Recruiter resume example
Recruiting is a numbers job, so a recruiter resume should be full of them: roles filled, time-to-fill, offer acceptance and quality of hire. Name the kinds of roles you hire for and the tools you source with.
This is a fictional, illustrative example -- not a real person or a promised result. Replace every detail with your own.
Full example resume
Sample content, for illustration -- not a real person.
Technical recruiter with 5 years of experience hiring software, data and product roles for high-growth SaaS companies. Filled 48 roles last year with a 34-day average time-to-fill and 88% offer acceptance.
- •Filled 48 engineering, data and product roles in 2024 with a 34-day average time-to-fill (company target: 45).
- •Raised offer acceptance from 71% to 88% by introducing a pre-offer compensation call.
- •Built a pipeline of 150 senior backend engineers through targeted sourcing, filling 6 hard-to-fill roles in one quarter.
- •Trained 25 hiring managers on structured interviews, cutting interview rounds from 6 to 4.
- •Scheduled 1,500+ interviews a year across 30 interviewers with a 99% on-time rate.
- •Moved interview feedback into Greenhouse scorecards, cutting decision time from 5 days to 2.
- •Ran campus events at 4 universities that produced 12 intern hires.
Summary: weak vs. improved
Energetic recruiter who loves connecting people with opportunities.
Technical recruiter hiring software and data roles. Filled 48 roles last year with a 34-day time-to-fill and 88% offer acceptance.
Every recruiter "loves connecting people". The role types and three core metrics tell a hiring manager exactly how you perform.
Skills to include
- ✓Full-cycle recruiting
- ✓Boolean and LinkedIn Recruiter sourcing
- ✓ATS platforms (e.g. Greenhouse, Lever, Workday)
- ✓Structured interviewing
- ✓Offer negotiation
- ✓Hiring manager partnership
Only list skills you actually have -- the AI review in the editor will flag a skill that doesn't appear anywhere else in your resume.
Bullet examples: weak vs. improved
Recruited for engineering positions.
Filled 48 engineering, data and product roles in 2024 with a 34-day average time-to-fill (company target: 45).
Volume, speed and a target to compare against turn a job description into a performance record.
Improved the offer process.
Raised offer acceptance from 71% to 88% by introducing a pre-offer compensation call.
The specific change and the before/after rate make the improvement believable and repeatable.
Sourced candidates on LinkedIn.
Built a pipeline of 150 senior backend engineers through targeted sourcing, filling 6 hard-to-fill roles in one quarter.
Pipeline size and hard-to-fill hires show sourcing skill, not just access to a tool.
How this changes by experience level
Show scale and reliability: interviews scheduled, candidates handled, process fixes.
Scheduled 1,500+ interviews a year across 30 interviewers with a 99% on-time rate.
Lead with roles filled, time-to-fill and offer acceptance, like the full example above.
See the full example above.
Show programs and strategy: employer brand, recruiting metrics you own, recruiters you coach.
Built the referral program that became the top source of hires (31%) within a year.
Section order
- Contact
- Short summary with headline metrics
- Skills and tools
- Experience
- Education and certifications
Common mistakes to avoid
- !No hiring numbers at all
- !Not saying what kinds of roles you recruit for
- !Listing "sourcing" without the channels or tools you use
Recommended template: HR & People
Centred, friendly header for HR generalists, recruiters and people leaders.