Recruiter CV example

A good recruiter can scan a CV in seconds and spot a match – so make sure yours would make you stop and take notice. Employers want to see strong communication skills and a solid grasp of the industries you recruit for.

This guide will walk you through writing a CV clearly and persuasively, so your achievements aren’t buried in buzzwords. Whether you’re working in-house or agency-side, it’ll help you show the value you bring to every hire.

You’ve seen the good, the bad, and the cringeworthy – make sure yours falls into the ‘must call’ pile. As someone who reads dozens of CVs a day, you already know the value of clarity and structure – so apply that same logic to your own. Make it easy for hiring managers to find your highlights without digging.

Here’s the layout to follow:

• Name and contact details – Place personal details at the top so employers can get in touch easily. Recruitment isn’t a field where a photo is typically expected.
• Profile – Kick things off with a concise overview of what makes you the ideal candidate for the job
• Core skills – List your most relevant abilities, such as sourcing, stakeholder management, ATS systems, or headhunting.
• Work experience – Outline your roles in reverse chronological order, showing industries covered, roles filled, and targets met.
• Education & certifications – Go through the academic history which underpins your expertise, like training and a degree.
• Additional info – Optionally include languages, awards, memberships (e.g. REC or CIPD), or relevant hobbies.

Aim for a CV that’s no longer than two pages in length, well spaced and easy to scan – just like the ones you shortlist. Stick with sensible and readable fonts, clear borders, and a sensible format that’s free from any mistakes and keeps the focus on your expertise. If you wouldn’t send your CV to yourself, don’t send it to anyone else.

This is your elevator pitch – a few lines that sum up what you bring to the recruitment table. It should showcase your ability to build relationships, meet targets, and understand hiring needs across your chosen sectors. This isn’t the time for vague buzzwords – give them a quickfire reason to pick up the phone. A strong CV profile can do what your cold emails aim to – spark interest in seconds.

Follow these tips on what to include:

• Recruitment experience – Highlight whether you’ve worked in-house, agency-side, or both.
• Sectors covered – Mention your niche areas, like tech, finance, retail, healthcare, or high-volume roles.
• Placement success – Emphasise consistent performance, speed of delivery, or high-value placements.
• Soft skills – Point to your communication style, adaptability, or consultative approach.
• Goals – Include a line on the type of environment or role you’re targeting next.

Recruiters are expected to manage multiple vacancies and candidates at once – so your skills section should reflect the pace and precision required for the job. Recruiters start scanning for keywords right away, so don’t let them down: show them exactly what skills they want to see.

Think like a hiring manager; what would you like to see in a candidate? It’s the easiest part of your CV to tweak between applications, so take advantage of that flexibility by tailoring the skills for your CV to each job application.

Your work experience section should go beyond generic responsibilities and prove your impact – think placements made, client accounts managed, or hiring pipelines improved.

Start with your most recent position and work backwards, focusing on results. Mention types of roles placed, average time to hire, industries covered, and whether you built new client relationships or supported internal hiring managers. If you’re newer to the field, include transferable experience like sales, admin, or HR support.

• Outline – Briefly introduce the company and your recruiting focus (perms, temps, sectors, seniority levels).
• Responsibilities – Describe your day-to-day tasks such as sourcing, interviewing, or negotiating offers. Use action words like “placed,” “managed,” and “sourced.”
• Achievements – Share measurable wins, like exceeding placement targets, expanding client accounts, or reducing time-to-hire.

While recruitment is often learned on the job, the right training still adds credibility. The education section doesn’t need to be lengthy, but it should be clear and well-presented.

Include your academic background – such as degrees or diplomas – alongside any relevant recruitment or HR training you’ve completed. Whether you’ve studied formally or developed your skills through industry-recognised courses, listing them here reinforces your credibility and shows a commitment to your craft.

Keep it tidy, with the most recent or relevant qualifications listed first, and be sure to include any ongoing training or certifications in progress.