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Recruiter resume examples

Full-length recruiter resumes from tech corporate to agency + executive search. Each leads with reqs + TTF + offer-accept metrics, and surfaces the sourcing + ATS + candidate-experience signals TA leaders grade on.

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ByTomás Albrecht·Senior Resume Writer·Reviewed byDaniel Ortega· Head of Writing·2 examples

Recruiter hiring grades on three axes: function + level (industry, function, level owned), funnel + outcomes (reqs closed, TTF, offer-accept, sourcing mix), and partnership + systems (HM partnership, ATS + sourcing tools, diversity outcomes). Recruiter resumes are 1-2 pages.

2 examples

Odalys Petrović-Nkomo

Sr Tech Recruiter · 38 Reqs · TTF 32d · Accept 88% · Passive 24%
Austin·[email protected]·+1 (512) 555-0381·linkedin.com/in/odalys-petrovic-ta

Summary

Senior tech recruiter for backend + platform eng at a Series D SaaS ($140M ARR); 38 reqs closed FY26 (14 senior + 4 staff); TTF 32 days (team avg 48); offer-accept 88%; passive sourcing yield 24% (team avg 14%). Led Greenhouse → Ashby migration. SHRM-CP + AIRS CIR.

Experience

Senior Technical Recruiter — Backend + Platform Eng
Quill (Series D SaaS, $140M ARR) · Austin, TX / Remote
Sep 2023—Present
  • Sourcing funnel FY24: 4,800 outreach → 780 responses (16%) → 380 phone screens → 148 onsites → 62 offers → 54 accepts; passive % 62%, referral 22%, inbound 16%; time-to-first-response 6.4 hrs.
  • Pipeline: URG rep 38% (baseline 18%); URG hire rate 34% (team avg 21%); passthrough parity within 4pp at every stage; partnered with 4 ERGs on referral pilots.
  • HM partnership: intake template + calibration rubric (28 written scorecards deployed); HM NPS 62 (team avg 41); weekly pipeline reviews with 4 eng managers; onboarded 2 new HMs to structured interviewing.
  • Executive search: 4 director + 2 VP closes in FY24 (avg TTF 68 days); mapped 480 competitors across 14 target companies; built 8 executive relationship touchpoints on-site.
  • ATS migration: led Greenhouse → Ashby cut-over Q3 2024; migrated 480 open + historical reqs + trained 14 recruiters on new workflow; zero pipeline drop during migration.
Technical Recruiter (Agency)
PortLane Talent (SaaS + fintech agency) · Austin, TX
Jun 2020—Aug 2023
  • Agency-side full-desk recruiter across SaaS + fintech clients; avg 84 closes/yr at $18-32k placement fee.
  • Earned AIRS Certified Internet Recruiter 2020.

Certifications + Recognition

SHRM-CP (Certified Professional)
SHRM·Apr 2025
AIRS CIR (Certified Internet Recruiter)
AIRS·Sep 2022
LinkedIn Certified Professional Recruiter
LinkedIn·Nov 2024

Tools + Stack

ATS + Sourcing
Greenhouse (4 yrs) + Ashby (migration lead)LinkedIn Recruiter + Gem + hireEZGoodTime + Karat + HackerRank

Education

BA in Psychology + Business (minor)
University of Texas at Austin
Aug 2016—May 2020
senior

Senior Tech Corporate Recruiter

Sr Tech Recruiter · 38 reqs · TTF 32d · Accept 88% · Passive 24%

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Callixte Vaillancourt-Berndt

Full-Desk Agency · 84 Closes/Yr · $1.4M Placement Rev · $1.4B TCV Placed
Boston·US·[email protected]·+1 (617) 555-0381·linkedin.com/in/callixte-vaillancourt

Summary

Senior full-desk agency recruiter focused on SaaS engineering + product; 84 closes FY26 across 22 client accounts; $1.4M in placement revenue (avg fee $16.8k); $1.4B combined TCV of placements across 6 years; 4-year contingent-vs-retained mix 62/38. AIRS CIR + PRC + LinkedIn Certified. Bilingual French.

