Human ResourcesMid level

Recruiter CV Example

Fills, funnels and quality-of-hire — recruitment written as the metrics recruiters themselves live by.

Recruiters screen CVs for a living, which makes a weak recruiter CV unforgivable. The genre is known: fills per year, time-to-fill, source mix, offer-acceptance, retention of hires. This example delivers the full funnel with the hard-to-fill stories that separate search skill from job-board processing.

Why this CV works

The full funnel is present: volume, speed, source mix, acceptance, retention — nothing left to assumption.
Direct-sourcing share with the agency savings gives the commercial case for the candidate in one line.
Quality-of-hire measured at probation is the metric most recruiters claim and few can produce.
Interviewer training shows the recruiter improving the system, not just working it.

The professional summary

Recruiter with 6 years in-house across technology and corporate roles, closing 85-100 hires a year at a 31-day median time-to-fill. Sources 55% of technical hires directly (LinkedIn/X-ray/communities), holds offer acceptance at 92%, and 88% of last year's hires passed probation — measured, not assumed. Built the interview-training that halved debrief inconsistency.

Fills, time-to-fill, source mix, acceptance rate — the four funnel numbers, then one systemic contribution. A recruiter CV without funnel math is a disqualification in itself.

Writing the work experience

Split volume and niche stories: they prove different muscles. Always include one retention/quality metric — it is what separates recruiters from resume-forwarders.

Turning duties into achievements

Instead ofManaged end-to-end recruitment

WriteClosed 85-100 hires yearly at a 31-day median time-to-fill across engineering and corporate

Instead ofReduced agency dependence

WriteSourced 55% of technical hires directly, cutting agency spend AED 600K a year

Skills on this CV

Technical sourcingBoolean & X-ray searchATS management (Greenhouse)Interview design & trainingOffer negotiationEmployer branding inputStakeholder managementPipeline analyticsLinkedIn RecruiterCandidate experienceMarket mappingVolume & niche hiring

ATS tips for Recruiters

Include "talent acquisition" and "recruitment" — ads split between them evenly.
Name your ATS (Greenhouse, Workday, SuccessFactors); recruitment ads filter on the systems.
"Sourcing" and "Boolean" are niche-role filters worth naming if genuine.

ATS checks help identify potential compatibility issues, but employers and ATS platforms use different criteria — no template or score can guarantee an outcome.

Writing tips

Median beats average for time-to-fill — using it signals you understand your own data.
Cost numbers (agency savings) buy credibility with the hiring managers who read second.
Candidate-experience claims need a metric (acceptance rate, NPS) or they are wallpaper.