Choose from a wide range of CV templates and customize the design with a single click.
Use ATS-optimised CV and resume templates that pass applicant tracking systems. Our CV builder helps recruiters read, scan, and shortlist your CV faster.
Use professional field-tested resume templates that follow the exact CV rules employers look for.
Create CV
Use professional field-tested resume templates that follow the exact CV rules employers look for.
Create CVCreating a resume and cover letter for free is not the challenge. Creating ones that actually get shortlisted, pass ATS systems, and convince hiring managers is where most candidates fail.
This guide is built from real hiring behavior, not theory. It explains how resumes are screened in seconds, how ATS systems actually parse documents, and how top candidates position themselves strategically without spending money on tools or templates.
If you follow this properly, you will outperform 90% of applicants using paid resume builders.
Most online advice focuses on formatting, templates, or keywords in isolation. Hiring decisions don’t work like that.
Recruiters evaluate resumes through three simultaneous filters:
ATS parsing and keyword matching
Recruiter scanning behavior (5–10 seconds)
Hiring manager relevance and business impact
A free resume only works if it satisfies all three.
The biggest failure patterns:
Over-designed templates that break ATS parsing
Generic bullet points with no measurable impact
Copy-paste cover letters that signal low effort
Understanding this is your competitive advantage.
ATS systems scan for:
Job title alignment
Relevant skills and tools
Structured formatting
Chronological consistency
They do NOT understand design, storytelling, or creativity.
If your resume is not parsed correctly, it never reaches a human.
Recruiters look for:
Clear role match
You don’t need paid tools. You need strategic structure.
Avoid:
Tables
Columns
Graphics
Icons
Use:
Standard headings
Left-aligned text
Simple fonts
Keyword stuffing without context
Lack of positioning for the target role
Free does not mean low quality. But most candidates produce low-quality outputs because they misunderstand what matters.
Career trajectory
Evidence of impact
Familiar tools or companies
They are not reading. They are pattern-matching.
Hiring managers care about:
Business outcomes
Problem-solving ability
Relevance to their team’s needs
Seniority signals
This is where most resumes collapse.
Your resume is not a biography.
It is a targeted marketing document.
Instead of listing everything, focus on:
The job you want
The skills required
The problems that role solves
Weak resumes describe tasks. Strong resumes show outcomes.
Weak Example:
Responsible for managing marketing campaigns.
Good Example:
Led multi-channel marketing campaigns that increased lead conversion by 38% within 6 months.
Do not keyword-stuff.
Instead:
Mirror the job description
Use exact tool names
Include role-specific terminology
Example:
Instead of “data tools,” use:
SQL
Tableau
Python
Recruiters scan in this order:
Job titles
Company names
Dates
First bullet point
Your first bullet point under each role matters the most.
You don’t need premium tools. These are enough:
Google Docs → Best for ATS-safe formatting
Microsoft Word → Industry standard
Canva (only simple templates) → Use cautiously
ChatGPT → Drafting and refining content
The tool is not the advantage. The content is.
Most cover letters are ignored because they are generic.
A strong cover letter is not a summary. It is a positioning document.
Show immediate alignment.
Example:
“I’m applying for the Senior Product Manager role with a background in scaling SaaS products from 0 to $10M ARR.”
Focus on outcomes, not duties.
Example:
“In my previous role, I led a product redesign that increased user retention by 42% and reduced churn.”
This is where most candidates fail.
Tie your experience to their company.
Your resume answers:
“Can this person do the job?”
Your cover letter answers:
“Why should we choose THIS person?”
If both don’t align, you lose.
Top candidates don’t just apply. They position.
Instead of:
“Marketing Specialist”
They write:
“Growth Marketing Specialist | Paid Acquisition & Conversion Optimization”
Hiring managers look for:
Promotions
Increasing responsibility
Larger impact
Numbers create credibility.
Revenue generated
Costs reduced
Time saved
Too many details = no clarity.
If everything sounds the same, nothing stands out.
These are ignored unless they are specific.
Recruiters can spot this instantly.
Candidate Name: Michael Carter
Target Role: Senior Operations Manager
Location: New York, NY
PROFESSIONAL SUMMARY
Results-driven Operations Leader with 10+ years of experience optimizing business processes, reducing costs, and scaling operational efficiency across global teams. Proven track record of delivering measurable improvements in performance and profitability.
CORE SKILLS
Operational Strategy
Process Optimization
Data Analysis
Supply Chain Management
Cross-functional Leadership
PROFESSIONAL EXPERIENCE
Senior Operations Manager | ABC Corporation | 2019–Present
Led operational transformation initiatives resulting in 25% cost reduction across supply chain processes
Implemented data-driven workflow systems improving efficiency by 40%
Managed cross-functional teams of 50+ employees across multiple regions
Operations Manager | XYZ Ltd | 2015–2019
Streamlined logistics processes reducing delivery time by 30%
Increased operational output by 22% through process redesign
Oversaw budget management exceeding $10M annually
EDUCATION
MBA, Operations Management
University of Chicago
Dear Hiring Manager,
I am applying for the Senior Operations Manager role with a strong background in driving operational efficiency and scaling business performance across complex environments.
In my current role at ABC Corporation, I led initiatives that reduced operational costs by 25% while improving efficiency by 40%. My approach focuses on combining data-driven decision-making with cross-functional leadership to deliver measurable results.
I am particularly interested in your organization’s focus on operational excellence and innovation. I believe my experience aligns directly with your goals and would allow me to contribute immediate value.
I welcome the opportunity to discuss how I can support your team’s objectives.
Sincerely,
Michael Carter
You don’t need to rewrite everything.
Adjust:
Job title alignment
Keywords
First 2–3 bullet points
Cover letter opening
This creates relevance without wasting time.
From a recruiter perspective:
Clear alignment beats creativity
Specific achievements beat long descriptions
Familiar tools increase trust
Clean formatting increases readability
What gets ignored:
Over-designed resumes
Vague language
No metrics
Generic applications
Use this to evaluate your resume:
Is it easy to scan in 6 seconds?
Does it match the job exactly?
Are results clearly shown?
Are tools, companies, and metrics believable?
Does it present you at the right seniority level?
If one layer fails, your resume weakens.
Mirror the language of the job description
Prioritize your most relevant experience first
Use numbers in at least 70% of bullet points
Avoid fluff words like “motivated” or “hardworking”
Keep resume length tight (1–2 pages max)
Paid tools do NOT guarantee success.
They often:
Add unnecessary design elements
Distract from content
Create generic outputs
Free resumes win when:
They are strategically written
They align with the job
They demonstrate impact clearly
The difference between a rejected resume and a shortlisted one is not the tool used.
It is:
Positioning
Clarity
Relevance
Impact
If your resume and cover letter communicate value instantly, you will compete with top candidates regardless of whether you paid for a tool.
Upload CV
Import from Linkedin
