Recruiter Resume Example
Recruiters get hired when they prove full-cycle efficiency gains in cost-per-hire, not by listing administrative scheduling duties.
This resume is for recruiters who manage the end-to-end hiring process and partner with hiring managers, but aren't yet responsible for global talent strategy or leading a full talent acquisition department. Professionals moving from recruiting coordinator or talent acquisition specialist roles into full-cycle positions will find this structure useful.
- Ownership of the full-cycle recruitment process from intake to offer
- Evidence of measurable efficiency gains in time-to-fill or cost-per-hire
- Ability to balance high-volume requisition loads with candidate experience quality
- Summary highlighting core recruitment competencies and ATS proficiency
- Skills section categorized by technical tools and functional expertise
- Experience bullets prioritized by quantitative impact and process improvements
Malik Green
Summary
Experience
- Managed full-cycle recruiting for 12+ concurrent requisitions, utilizing Workday ATS to maintain a pipeline of 15,000+ candidates for regional distribution centers.
- Decreased time-to-fill by 32% by redesigning the initial screening process and prioritizing high-volume warehouse roles over niche administrative positions to meet peak seasonal demand.
- Mentored 1 junior recruiter on Boolean search techniques and LinkedIn Recruiter outreach strategies to improve passive candidate response rates.
- Sourced and hired 58 full-time employees in 2024, contributing to a $140k reduction in third-party agency spend through direct recruitment efforts.
- Built a regional employee referral program that generated 15 hires in 12 months, accounting for 25% of total annual headcount.
- Improved candidate experience survey scores by 28% through the implementation of a standardized feedback loop for all post-interview candidates.
- Spearheaded a diversity sourcing initiative that expanded the candidate pool by 40% through targeted outreach on specialized job boards and local Atlanta community partnerships.
Education
Skills
Recruiting · Sourcing · ATS · Interviewing · Communication · Candidate Experience · Full-Cycle Recruiting · Boolean Search · LinkedIn Recruiter · Offer Negotiation · Pipeline Management · Hiring Manager Partnership · Workday · Greenhouse
What makes this resume effective
- This resume meets the hiring bar for a recruiter by demonstrating full-cycle ownership, significant cost savings, and process optimization.
- At US Foods, Malik Green managed 12+ concurrent requisitions and reduced time-to-fill by 32%, which signals the ability to prioritize effectively in a fast-paced environment.
- See how the Performance Food Group section highlights the diversity sourcing initiative that expanded the candidate pool by 40%, proving a commitment to building inclusive pipelines.
How to write better bullet points
Screened candidates for various open roles.
Redesigned the initial screening process for warehouse roles at US Foods, contributing to a 32% reduction in overall time-to-fill.
It replaces a generic task with a specific business outcome and names the employer for context.
Helped with diversity hiring initiatives.
Expanded the candidate pool by 40% through targeted outreach on specialized job boards and local Atlanta community partnerships at Performance Food Group.
It quantifies the growth and specifies the exact methods used to achieve the diversity goal.
Used LinkedIn Recruiter to find people.
Mentored a junior recruiter on Boolean search and LinkedIn Recruiter strategies to improve passive candidate response rates.
It demonstrates both technical proficiency and the ability to upskill others in the department.
Recruiter resume writing tips
- Link your sourcing efforts directly to cost savings, such as the $140k reduction in agency spend achieved at US Foods through direct hiring.
- Highlight specific ATS platforms like Workday to prove technical readiness for high-volume tracking.
- Quantify how your process changes shortened the hiring timeline, like the 32% decrease in time-to-fill at US Foods.
Common mistakes
- Listing tasks like scheduling interviews without showing the outcome; focus on how you optimized the schedule to reduce friction.
- Ignoring the intent behind sourcing; failing to mention how specific outreach strategies improved the quality or diversity of the pipeline.
- Failing to mention hiring manager partnership; recruiters often forget to show how they influenced stakeholders to make better hiring decisions.
Frequently asked questions
Is this resume right for someone with 2-5 years of experience? Yes if you have owned the full candidate lifecycle independently; no if your experience is strictly limited to administrative support.
Yes if you have owned the full candidate lifecycle independently; no if your experience is strictly limited to administrative support.
Yes, if you have owned the full candidate lifecycle and managed multiple requisitions independently. No, if your experience is limited to administrative support or high-level executive strategy without hands-on sourcing.
What if my background is in corporate recruiting rather than distribution? Yes, because core pipeline and stakeholder management skills are transferable; just swap warehouse metrics for your industry's specific KPIs.
Yes, because core pipeline and stakeholder management skills are transferable; just swap warehouse metrics for your industry's specific KPIs.
The core principles of pipeline management and stakeholder partnership remain the same across industries. You can swap the high-volume warehouse examples for your specific industry's high-priority roles.
What if I don't have exact percentages for my time-to-fill? Focus on raw numbers like total roles filled or total cost savings, as these still demonstrate the scale and business impact of your work.
Focus on raw numbers like total roles filled or total cost savings, as these still demonstrate the scale and business impact of your work.
You can use raw numbers, such as filled 58 roles in one year, or describe the scale of your impact. In this resume, Malik Green uses a mix of percentages and hard numbers like the $140k reduction in agency spend.
How much should I change before applying? Update the skills section to match the specific ATS and tools in the job description while keeping the outcome-oriented bullet structure.
Update the skills section to match the specific ATS and tools in the job description while keeping the outcome-oriented bullet structure.
You should update the skills section to match the specific ATS and sourcing tools mentioned in the job description. Retain the bullet structure that ties actions to measurable results like the referral program success at Performance Food Group.
What do hiring managers focus on for recruiters? They look for evidence that you can manage a full requisition load while maintaining candidate quality and sourcing your own pipeline.
They look for evidence that you can manage a full requisition load while maintaining candidate quality and sourcing your own pipeline.
They look for evidence that you can handle a full requisition load without sacrificing candidate experience or quality of hire. Proving you can source your own candidates rather than relying on agencies is a major competitive advantage.
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