where searchable terms are missing.

Answer short, give a salary range when asked, and have exactly two questions ready. A phone screen is a filter rather than an assessment, usually fifteen to thirty minutes with a recruiter working from a brief, and the most common way people fail is answering at full interview length. Thirty to forty-five seconds is right for tell me about yourself, about forty-five for a question on specific experience. Take the call somewhere quiet with the advert open. See what recruiters filter on.

Two or three whose answers could genuinely change your mind about the job. Our list of questions worth asking covers what to ask each type of interviewer.

Thirty to forty-five seconds: what you do, at what scale, and what you are looking for. Not a chronology. Our elevator pitch examples show the shape for each setting.

Write down five or six real stories covering conflict, failure, pressure, influence and change, in the four STAR beats. Most behavioural questions ask about those same situations.

Yes, within twenty-four hours, referencing one specific thing from the conversation. Our follow-up templates cover every stage.

Usually that the process slowed, not that you were rejected. Hiring stalls for budget, holidays and competing priorities far more often than people assume. Chase twice, then move on.

Test the link and audio beforehand, sit with light in front of you rather than behind, and keep your notes above the camera rather than below it so your eyeline stays natural.

Sometimes, though it may breach your contract and it almost always costs the reference. Situations that genuinely warrant it exist: safety, health, or a workplace that has become untenable. In those cases keep the letter to three sentences, state the effective date, and leave the grievance out entirely, because a letter written in anger is the version that stays in the file. Our generator has a short-notice template built for exactly this.

Plain and specific: Resignation, followed by your name, or Resignation and your role where your manager runs a large team. It is not the place for softening language such as a quick note or moving on, because a vague subject line risks the email sitting unread for days, which undermines the notice period you are trying to start. If the departure is sensitive the subject line is still plain. Discretion belongs in the conversation, not the metadata. Our resignation letter generator handles both.

It carries gratitude and a handover in a way a resignation letter does not, and the notice period is usually far longer. The structure is otherwise the same.

Weigh it against why you were leaving. If the reason was money it may work; if it was the work, the manager or the direction, a raise rarely changes any of those.

Only with a genuine runway, because searching while unemployed narrows your options and weakens your position on salary. Work out how many months you can cover before you hand anything in, then halve it, since searches routinely run longer than people expect. If the runway is short, a bridge role while the real search continues is a strategy rather than a defeat, and it is far easier to negotiate from inside a job. Our two-week search plan covers the compressed version.

Be measured and specific about process rather than people. It is rarely confidential in practice, and the version that reaches your manager is the version you should be comfortable with.

Pick for the constraint you will actually hit: speed, version management, or flexibility for an unusual history. Our decision framework walks through it.

The editor almost always is. What gets charged for is export, watermark removal and saved versions. See where each paywall lands.

Yes for drafting, provided you check every number it produces. Generated drafts commonly add plausible metrics you never measured. See how the drafting works.

The reliable tell is genericness rather than grammar. Bullets that could belong to anyone in your role are the signal, which is why the specific detail only you know matters.

Yes, and it is a genuinely different job from building one. Automated review is reliable on mechanical problems: weak openers, unquantified bullets, missing or misnamed sections, first-person phrasing, and extraction failures. It cannot tell you whether your experience fits the role, whether a claim is true, or that the page is well written but aimed at the wrong job, which is the most expensive problem it could find. Our review guide covers acting on the findings in the right order.

A checker, a keyword comparison, a proofreader, and your own PDF viewer for the text-selection test. Our rundown covers what to skip.

Yes, and the export will need cleaning either way. Line breaks and bullet characters are the usual casualties, and the About section has to be rewritten, because resume voice reads cold on a profile and profile voice reads unfocused on a resume. Expect fewer bullets and more scope, since a profile is written for every recruiter who might search rather than for one job. Our LinkedIn optimizer scores the result, and working in the browser keeps both versions in one place.