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 from an existing profile (LinkedIn, portfolio, internal HR profile, or personal bio) sounds simple—but in reality, it’s one of the most misunderstood and poorly executed processes in modern hiring.
Most candidates copy-paste their profile into a resume and wonder why they get ignored.
From a recruiter and hiring manager perspective, that approach fails immediately.
This guide breaks down exactly how a Resume Creator from Profile should work—through the lens of ATS systems, recruiter psychology, and real hiring decisions.
The core issue: Profiles are not designed for hiring decisions. Resumes are.
Profiles (like LinkedIn) are:
Broad
Narrative-driven
Passive
Chronological storytelling
Resumes are:
Targeted
Outcome-driven
Decision-optimized
A high-quality resume creator is not a formatter—it’s a translator + strategist.
It converts:
Passive descriptions → measurable impact
Broad experience → targeted positioning
Chronology → relevance hierarchy
Responsibilities → outcomes
From your profile, identify:
Role progression (growth, stagnation, or lateral moves)
Seniority signals
Industry specialization
Scope of responsibility
Measurable outcomes
This is what hiring managers actually evaluate—not your job descriptions.
This is where most candidates fail.
A resume is not a history document. It’s a positioning document.
Ask:
Designed for fast scanning
When a recruiter opens your resume:
They scan for 6–10 seconds
They look for role alignment immediately
They validate impact and seniority
They decide “yes / no / maybe” fast
A copied profile fails because:
It lacks prioritization
It includes irrelevant content
It doesn’t match job-specific keywords
It reads like a biography, not a business case
What role am I targeting?
What level (IC vs manager vs director)?
What companies (startup vs enterprise)?
Without this, your resume will feel generic—and get rejected.
Profiles say:
“Responsible for managing team”
“Worked on marketing campaigns”
Resumes must say:
What changed because of you
What improved
What scale you operated at
Weak Example:
Responsible for managing a sales team
Good Example:
Led a 12-person sales team, increasing quarterly revenue by 38% and reducing churn by 22% through pipeline restructuring
Your profile is keyword-rich—but not keyword-aligned.
A proper resume creator:
Matches keywords to job descriptions
Uses industry-standard terminology
Avoids keyword stuffing
Prioritizes relevance over volume
Profiles are long. Resumes must be sharp.
Every line must answer:
If not—it gets removed.
From real hiring behavior, these are the top signals:
Can I instantly see you fit the role?
Do you show results—not just work?
Are you growing, plateauing, or regressing?
A good resume creator ensures all three are obvious within seconds.
Profiles:
“Marketing Specialist | Content | SEO | Growth”
Resume:
Senior Growth Marketing Manager | SEO & Performance Strategy
Profiles are narrative.
Resumes must be sharp and strategic.
Structure:
Years of experience
Core expertise
Key achievements
Unique positioning
Each role should answer:
What did you own?
What did you change?
What was the measurable result?
Avoid dumping skills.
Instead:
Prioritize job-relevant skills
Group them logically
Include tools + methodologies
Leads to:
Irrelevance
Redundancy
Weak positioning
More is not better.
Recruiters prefer:
Clarity
Focus
Precision
Without numbers:
Your work feels generic
Your impact is invisible
This is the #1 rejection reason.
Top candidates don’t create one resume—they create multiple versions.
Keywords per job
Summary positioning
Bullet emphasis
Skills prioritization
This increases interview rates significantly.
What you do (Marketing Manager, Data Analyst)
What you excel at (Growth, B2B, AI analytics)
What you consistently deliver (revenue growth, efficiency, scaling)
Your resume must reflect all three.
Tools can:
Format
Suggest keywords
Improve grammar
But they cannot:
Understand hiring context
Position you competitively
Interpret recruiter psychology
The best approach is hybrid:
Use tools for structure
Apply strategy for positioning
Candidate Name: Michael Carter
Target Role: Senior Product Manager
Location: San Francisco, CA
PROFESSIONAL SUMMARY
Strategic Product Manager with 9+ years of experience driving SaaS product growth, scaling user acquisition, and leading cross-functional teams. Proven track record of increasing product adoption by 65% and delivering multi-million dollar revenue impact through data-driven decision-making.
CORE COMPETENCIES
Product Strategy
SaaS Growth
Data Analytics
Agile & Scrum
Stakeholder Management
User Experience Optimization
PROFESSIONAL EXPERIENCE
Senior Product Manager – TechFlow Inc.
San Francisco, CA | 2021–Present
Led end-to-end product strategy for a B2B SaaS platform, increasing ARR by $8.2M within 18 months
Launched 3 major features that improved user retention by 42%
Managed cross-functional team of 15 across engineering, design, and marketing
Implemented data-driven roadmap prioritization, reducing feature delivery time by 30%
Product Manager – InnovateX
New York, NY | 2017–2021
Scaled product user base from 50K to 220K active users
Increased conversion rates by 27% through funnel optimization
Led A/B testing strategy across core features
EDUCATION
MBA – Product Strategy
University of California, Berkeley
Clear role alignment
Strong metrics
Demonstrates scale
Shows leadership and ownership
Easy to scan in seconds
Ask yourself:
Can someone understand my value in 10 seconds?
Does every bullet show impact?
Is this tailored to a specific role?
Would a recruiter shortlist me quickly?
If not—you’re still in “profile mode,” not “resume mode.”
A Resume Creator from Profile is not about transferring content.
It’s about:
Reframing your career
Positioning for a specific opportunity
Communicating value under time pressure
The candidates who master this don’t just get interviews—they control their career trajectory.
Upload CV
Import from Linkedin
