A recruiter resume should identify the roles you recruited for and show how you moved from agreed hiring requirements to sourcing, candidate assessment, interview feedback, and offers. This example makes the recruiter's judgment visible without claiming that one person controls every hiring decision or result.
Selena Morris, her employers, her college, and this resume are fictional. She recruits for customer support and operations roles in Columbus, Ohio, after earlier paid recruiting coordination work. Use the example's level of detail, then replace every fact with your own experience.
Selena Morris
Recruiter
(614) 555-0173selena.morris@example.comColumbus, OH
Summary
In-house recruiter for customer support and operations roles since 2023, with earlier recruiting coordinator experience. Clarifies role requirements with hiring managers, sources candidates through LinkedIn Recruiter and employee referrals, conducts phone screens, and maintains candidate feedback and next steps in Greenhouse.
Experience
- Meet with hiring managers for customer support and operations openings to separate required qualifications from preferences, confirm approved pay ranges and work schedules, and agree on phone-screen questions before sourcing. (note 1)
- Search LinkedIn Recruiter with related job titles and Boolean terms, review profiles and employee referrals against agreed requirements, and send individual outreach describing the role and schedule.
- Conduct phone screens using agreed questions, record candidates' examples of handling service escalations or coordinating shift handoffs in Greenhouse scorecards, and send hiring managers recommendations with unanswered questions identified for later interviews.
- Review Greenhouse interview stages and outstanding scorecards before weekly hiring meetings, follow up with interviewers for missing feedback, and confirm the next action and owner for each active candidate.
- Communicate HR-approved offers and start dates, send requests for changed terms back for approval, and pass accepted-offer details and pending pre-employment steps to the onboarding team. (note 2)
- Scheduled interviews using Outlook calendars, confirmed candidate time zones and interviewer availability, and sent meeting links and revised instructions when appointments changed.
- Recorded recruiter-approved candidate stage changes in Greenhouse, sent status messages from approved templates, and referred questions about hiring decisions to the responsible recruiter.
Education
Skills
Greenhouse, LinkedIn Recruiter, Boolean search, Hiring manager intake, Phone screening, Interview coordination, Microsoft Outlook, Offer coordination
- Note 1:
The agreed requirements give the later search and screening work a clear basis.
- Note 2:
Communicating an approved offer does not imply authority to change its terms.
Start with the roles and requirements
Selena names customer support and operations in her summary and current experience. That context matters. Recruiting contact-center staff, software engineers, and executives can involve different search methods and assessment questions. This sample does not demonstrate technical recruiting or executive search.
Her first bullet describes a hiring manager intake meeting: the conversation that establishes what an opening needs. Separating required qualifications from preferences explains how she chooses whom to contact and what to ask. Confirming the approved pay range and schedule also gives her concrete information to discuss with candidates.
Describe your own part in that conversation. If you worked from an existing brief, say how you used or clarified it. Do not claim to have designed the selection process merely because you attended the meeting. A recruiter can explain useful judgment without claiming ownership of the entire hiring strategy.
Connect sourcing to the search criteria
“Sourced top talent” leaves the reader guessing about the people, method, and next step. Selena's sourcing bullet names LinkedIn Recruiter, related job titles, Boolean search terms, employee referrals, and individual outreach. Boolean search combines terms to broaden or narrow a search. The bullet then explains that she reviews the results against agreed requirements.
Experience
- Meet with hiring managers for customer support and operations openings to separate required qualifications from preferences, confirm approved pay ranges and work schedules, and agree on phone-screen questions before sourcing.
- Search LinkedIn Recruiter with related job titles and Boolean terms, review profiles and employee referrals against agreed requirements, and send individual outreach describing the role and schedule. (note 1)
- Note 1:
Finding a profile and checking its relevance are separate parts of the work.
If you changed a search after reviewing weak results, explain the actual adjustment. You might have added a related title or clarified which experience was essential. Keep confidential search strings, candidate names, and private messages out of public examples. Naming a method does not require sharing someone else's information.
Do not count every search result as a qualified candidate. An outreach message, a reply, a completed screen, and a hire describe different stages. If you use a count, name the stage and period, and distinguish your own work from the team's total. Without dependable counts, the search method and relevance check still provide evidence.
Show what your screening recommendation contains
Selena's phone-screen bullet describes agreed questions, Greenhouse scorecards, and recommendations for hiring managers. She records examples of service escalations or shift handoffs, giving the assessment a connection to the support and operations openings she recruits for. A scorecard records feedback against defined criteria. Questions left unanswered in a screen remain visible for later interviews rather than becoming unsupported conclusions about a candidate.
Experience
- Conduct phone screens using agreed questions, record candidates' examples of handling service escalations or coordinating shift handoffs in Greenhouse scorecards, and send hiring managers recommendations with unanswered questions identified for later interviews. (note 1)
- Review Greenhouse interview stages and outstanding scorecards before weekly hiring meetings, follow up with interviewers for missing feedback, and confirm the next action and owner for each active candidate.
- Note 1:
Recorded work examples explain the basis of the recommendation. The bullet does not claim a final hiring decision.
Choose assessment details you can explain. If you only arranged interviews and recorded another recruiter's decisions, keep that coordination scope. Selena's earlier role does exactly that. Her earlier title remains Recruiting Coordinator, and its bullets use the past tense.
Her current feedback bullet adds a different contribution: reviewing outstanding scorecards and agreeing on who acts next. The details make “managed the pipeline” concrete. Selena uses Greenhouse, an applicant tracking system (ATS), for screening records, interview stages, and follow-up. The resume does not claim system administration, integrations, or automated candidate ranking.
Describe offers and results with their limits
Selena communicates offers approved by HR, routes requests for different terms back for approval, and hands accepted-offer details to onboarding staff. That supports offer coordination. It does not demonstrate independent compensation decisions, negotiation authority, background-check adjudication, or completed onboarding.
Be precise about “full-cycle recruiting.” If you use that phrase, show which stages you handled and where another person took over. This example describes the stages directly. It does not rely on the label to imply responsibilities missing from the bullets.
Time to fill, offer acceptance, and retention figures need context before they belong on a resume. State the period, the group measured, and how the measure was defined. Do not present a team's hiring result as your individual achievement or an accepted offer as a confirmed start. Selena has no result metrics because the example's evidence is the work she performed. The bullet-point guide explains how to write from actions, checks, and deliverables when a measured outcome is unavailable.
Match the opening without expanding your experience
For a sourcing-focused opening, Selena could give her search and outreach work more prominence. For an in-house recruiter opening, intake, assessment, and hiring manager follow-up may deserve more space. Keep the same employers, titles, dates, and supported tools in either version. Use the tailoring guide to choose relevant evidence without inventing a complete match.
All eight skills in this sample connect to experience. Outlook supports earlier interview scheduling. LinkedIn Recruiter and Boolean search belong to the current sourcing work. Greenhouse appears in both roles, with different responsibilities. Using one ATS does not establish experience with every system a posting names.
Selena has a communication degree and no professional certification. Add a credential only if you earned it, identify its issuer accurately, and check its status. A recruiting course or a plan to take an exam should not be presented as a certification. Read each opening's education, experience, and credential requirements individually.
If your strongest evidence is scheduling, candidate communication, or employee records, describe it under your actual title. The HR coordinator example covers employee support and recruiting assistance in more detail. The administrative assistant example shows broader calendar and document work. A practice sourcing project can demonstrate a method when clearly labeled, but it cannot become paid recruiting experience or a claim that you placed real candidates.