Recruiter / Talent Acquisition Resume Example

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Neil Campbell

Talent Recruiter

✉ priscila.alfaro@email.com📱 +1 555 2840📍 Phoenix, AZ

Profile

Talent Recruiter with 6 years hiring for call centre and technology roles. Run an average of 12 concurrent openings, from intake through offer.

Skills

Competency-based recruiting

LinkedIn sourcing

Structured interviewing

ATS management

High-volume recruiting

Role profiling

Education

B.A. in Psychology
State Technical University · 2018

Talent Acquisition Certificate
Chamber of Commerce · 2023

Languages

SpanishNative

EnglishFluent

Professional Experience

Talent Recruiter

Specialised Recruiting Firm · 2021 – Present

Runs an average of 12 concurrent openings for call centre and technology positions.

Conducts intake meetings with each hiring manager before sourcing, defining must-have and nice-to-have requirements.

Sources directly through LinkedIn and internal databases while managing inbound applications.

Conducts structured competency interviews and presents the shortlist with an assessment report.

Recruiting Analyst

International Contact Centre · 2019 – 2021

Ran high-volume recruiting for bilingual campaigns, covering up to 40 openings per month.

Administered language and technical assessments required by each account.

Coordinated on-site hiring events and job fairs.

Certifications

Talent Acquisition — Chamber of Commerce, 2023

💡 Why this resume works

Real workload: 12 concurrent openings, 40 monthly hires in high-volume.
Uncommon good practice: intake meeting before sourcing.
Named tools: LinkedIn and ATS.
Concrete methodology: structured competency interviewing.
Fluent English justified: bilingual campaigns.

How to write a recruiter resume that proves hiring results

Recruiting is a sales function wearing an HR badge: it is measured in requisitions closed, time-to-fill and quality of hire. Whoever is hiring you wants to know how many roles you closed, of what type, and how fast. If your resume describes the selection process in the abstract instead of your numbers, it files you as a coordinator.

What the talent leader looks for

Requisition volume and type. How many you closed monthly or annually, and at what level: high-volume hourly, professional, technical, executive. Hiring 40 warehouse associates and one CFO demand opposite skills.
Time-to-fill. Average days from requisition to accepted offer. It is the headline metric in recruiting.
Quality of hire. 90-day and 6-month retention, hiring manager satisfaction. Hiring fast and badly is worse than hiring slowly.
Sourcing channels. LinkedIn Recruiter, Boolean search, job boards, referrals, university relations, direct outreach. Active sourcing outweighs posting and waiting.
Full-cycle ownership. Intake meetings with hiring managers, screening, behavioral interviews, assessments, references, offer and negotiation.

Mistakes that get a recruiter resume rejected

Describing the process instead of results. "Posted jobs, screened resumes, scheduled interviews" is the job description. Your numbers are what differentiate you.
No time-to-fill. It is the metric every talent leader asks about. If you lack the exact figure, give an honest range.
Not specifying candidate level. High-volume hiring and executive search are different trades with different metrics.
Omitting offer negotiation. Closing a candidate who held a competing offer is a real commercial skill. Many leave it out.
A resume with errors. You are the person who judges resumes. Yours is your most direct credential.

Keywords recruiting ATS filters look for

Use them only where they are true for you: the filter searches for them, but the recruiter verifies them in the interview.

recruitertalent acquisitionfull-cycle recruitingtime-to-fillsourcingBoolean searchLinkedIn Recruiterapplicant tracking systemGreenhouseLeverbehavioral interviewingcandidate pipelineoffer negotiationquality of hirehigh-volume recruitingemployer brandingintake meetingdiversity hiringcandidate experience

Want to know whether your current resume uses these keywords and whether ATS filters can read it? Analyze it free — three checks a day, no sign-up.

If you want to break into recruiting

Recruiting values two things you can demonstrate without formal experience: structured conversation skill and commercial persistence. If you come from sales, customer service or hospitality, those competencies transfer directly — name them that way. If you interned in HR, detail how many resumes you screened and interviews you conducted. Learn Boolean search on LinkedIn: it is a concrete skill, it shows in the interview, and few junior candidates have it. Add training in behavioral interviewing, the sector's standard methodology.

Frequently asked questions

How do I write a recruiter resume with no experience?

Highlight transferable skills from sales or service, detail internships with resume and interview volume, and learn Boolean sourcing on LinkedIn — a concrete, differentiating skill.

Should I write recruiter or talent acquisition specialist?

Use the posting's term. "Talent acquisition" often implies active sourcing and employer branding; "recruiter" is the more searched, general term.

What if I do not have exact time-to-fill?

Give an honest range: "average fill time of 15–25 days depending on role level". Better than omitting or inventing.

How do I show quality of hire?

Through retention: "27 of 30 hires passed their 90-day review". If you lack the data, cite hiring manager feedback.

Is high-volume recruiting worth highlighting?

Yes, if genuine — it shows you can manage simultaneous pipelines. But do not blend it with executive search, which is a different competency.

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