← All resourcesWhat recruiters look for first
A recruiter resume gets ranked in seconds. These are the five signals a recruiter (and an LLM-ranked ATS) checks before deciding whether to keep reading.
- Function or sub-discipline named (technical, GTM, exec, university)
- Hire counts per role with offer-accept rates
- Time-to-fill and time-to-hire numbers
- Sourcing channels named (inbound, outbound, referrals, agency, etc.)
- ATS named (Greenhouse, Lever, Ashby, Workday)
Bullet patterns that work
Every strong recruiter bullet follows the same shape: action verb → what you built → who it was for → a number that proves the impact. Use these patterns as a scaffold, not a script.
Pattern
Hired [N] [function] over [period] with an average time-to-fill of [N days]Example
Hired 32 software engineers over 9 months with an average time-to-fill of 41 days and a 92% offer-accept rate
Pattern
Built [sourcing channel] generating [N] qualified candidatesExample
Built an outbound sourcing motion through LinkedIn Recruiter + a curated GitHub-mining script, generating 14 qualified hires across 2 quarters
Pattern
Owned [hiring program] for [team scope]Example
Owned the engineering hiring program for the platform org (8 hires) including loop design, feedback calibration, and bar-raiser onboarding
Skills section — what to keep
Recruiters skim skills sections for the keywords the JD mentioned by name. Lead with the hard skills, group your tools, and keep soft skills short.
Hard skills
- Sourcing
- Loop design
- Calibration
- Negotiation
- Diversity hiring
- Pipeline forecasting
Tools
- Greenhouse
- Lever
- Ashby
- Workday
- LinkedIn Recruiter
- Gem
- HireEZ
Soft skills
- Hiring manager partnership
- Candidate experience
Pitfalls that get recruiters filtered
- Calling yourself recruiter without naming the function
- Skipping hire counts and time-to-fill
- Listing every ATS instead of the one you've shipped on
- Vague "partnered with" verbs instead of specific programs
Frequently asked
How is recruiter different from talent partner?
Talent partner usually owns deeper hiring strategy + stakeholder relationships. Recruiter owns the operational hiring loop. Mid-market and startup roles increasingly merge them.
Should I list hire counts even if some didn't accept?
Yes — show offer-accept rate alongside. "32 offers, 30 accepted (94%)" is a strong signal of fit and negotiation skill.
Is contract recruiting respected?
Yes if the work is real and recent. Don't hide it — name the engagements and the outcomes.
Build this resume in HireDrive.
The free resume builder uses these patterns as defaults. The free resume checker tells you which lines a recruiter recruiter would skim past. No account needed for either.