Experience

Jun 2020—Present
Senior Consultant — SaaS Eng + Product
PortLane Talent (executive search + retained boutique) · Boston, MA
  • Full-desk (BD + delivery): 84 closes FY24 (48 contingent + 22 retained + 14 exclusive); $1.4M placement revenue at avg 20% fee; 22 active client accounts (6 recurring for 3+ yrs).
  • BD: sourced + closed 8 new clients FY24 (avg first-year revenue $148k / client); leveraged AE + SDR muscle to fill the funnel above the desk.
  • Delivery: TTF avg 34 days on contingent + 62 days on retained; hire-to-first-year retention 92% (industry benchmark 78%).
  • Retained search: 22 director + VP retained mandates over tenure (4 CTO + 4 VP Eng + 6 VP Product + 8 Head-of-role); avg TCV per placement $340k; 4 candidates offered rehire fees.
  • Team: mentored 4 associate recruiters through their first-year ramp; all 4 hit $580k+ personal desk revenue by year 2.
Aug 2017—May 2020
Recruiter (Contingent)
Northbeam Recruiting Group · Boston, MA
  • Contingent-desk recruiter across mid-market SaaS; 62 closes/yr avg; $480k avg annual placement revenue.
  • Earned AIRS CIR + PRC in first 24 months.

Tools + Certifications

Sourcing + ATS
LinkedIn Recruiter + Gem + hireEZ + SeekOutBullhorn + Greenhouse + Lever (client ATS integrations)Crelate (agency CRM) + PCRecruiter

Certifications + Education

AIRS CIR + PRC + CDR
AIRS·Apr 2019
LinkedIn Certified Professional Recruiter
LinkedIn·Jun 2023
senior

Senior Agency Recruiter (Full-Desk)

Full-Desk Agency · 84 closes/yr · $1.4M placement rev · $1.4B TCV placed

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Live preview · Senior Tech Corporate Recruiter

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Why this resume works

Header names function + reqs + TTF + accept + sourcing. Bullets quantify funnel + HM partnership + diversity + ATS.

Odalys Petrović-Nkomo

Sr Tech Recruiter · 38 Reqs · TTF 32d · Accept 88% · Passive 24%
Austin·[email protected]·+1 (512) 555-0381·linkedin.com/in/odalys-petrovic-ta

Summary

Senior tech recruiter for backend + platform eng at a Series D SaaS ($140M ARR); 38 reqs closed FY26 (14 senior + 4 staff); TTF 32 days (team avg 48); offer-accept 88%; passive sourcing yield 24% (team avg 14%). Led Greenhouse → Ashby migration. SHRM-CP + AIRS CIR.

Experience

Senior Technical Recruiter — Backend + Platform Eng
Quill (Series D SaaS, $140M ARR) · Austin, TX / Remote
Sep 2023—Present
  • Sourcing funnel FY24: 4,800 outreach → 780 responses (16%) → 380 phone screens → 148 onsites → 62 offers → 54 accepts; passive % 62%, referral 22%, inbound 16%; time-to-first-response 6.4 hrs.
  • Pipeline: URG rep 38% (baseline 18%); URG hire rate 34% (team avg 21%); passthrough parity within 4pp at every stage; partnered with 4 ERGs on referral pilots.
  • HM partnership: intake template + calibration rubric (28 written scorecards deployed); HM NPS 62 (team avg 41); weekly pipeline reviews with 4 eng managers; onboarded 2 new HMs to structured interviewing.
  • Executive search: 4 director + 2 VP closes in FY24 (avg TTF 68 days); mapped 480 competitors across 14 target companies; built 8 executive relationship touchpoints on-site.
  • ATS migration: led Greenhouse → Ashby cut-over Q3 2024; migrated 480 open + historical reqs + trained 14 recruiters on new workflow; zero pipeline drop during migration.
Technical Recruiter (Agency)
PortLane Talent (SaaS + fintech agency) · Austin, TX
Jun 2020—Aug 2023
  • Agency-side full-desk recruiter across SaaS + fintech clients; avg 84 closes/yr at $18-32k placement fee.
  • Earned AIRS Certified Internet Recruiter 2020.

