28 role-specific templates for 2026. Each one is the recruiter checklist for that role, the bullet patterns that work, the pitfalls that get filtered out — not a Mad-Libs fill-in.
10 roles.
Software engineering hiring runs on a few specific signals: shipped systems, measurable impact, and a clear growth arc.
Read the template →Frontend hiring rewards three things: shipped UI at scale, measurable performance work, and a portfolio that proves taste.
Read the template →Backend hiring is a numbers game: throughput, latency, uptime, cost.
Read the template →The trap with full stack resumes is sounding like a generalist who knows nothing deeply.
Read the template →DevOps hiring rewards proof that you've actually owned production: deploys that don't break, infrastructure that's reproducible, and pipelines that scale with the team.
Read the template →SRE hiring is judged on one question: have you actually been responsible for production not falling over?
Read the template →Security hiring splits along three axes: appsec, cloud / infra security, and detection / response.
Read the template →Mobile hiring is platform-specific.
Read the template →QA hiring in 2026 is almost entirely automation-first.
Read the template →EM hiring runs on three signals: team outcomes, people you've grown, and the systems you've shipped.
Read the template →4 roles.
Data science hiring filters out resumes that read like Kaggle notebooks.
Read the template →Data engineering is judged on three things: pipelines that don't break, warehouses that aren't expensive, and downstream consumers who actually trust the data.
Read the template →Machine learning engineering hiring is now closer to backend engineering than to data science.
Read the template →Analyst hiring filters by SQL depth and decision impact.
Read the template →2 roles.
3 roles.
Product design hiring rewards proof of judgment: shipped work, measurable outcomes, and a portfolio that doesn't bury the case studies.
Read the template →UX hiring used to be a separate world from product design.
Read the template →Research hiring filters out resumes that read like a methods textbook.
Read the template →3 roles.
Marketing manager is the broadest title in the function.
Read the template →Growth hiring is judged on experiment velocity, channel ownership, and proof you can move metrics that matter.
Read the template →Content marketing hiring rewards proof that the words you wrote moved a metric — not just a list of articles published.
Read the template →4 roles.
AE hiring is judged on three numbers: quota attainment, deal size, and tenure.
Read the template →Sales engineering is the bridge between engineering and AE — and the resume's job is to prove credibility on both sides.
Read the template →CSM hiring is judged on retention and expansion.
Read the template →Solutions architect hiring lives at the intersection of engineering depth and customer-facing impact.
Read the template →2 roles.
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