The summary
Recruiting has clean numbers: hires, time-to-fill, acceptance rate. Put them in the summary and say which roles and what size of company.
- Roles you hire for and the company size — the two things that decide fit.
- Hires per year, time-to-fill and offer acceptance, against the company average where you can.
- Name the programmes you run — campus, referrals, structured interviews.
- Leave out "people person"; the acceptance rate says it.
Works
Recruiter with 4 years hiring engineers and product teams for a 1,200-person technology company. Closed 140 hires last year at a median time-to-fill of 31 days and a 91% offer-acceptance rate.
Does not
Dynamic HR professional with excellent interpersonal skills and experience in end-to-end recruitment and employee engagement.
Experience bullets
Count the hires, time the process, measure the acceptance — and name the change that moved each number.
Works
Raised offer acceptance from 78% to 91% with a compensation-conversation template and a 48-hour decision window
Works
60% of hires came from direct sourcing rather than agencies, saving ₹70 lakh in fees
Works
Ran the campus programme across 9 colleges; 42 graduate offers, 38 joined
Does not
Responsible for end-to-end recruitment including sourcing, screening, scheduling interviews and onboarding.
Skills worth listing
The recruiting craft and the systems you have actually used. Name the applicant tracking systems — companies filter on them.
- Recruiting
- Technical sourcingStructured interviewsOffer negotiationCampus hiringEmployer branding
- Systems
- GreenhouseLeverWorkdayLinkedIn RecruiterNaukri RMS
- Analysis
- Pipeline metricsExcelCandidate-experience surveys
Format
- One page; the numbers carry it.
- Hires and time-to-fill per role or per year, not career totals.
- MBA or PG diploma after experience once you have a track record.
- Plain layout — you know better than anyone what the parser does with columns.