Certifications + Recognition

SHRM-CP (Certified Professional)
SHRM·Apr 2025
AIRS CIR (Certified Internet Recruiter)
AIRS·Sep 2022
LinkedIn Certified Professional Recruiter
LinkedIn·Nov 2024

Tools + Stack

ATS + Sourcing
Greenhouse (4 yrs) + Ashby (migration lead)LinkedIn Recruiter + Gem + hireEZGoodTime + Karat + HackerRank

Education

BA in Psychology + Business (minor)
University of Texas at Austin
Aug 2016—May 2020

What hiring managers look for

The specific signals an experienced recruiter hiring panel grades on during the eight-second scan.

  • Function + level

    'Senior tech recruiter for backend + platform eng at a Series D SaaS' beats 'recruiter.'

  • Reqs + closes

    Reqs owned + closes/year + time-to-fill (TTF).

  • Sourcing + funnel

    Passive sourcing yield + inbound + referral mix; interview-to-offer + offer-accept.

  • ATS + tools

    Greenhouse + Ashby + Lever + Workday Recruiting + LinkedIn Recruiter + Gem.

  • Diversity + hiring outcomes

    URG rep in pipeline + hire; passthrough parity.

  • Hiring manager partnership

    Intake quality + calibration + feedback loops.

How to write a recruiter resume

  1. 1

    Open with function + reqs + funnel

    Function + reqs + TTF + accept.

  2. 2

    Quantify funnel + channels

    Outreach → response → screen → onsite → offer → accept + mix.

  3. 3

    Surface diversity

    URG rep + hire + parity + programs.

  4. 4

    Name HM partnership

    Intake + scorecards + NPS + cadence.

  5. 5

    Close with ATS + level closes

    Named ATS + tenure + top closes.

Pro tip

Lead with reqs + TTF + accept

'38 reqs closed FY24 (14 senior + backend); TTF 32 days (team avg 48); offer-accept 88%' is the recruiter signal.

Pro tip

Sourcing funnel matters

Passive % + response rate + interview-to-offer + offer-accept — the funnel.

Pro tip

Named ATS + tenure

Greenhouse 4 yrs > Greenhouse. Ashby is the modern signal.

Pro tip

Hiring manager NPS

Intake quality + calibration + written scorecards signal senior.

ATS notes

Recruiter ATS pipelines screen for ATS + function + level tokens. ATS: Greenhouse, Ashby, Lever, Workday Recruiting, iCIMS, SmartRecruiters, Jobvite, BambooHR, JazzHR. Sourcing: LinkedIn Recruiter, Gem, hireEZ, SeekOut, Fetcher, AmazingHiring. Assessment: HackerRank, CodeSignal, Codility, Karat. Backchannel: Ashby, Ripplematch, Handshake. Scheduling: GoodTime, Calendly, Prelude. Functions: eng + product + design + data + go-to-market + finance + legal + ops. Levels: IC, senior, staff, principal, manager, director, VP, C-level.

Sample bullets you can adapt

Each follows the [verb] [object] [number] structure hiring managers grade against. Copy them as a starting point, swap in your own numbers, and read the annotation to understand why each one works.

  • Funnel

    Sourcing funnel FY24: 4,800 outreach → 780 responses (16%) → 380 phone screens → 148 onsites → 62 offers → 54 accepts; passive % 62%, referral 22%, inbound 16%; time-to-first-response 6.4 hrs.

    Why it works: Full funnel + channels + speed.

  • Diversity

    Pipeline: URG rep 38% (baseline 18%); URG hire rate 34% (team avg 21%); passthrough parity within 4pp at every stage; partnered with 4 ERGs on referral pilots.

