This guide is for corporate, agency and technical recruiters and talent acquisition specialists who want a resume that clears the ATS and holds up with a hiring manager. You'll learn which keywords to use, how to write a summary for your level, and how to rebuild task-list bullets around the numbers recruiting leaders track.
Keyword match
Recruiter, Talent Acquisition
7/10must-have skills
Found on your resume
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JORDAN ELLIS
Denver, CO · jordan.ellis@email.com · linkedin.com/in/jordan-ellis
Summary
Technical recruiter with 5 years hiring backend, data and security engineers for B2B SaaS teams of 35–280. Runs tight intakes, delivers calibrated slates, and closes passive candidates who are holding other offers.
1Skills
Full-Cycle Recruiting · Technical Sourcing · Boolean Search · Greenhouse · LinkedIn Recruiter · Gem · Structured Interviewing · Offer Negotiation · Recruiting Metrics
2Experience
Technical Recruiter Northwind Analytics · Mar 2022 – Present
Certifications & Education
AIRS Certified Technical Recruiter (CTR), 2025 · B.A., Communications, University of Colorado
5Naming the roles, industry and company size you hire for lets a hiring manager match you to their req at a glance.
The skills line mirrors technical recruiter postings, so both ATS filters and skimming readers find it.
Keywords and skillsHire count, req load and time-to-fill together prove volume and speed; any one alone is easy to dismiss.
Bullet pointsA before-and-after reply rate proves you can engage passive candidates, often the deciding skill in tech recruiting.
A recruiting-specific credential adds credibility in one line.
CertificationsTA leaders want to know whether you ran the full cycle, from intake to accepted offer, or one slice of it (sourcing, screening, coordination). Say exactly which stages you owned.
Hiring managers look for the metrics they report upward: time-to-fill, offer acceptance rate, hires per quarter, pipeline conversion by stage and, at agencies, placements and revenue.
Strong recruiters run intakes, push back on unrealistic requirements with market data, and calibrate early. Scorecard and satisfaction bullets show this better than "collaborated with stakeholders."
A technical recruiter names stacks; a healthcare recruiter mentions licensure and credentialing; a finance recruiter knows CPA from CMA.
Recruiters handle EEO obligations, interview documentation, background check and I-9 coordination and, in states such as Colorado, New York and Washington, pay-range disclosure rules for job postings. One bullet showing a compliant, documented process reassures HR leadership.
List only tools you've used recently, spelled the way the posting spells them ("Workday Recruiting," not "Workday"), grouped by function:
ATS
Agency ATS/CRM
Sourcing and CRM
Scheduling and assessment
Reporting
For senior, lead or TA partner roles, add planning and influence terms:
Soft skills
Don't list "communication"; show it through offer acceptance, hiring manager satisfaction and candidate survey results.
Recruiting coordinator moving into a full-cycle seat after 18 months supporting an 870-person logistics company. Scheduled 55–70 interviews a week in Workday, owned 9 hourly requisitions end to end last quarter, and kept candidate no-show rates under 12% with automated text reminders. SHRM-CP exam scheduled for December 2026.
Why it works: It's honest about the coordinator title yet proves full-cycle readiness.
Healthcare recruiter with 4 years filling RN, LPN and allied health roles for a three-hospital system in Ohio. Carry 28–35 requisitions at a time, partner with nurse managers on unit-specific hiring, and work with credentialing to clear license verification before start dates. Reduced average time-to-fill for med-surg RNs from 52 to 39 days in 2025.
Why it works: Req load, clinical roles and a time-to-fill gain answer a hospital TA leader's first questions.
Senior talent acquisition partner with 10 years in tech and fintech recruiting, the last 3 leading go-to-market hiring for a Series D payments company. Built the 2025 sales hiring plan with the CRO, managed two recruiters and a sourcer, and delivered 112 of 124 planned hires while cutting agency spend by $308K. Experienced in Ashby, compensation calibration and executive-level offer negotiation.
Why it works: Senior scope shows through C-suite planning, team leadership and budget impact.
WeakScheduled interviews for hiring managers.
StrongCoordinated 1,140 interviews across 23 hiring managers in 2025, cutting average scheduling lag from 4.2 to 1.6 business days after rolling out GoodTime self-scheduling.
What changed: Volume and a speed gain turn a clerical task into an operations result.
WeakScreened applicants for open positions.
