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 CVMost resume advice online is written for candidates.
This guide is written from the recruiter and hiring manager perspective.
That distinction matters.
Because resumes are not judged on effort, formatting, or creativity. They are judged on signal clarity, relevance, and decision speed.
A recruiter gives your resume 6–10 seconds. An ATS parses it in milliseconds. A hiring manager scans it for proof, not potential.
If your resume creator or approach isn’t aligned with how recruiters actually evaluate candidates, you are invisible.
This guide breaks down exactly how to build a resume creator system optimized for real hiring outcomes, not theory.
Before choosing a resume creator or template, you need to understand how resumes are evaluated.
Recruiters are not asking:
“Is this well written?”
“Is this nicely formatted?”
“Did they try hard?”
They are asking:
“Is this candidate relevant to this role?”
“Can I justify sending this profile forward?”
“Is there proof of impact?”
“Will this hiring manager say yes?”
Most resume builders optimize for:
Visual design
Templates
Ease of use
That’s not enough.
A recruiter-optimized resume creator must prioritize:
ATS-readable structure
Keyword intelligence
Impact-driven bullet construction
Role-specific positioning
Forget templates.
Use this proven structure:
Must include:
Full name
Target job title
Location (city level is enough)
Contact details
Avoid:
Full address
Photos
Personal info
Every resume goes through:
The ATS checks:
Keyword alignment with job description
Job title relevance
Skills mapping
Chronology clarity
If your resume creator produces:
Fancy formatting
Graphics
Tables with broken parsing
You lose here.
Recruiters scan for:
Job title progression
Company relevance
Metrics and impact
Role alignment
They are NOT reading everything.
They are pattern matching.
Hiring managers care about:
Business outcomes
Ownership
Scale of work
Strategic thinking
If your resume only shows tasks, you lose here.
Signal density (high value per line)
This is not an “about me”.
It is your market positioning.
Weak Example:
“Motivated professional seeking opportunities to grow.”
Good Example:
“Senior Product Manager with 8+ years leading B2B SaaS products, driving $25M+ ARR growth through data-driven roadmap execution and cross-functional leadership.”
This section feeds the ATS and recruiter scanning.
Include:
Hard skills
Tools
Industry-specific capabilities
Example:
Salesforce CRM
SQL & Data Analysis
Enterprise Sales Strategy
Pipeline Optimization
This is where 90% of decisions happen.
Each role must show:
Context
Action
Result
Most resumes fail here.
They describe tasks.
Recruiters want outcomes.
Use:
Action + Scope + Result
Weak Example:
“Responsible for managing marketing campaigns.”
Good Example:
“Led multi-channel marketing campaigns across email and paid media, increasing lead conversion by 38% and generating $2.1M in pipeline.”
Specific numbers
Business impact
Ownership language
Clear scope
If a bullet point does NOT answer:
“Why should I care?”
It will be ignored.
Problems:
ATS parsing errors
Text misalignment
Missing data extraction
Recruiters can detect:
Artificial repetition
No real experience behind keywords
If your resume could apply to 20 jobs, it applies to none.
No numbers = no credibility.
Unclear transitions raise risk flags.
ATS optimization is not about stuffing keywords.
It’s about alignment.
Mirror job titles where appropriate
Use exact terminology from job descriptions
Include tools and systems mentioned
Maintain clean formatting
Reverse chronological order
No columns
Standard headings
Plain text formatting
Recruiters are risk managers.
They are not looking for the “best candidate”.
They are looking for the safest, most defensible option.
Recognizable companies
Clear progression
Measurable impact
Relevant experience
Vague roles
Career gaps
Overly creative resumes
No proof of results
Top candidates don’t just list experience.
They position themselves strategically.
If your title is unclear:
Adjust it (without lying).
Example:
“Customer Happiness Specialist” → “Customer Success Manager”
Translate your experience into the target industry language.
Focus on:
Revenue
Cost savings
Efficiency
Growth
Recruiters typically scan in this order:
Name + title
Current role
Previous company
Metrics
Skills
If they don’t see relevance immediately, they move on.
Top candidates don’t rely on one static resume.
They build a system.
Master resume (full version)
Role-specific versions
Keyword variations
Metrics library
Candidate Name: Michael Carter
Target Role: Senior Product Manager
Location: New York, NY
PROFESSIONAL SUMMARY
Senior Product Manager with 10+ years driving SaaS product strategy, delivering $50M+ in revenue growth through data-driven roadmap execution, cross-functional leadership, and customer-centric innovation.
CORE SKILLS
Product Strategy & Roadmapping
Agile & Scrum Methodologies
Data Analytics (SQL, Tableau)
User Experience Optimization
Stakeholder Management
Go-To-Market Strategy
PROFESSIONAL EXPERIENCE
Senior Product Manager – TechScale Inc. (2020–Present)
Led product roadmap for B2B SaaS platform generating $30M ARR, increasing customer retention by 22% through feature optimization
Launched AI-driven analytics module, contributing $8M in new revenue within 12 months
Managed cross-functional team of 15 across engineering, design, and marketing
Product Manager – InnovateX (2016–2020)
Developed product features that improved user engagement by 35% across 100K+ users
Reduced churn by 18% through customer feedback-driven product improvements
Spearheaded go-to-market strategy for new SaaS offering, achieving $5M ARR in first year
EDUCATION
Bachelor of Science in Computer Science
University of California, Berkeley
Immediate clarity on role and level
Strong metrics in every role
Clear progression
Relevant skills aligned with job market
Most tools focus on:
Templates
Formatting
Design
But ignore:
Positioning
Impact
Recruiter psychology
To truly optimize:
Use a simple ATS-friendly template
Focus on content quality
Customize per role
Validate with recruiter feedback
Be specific.
Build a keyword bank.
Use metrics.
Match market expectations.
Ask:
Is this clear in 7 seconds?
Is impact obvious?
Is relevance undeniable?
Not because candidates lack experience.
But because they fail to:
Communicate value
Show impact
Align with hiring logic
A recruiter-optimized resume creator is not about design.
It’s about:
Clarity
Relevance
Proof
If your resume makes a recruiter’s job easier, you win.
If it creates friction, confusion, or doubt, you lose.
Upload CV
Import from Linkedin