    Why it works: Pipeline + hire + parity + programs.

  • HM

    HM partnership: intake template + calibration rubric (28 written scorecards deployed); HM NPS 62 (team avg 41); weekly pipeline reviews with 4 eng managers; onboarded 2 new HMs to structured interviewing.

    Why it works: Templates + NPS + cadence + training.

  • Exec

    Executive search: 4 director + 2 VP closes in FY24 (avg TTF 68 days); mapped 480 competitors across 14 target companies; built 8 executive relationship touchpoints on-site.

    Why it works: Level + count + TTF + map.

  • Tools

    ATS + tools: Greenhouse (primary, 4 yrs) + Ashby (migration Q3 2024, led team through cut-over); LinkedIn Recruiter + Gem for sourcing + nurture; GoodTime for scheduling; Karat for coding-interview outsourcing on 38 loops.

    Why it works: ATS + tenure + migration + peripheral tools.

  • Referral

    Referral program: rebuilt eng referral bonus + tracking; referrals grew from 12% to 22% of hires in 6 months; referral-hire retention 96% at 12 months (external 84%).

    Why it works: Program + mix delta + retention.

  • Brand

    Content + brand: co-authored 4 careers-blog posts + 8 LinkedIn eng-brand posts; drove 480 inbound applications from content in 6 months.

    Why it works: Content + inbound outcome.

  • University

    University recruiting: led 4 campus visits (Berkeley + CMU + UT + UIUC); 22 internship offers + 14 accepts; converted 8 interns to full-time in FY24.

    Why it works: Schools + interns + conversion.

  • Mentor

    Mentorship: mentored 2 associate recruiters through their first year; both promoted to full recruiter role.

    Why it works: Mentees + promotion.

  • Cross-functional

    Cross-functional: weekly with HRBP + Comp on offer strategy; monthly with L&D on onboarding-to-productivity; quarterly with Finance on hiring plan vs budget.

    Why it works: Partners + cadence.

  • Arc

    Career arc: 4 yrs current corporate (Series D SaaS); 3 yrs agency (SaaS + fintech, 84 closes/yr); AIRS Certified Internet Recruiter (2022).

    Why it works: Tenure + agency + cert.

  • Certs

    Certifications: LinkedIn Certified Professional Recruiter; SHRM-CP; AIRS CIR.

    Why it works: 3 recruiting certs.

Wrong vs Right · bullet rewrites

Same intent, two phrasings. Read why the right column lands on the keep-pile and the wrong column doesn't.

Summary

Wrong

Passionate recruiter.

Right

Senior tech recruiter for backend + platform eng at a Series D SaaS ($140M ARR); 38 reqs closed FY24 (14 senior + 4 staff); TTF 32 days (team avg 48); offer-accept 88%; passive sourcing yield 24% (team avg 14%). Greenhouse + Gem + LinkedIn Recruiter.

Why: Names function + company + reqs + TTF + accept + sourcing + tools.

Funnel

Wrong

Sourced candidates.

Right

Sourcing funnel FY24: 4,800 outreach → 780 responses (16%) → 380 phone screens → 148 onsites → 62 offers → 54 accepts; passive % 62%, referral 22%, inbound 16%; time-to-first-response 6.4 hrs.

Why: Full funnel with conversions + channel mix + speed.

Diversity

Wrong

Focused on diversity.

Right

Pipeline: URG rep 38% (baseline 18%); URG hire rate 34% (team avg 21%); passthrough parity within 4pp at every stage; partnered with 4 ERGs on referral pilots.

Why: Pipeline + hire + parity + programs.

Hiring manager partnership

Wrong

Worked with hiring managers.

Right

HM partnership: intake template + calibration rubric (28 written scorecards deployed); HM NPS 62 (team avg 41); weekly pipeline reviews with 4 eng managers; onboarded 2 new HMs to structured interviewing.

Why: Templates + NPS + cadence + training.

Executive search

Wrong

Recruited senior leaders.

