Skills and achievements pull in different directions and both matter. Skills give software something concrete to match against a job advert; achievements give a person a reason to call you. The builder has a place for each.
Step by step
Fill in the Skills section
In My CV Details, add the tools, systems and competencies you would be comfortable being questioned about. The checker rewards a clear Skills section — it is one of the things it looks for under Structure and Keywords.
Lead with the concrete ones
Put the specific, checkable skills first — software, systems, languages, certifications, techniques. General strengths like communication carry far less weight on their own and are better demonstrated inside your experience.
TipIf a skill appears in the job advert and you genuinely have it, use the advert's wording for it.
Put achievements inside Work Experience
The strongest place for an achievement is as a bullet under the role where it happened, because that gives it context. Each bullet: what you did, and what changed as a result.
Quantify what you can
The Impact block is the largest part of the score and it looks for percentages, money, volumes, time saved and team sizes, plus bullets that begin with verbs such as led, built, reduced or delivered. Estimates are fine if they are honest.
Use the extra sections when they earn their place
Projects, Certifications, Trainings & Workshops, Tools & Systems, Awards and Languages each have their own section, and Additional Info covers anything that does not fit. Keep a section only when it says something a recruiter would care about.
Check the balance
Run the CV through the checker. If Impact is low you have listed duties rather than results; if Keywords is low your Skills section is probably too thin or too generic.
Questions people ask
How many skills should I list?
Enough to cover the role without padding — usually somewhere between eight and fifteen. A long list of vague strengths is worth less than a short list of specific ones.
Should soft skills go in the Skills section?
A couple are fine, but they are far more convincing shown in an achievement than claimed in a list.
What if I cannot measure an achievement?
Use scale or scope instead: the size of the team, the number of clients, the region covered, the systems involved.