StrongPhone-screened 35–40 hourly applicants a week for distribution-center roles, advancing 31% to onsite interviews and filling 64 associate seats before peak season.
What changed: Weekly volume, a conversion rate and a business deadline.
WeakSourced candidates on LinkedIn.
StrongBuilt Boolean and GitHub X-ray searches for Go and Rust engineers, sourcing 41% of the team's 2024 infrastructure hires through direct outreach instead of inbound applications.
What changed: It names the method and stack, and shows sourcing produced hires.
WeakResponsible for extending offers.
StrongExtended 57 offers in 2025 with an 89% acceptance rate, using pre-close calls to surface competing offers and relocation concerns before the written offer went out.
What changed: A core recruiter metric, plus the habit behind it.
WeakRecruited nurses for the hospital.
StrongFilled 73 RN and 19 LPN positions across ICU and med-surg units, partnering with credentialing to verify licenses before day one and reducing travel-nurse contracts by 11.
What changed: Role mix, a compliance step and a cost outcome nursing leaders care about.
WeakMade placements for clients.
StrongRan a full desk in accounting and finance staffing, placing 26 contractors and 9 direct hires in 2025 for $412K in gross margin and opening 4 new client accounts.
What changed: Agency managers screen on production; this answers it directly.
WeakManaged the recruiting team.
StrongLed 4 recruiters and 2 coordinators supporting 214 annual hires; rolled out structured interview kits across 11 departments and raised hiring manager satisfaction from 3.6 to 4.4 out of 5.
What changed: Team size, volume and a satisfaction metric show leadership with results.
WeakHelped with the annual hiring plan.
StrongPartnered with Finance and the COO on 2026 headcount planning, sequencing 148 requisitions by revenue impact and moving 3 hard-to-fill roles to an RPO partner, saving $186K against prior agency fees.
What changed: "Helped" becomes plan ownership with a dollar outcome.
Employers typically look for a bachelor's degree in human resources, business, communications or a related field. The BLS notes that HR certifications are usually voluntary, though some employers prefer or require them. Licensing applies to agencies, not individual in-house recruiters: New York, for example, requires most agencies that charge a placement fee to hold an employment agency license, which matters if you work agency-side.
Use a combined "Certifications & Education" section below Experience. If a posting requires a credential, also add it after your name in the header ("Alex Rivera, SHRM-CP").
Listing one in progress
Give the full name, issuing body and a realistic date: SHRM Certified Professional (SHRM-CP), SHRM — exam scheduled December 2026. Don't list a prep course as the credential.
"Made 80 calls a day" shows effort, not results.
FixPair each activity with what it produced: interviews, hires or revenue.
"Hired 45 people" could be impressive or slow depending on the timeframe and req load.
FixAdd the period, role type and number of reqs carried, such as "45 hires in 2025 across 9–11 concurrent reqs."
Coordinators and sourcers sometimes write "full-cycle" when they owned one stage, and interviewers probe it.
FixName the stages you owned and any reqs you ran end to end.
"Recruited for various departments" fits any recruiter.
FixName the functions, levels and industries (for example, "mid-level supply chain and finance roles at a $1.2B manufacturer") in your summary and bullets.
Compliance rules change, and naming a retired requirement suggests you haven't kept up. The federal regulations behind Executive Order 11246 affirmative action plans, for example, were rescinded effective October 26, 2026.
FixDescribe what you actually did (documented structured interviews, EEO-compliant recordkeeping, veteran and disability outreach), and confirm any law or program you name is still current.
One page under about seven years of experience; two pages for senior, lead or TA management roles with planning and team scope.
Yes, if they aren't confidential; agency hiring managers check production first. If you can't share dollar figures, use percent of quota or rank on the team ("ranked 2nd of 11 recruiters in 2025 placements") instead.
No. The BLS describes HR certifications as usually voluntary. The SHRM-CP helps most for corporate roles that blend recruiting with HR generalist duties. If you work agency-side, staffing credentials like the CSP or CPC, which focus on the employment law behind placement work, are more directly relevant.
TA teams are often cut when hiring slows, and TA leaders know it. Add one line in place of the gap ("Career break following company-wide TA reduction") and list any contract, RPO or freelance recruiting and certifications from that period.
Lead with transferable skills: pipeline management, CRM use, quota attainment, objection handling and closing. Add numbers ("managed a 137-contact pipeline") and any interviewing or hiring you did.
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