Right

Executive search: 4 director + 2 VP closes in FY24 (avg TTF 68 days); mapped 480 competitors across 14 target companies; built 8 executive relationship touchpoints on-site.

Why: Level + count + TTF + market map + relationship.

Skip the blank page

Start from the senior tech corporate recruiter example

Edit the names, the numbers, the company — yours in under a minute.

Use this template

Common mistakes (and how to fix them)

Patterns our writers see most often when reviewing recruiter resumes — each one disqualifies candidates faster than weak experience does.

  • Mistake

    Generic 'people person.'

    Fix

    Reqs + TTF + accept + funnel.

  • Mistake

    Sourcing without funnel.

    Fix

    Full conversion stages + channels.

  • Mistake

    No diversity data.

    Fix

    URG rep + hire + parity.

  • Mistake

    HM partnership vague.

    Fix

    Templates + NPS + cadence.

  • Mistake

    ATS not named.

    Fix

    Greenhouse / Ashby / Lever + tenure.

  • Mistake

    Two-page at < 5 yrs.

    Fix

    1 page early-career.

  • Mistake

    Agency vs corporate conflated.

    Fix

    Distinct tracks — agency = volume, corporate = partnership.

  • Mistake

    No brand / content.

    Fix

    Modern TA includes brand + content.

Resume format for Recruiters

Reverse-chronological. Header → function + reqs + TTF + accept summary → experience (with funnel + diversity + HM detail) → tools + certifications. 1-2 pages.

Salary & job outlook

Median annual salary

$67,650 (senior corporate tech + agency $110-180k; leadership $150-260k)

Range: $40,720 to $126,970+

Projected job growth

+6% from 2023 to 2033 (faster than average)

Source

U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics, May 2024 (Human Resources Specialists, 13-1071)

Action verbs for recruiters

Strong verbs lead strong bullets. Replace generic openers (worked on, helped with, was responsible for) with the specific verb that matches what you actually did.

sourcedscreenedclosed (req)TTF-reducedoffer-acceptedURG-hiredGreenhouse-ownedAshby-migratedGem-nurturedLinkedIn-Recruiter-sourcedHM-calibratedscorecard-builtreferral-grewcampus-visitedextended (offer)

Skills hiring managers screen for

ATS pipelines weight your Skills section as a structured list. Include 15-25 of the items below if they match your experience — not soft skills.

Greenhouse + Ashby + Lever + Workday RecruitingLinkedIn Recruiter + Gem + hireEZ + SeekOutGoodTime + Prelude + Calendly (scheduling)HackerRank + CodeSignal + Karat (assessment)Passive sourcing + outreach copyStructured interviewing + scorecardsDiversity sourcing + parity monitoringExecutive search + market mappingReferral program design + measurementEmployer brand + content marketingUniversity + intern-to-FT programsSHRM-CP + AIRS CIR + LinkedIn Certified RecruiterCompensation + offer strategy partnershipOnboarding-to-productivity metric partnershipHiring plan + capacity planning

FAQ

Corporate vs agency framing?+

Distinct tracks. Agency = volume + BD + placement fees. Corporate = HM partnership + funnel + brand.

How important is Ashby?+

Increasingly. Modern series-funded tech is migrating from Greenhouse. Surface tenure + migration.

Should I list every ATS?+

Primary + tenure + migrations. Comprehensive list dilutes.

How important is passthrough parity?+

Critical. Modern TA measures parity + intervenes.

What about diversity outcomes?+

Yes — pipeline + hire + parity. Programs partnered on.

Do I need SHRM or AIRS?+

Helpful; agency respects AIRS more, corporate respects SHRM-CP.

How do I show HM NPS?+

Internal survey score + team-avg comp.

What about executive search?+

Level + count + TTF + market map + relationship.

Brand + content worth including?+

Yes — modern TA blends brand + sourcing.

Do I need a degree?+

Helpful but not required. Tenure + closes + funnel matter more.

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