Resume Example
Recruiter Resume Example
Show sourcing velocity, time-to-fill, and candidate experience. This sample focuses on hiring efficiency.
Executive Sidebar
Professional two-column layout with elegant olive sidebar. Perfect for senior roles.
Keywords
Sample bullets
- Filled 35 technical roles in two quarters with a 28-day average time-to-fill.
- Built outbound sourcing pipeline that doubled qualified candidates per role.
- Improved offer acceptance from 62% to 78% through structured closing.
Soft skills
- Candidate experience
- Influence
- Communication
- Organization
Certifications
- AIRs CIR
- LinkedIn Recruiter
- SHRM-CP
Why this works
- Highlights faster hiring cycles and higher acceptance rates.
- Shows strong sourcing pipeline generation.
- Emphasizes alignment with hiring managers.
Step-by-Step Guide
How to Write a Recruiter Resume
Lead with hiring metrics
Recruiters are measured by their ability to fill roles efficiently. Your summary should highlight hires made, time-to-fill, offer acceptance rates, and quality of hire. 'Filled 85 roles in 2024 with 94% offer acceptance rate' establishes immediate credibility.
Show your specialization
Indicate your recruiting focus: technical, executive, healthcare, sales, or high-volume. Include the levels you recruit for (individual contributor through executive) and industries you know well.
Demonstrate sourcing capabilities
Show you can build pipeline, not just process applicants. Include sourcing channels used (LinkedIn, GitHub, referrals), outreach response rates, and examples of hard-to-fill roles you've closed.
Highlight candidate experience
Great recruiters create positive experiences. Mention candidate NPS scores, interview process improvements, or feedback systems you've implemented. This differentiates you from transactional recruiters.
Include tools and technology
List ATS platforms (Greenhouse, Lever, Workday Recruiting), sourcing tools (LinkedIn Recruiter, Hiretual), and any recruiting automation or analytics tools you've used.
Summary Examples
Good vs. Bad Resume Summaries
“Technical recruiter with 5 years hiring engineers at high-growth startups. Filled 120+ roles last year including 15 staff+ engineers. 92% offer acceptance rate through consultative candidate experience. LinkedIn Recruiter expert.”
Clear specialty (technical), impressive volume, quality metric (acceptance rate), and tool proficiency.
“Passionate recruiter who loves connecting great people with great opportunities. Strong relationship builder with excellent communication skills.”
Generic enthusiasm without metrics. No hiring numbers, no specialty, no indication of performance level.
“Agency recruiter turned in-house TA lead. Built recruiting function from scratch, reducing average time-to-fill from 65 to 32 days. Hired 200+ across engineering, product, and design.”
Career progression shown, specific improvement metric, and clear hiring volume across functions.
“Experienced recruiter seeking new challenges. Team player with strong sourcing skills and attention to detail.”
No numbers, no specialty, no tools. 'Strong sourcing skills' means nothing without evidence.
Action Verbs
Power Words for Recruiter Resumes
Common Mistakes
What to Avoid
- ✗Not including hiring volume and key metrics (time-to-fill, acceptance rate)
- ✗Being vague about recruiting specialty or industries served
- ✗Omitting sourcing capabilities and channels used
- ✗Missing ATS and recruiting tool proficiency
- ✗Focusing only on process without showing business impact
- ✗Not differentiating between agency and in-house experience
Salary ranges
| Level | US | EU | Canada |
|---|---|---|---|
| Entry | USD 45,000-60,000 | EUR 32,000-45,000 | CAD 55,000-70,000 |
| Mid | USD 60,000-80,000 | EUR 45,000-60,000 | CAD 70,000-90,000 |
| Senior | USD 80,000-110,000 | EUR 60,000-80,000 | CAD 90,000-115,000 |
Market themes
- Technical hiring demand drives premiums
- Employer brand influences acceptance rates
US hot markets
- San Francisco
- New York
- Austin
- Seattle
EU hot markets
- London
- Dublin
- Berlin
Canada hot markets
- Toronto
- Vancouver
- Montreal
FAQ
Common questions about this role
What should recruiters highlight?
Time-to-fill, acceptance rate, and pipeline generation metrics.
Which tools matter?
ATS platforms, sourcing tools, and structured interview processes.
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