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Recruiter resume example

A mid-level recruiter’s resume with six years of full-cycle experience, moving from agency to in-house healthcare hiring. Talent acquisition leaders judge recruiters by numbers they already track, so every bullet carries one.

Recruiter resume example, page 1 of 1Brendan AchterbergCorporate Recruiter, Healthcarebrendan.achterberg@example.com · (602) 555-0129 · Phoenix, AZ · linkedin.com/in/brendanachterbergSummaryCorporate recruiter with six years of full-cycle recruiting, the last four hiring nurses and allied health staff for asix-hospital system. I carry 30 to 40 open requisitions, keep hiring managers in the loop without being chased,and fill hard shifts faster than the market. Started in agency recruiting, so I still pick up the phone first.ExperienceSenior Talent Acquisition SpecialistFeb 2022 – PresentDesert Vista Health · Phoenix, AZ•Fill 140 to 160 roles a year across nursing, respiratory therapy, imaging and lab for 3 hospitals, with anaverage time to fill of 38 days against a system average of 52.•Raised offer acceptance from 78% to 91% by moving offer calls to within 24 hours of the final interview andbriefing candidates on shift differentials up front.•Built a new-graduate nurse pipeline with 4 Arizona nursing schools; 64 graduates hired into the 2025residency program, up from 29.•Cut agency nurse spend at my hospitals by about $1.3 million in a year by converting 22 travel nurses to staffroles.•Run weekly requisition reviews with 25 hiring managers in Workday Recruiting; hiring manager satisfactionscore of 4.7 out of 5.RecruiterJun 2020 – Jan 2022Copperline Staffing · Tempe, AZ•Placed 95 contract and permanent candidates in healthcare and administrative roles, billing $610,000 in feesin 2021.•Made 60 to 80 sourcing calls a day and kept a bench of 300 active candidates in Bullhorn.•Named top recruiter in the Phoenix office for three quarters out of six.EducationB.A. in Psychology2016 – 2020Arizona State University · Tempe, AZSkillsFull-cycle recruiting · Workday Recruiting · Bullhorn · LinkedIn Recruiter · Indeed and job board campaigns ·Boolean sourcing · Phone screening · Structured interviewing · Offer negotiation ·Campus and job fair recruiting · Hiring manager partnership · Recruiting metrics and reporting ·Spanish (conversational)CertificationsSHRM Talent Acquisition Specialty Credential2024SHRM
RecruiterUse this example

What recruiters look for

  • Volume and type of roles: requisition load, hires per year and the job families you fill. A recruiter for 15 executive roles and one for 150 nurses are hired for different things.
  • Speed and quality: time to fill or time to hire, offer acceptance rate, and how many hires stay past 90 days or a year.
  • Sourcing beyond posting: outbound calls, referrals, campus partnerships and events. Who you find matters more than who applies.
  • Hiring manager relationships: intake meetings, weekly updates, satisfaction scores.
  • Cost: agency spend avoided, cost per hire, sign-on bonuses kept in check.

Writing the summary

Say how many years you have recruited, in-house or agency, and the roles you fill. Then name the result you are proudest of, in numbers. If you specialize (healthcare, hourly, sales, executive), say so in the first line.

The summary in this example

Corporate recruiter with six years of full-cycle recruiting, the last four hiring nurses and allied health staff for a six-hospital system. I carry 30 to 40 open requisitions, keep hiring managers in the loop without being chased, and fill hard shifts faster than the market. Started in agency recruiting, so I still pick up the phone first.

High-volume hourly recruiter

Recruiter with four years hiring hourly warehouse and retail staff at scale, including 900 seasonal hires in eight weeks each fall. I run hiring events, text-to-apply campaigns and same-day offers, and I keep 90-day turnover below 25%.

Agency recruiter moving in-house

Agency recruiter with five years placing accounting and finance professionals, billing $700,000 a year. I want to move in-house, where I can own the full process for one company and see my hires grow.

Bullet points that work

Strong lines for this role, beyond the ones in the example. Borrow the shape and put in your own numbers.

  • Hired 210 people in 2025 across 14 job families while carrying an average of 35 open requisitions.
  • Cut time to fill for licensed practical nurses from 61 days to 34 by starting interviews on the day of application.
  • Grew employee referrals from 9% to 24% of hires with a simple referral form and monthly shout-outs to referrers.
  • Reduced 90-day turnover among new hires from 31% to 18% by adding a realistic job preview to every phone screen.
  • Ran 18 on-site hiring events that produced 340 interviews and 190 same-day offers.
  • Sourced 70% of my hires through outbound channels rather than applications.
  • Trained 40 hiring managers in structured interviewing, after which interview-to-offer ratios improved from 5:1 to 3:1.
  • Kept a 96% hiring manager satisfaction rating across 120 closed requisitions.
  • Rebuilt 60 job postings around pay, schedule and benefits, raising qualified applicants per posting by 45%.
  • Negotiated offers within approved ranges for 98% of hires, keeping sign-on bonus spend $85,000 under budget.

Skills to list

Hard skills

  • Full-cycle recruiting
  • An applicant tracking system (Workday, iCIMS, Greenhouse, SmartRecruiters, Bullhorn)
  • LinkedIn Recruiter and Boolean search
  • Phone and video screening
  • Structured and behavioral interviewing
  • Offer negotiation
  • Recruiting metrics (time to fill, offer acceptance, source of hire)
  • Employment law basics for hiring (EEO, OFCCP for federal contractors, pay transparency)

Soft skills

  • Persuasion and closing
  • Managing hiring manager expectations
  • Persistence on the phone
  • Candidate experience
  • Organization across many open roles

Certifications and licenses worth listing

  • SHRM Talent Acquisition Specialty Credential: focused on recruiting and recognized by in-house teams.
  • AIRS Certified Internet Recruiter (CIR) or LinkedIn Certified Professional Recruiter: show sourcing skill, most useful for agency and hard-to-fill roles.
  • SHRM-CP or PHR: worth it if you want to move from recruiting into broader HR later.

Length and format

One page is right for most recruiters with under ten years of experience. Current role first with four or five bullets, each with a number; earlier roles with two or three. If you have placed in several industries, name them in the summary rather than adding a separate section.

Common mistakes

  • Writing “sourced, screened and interviewed candidates”. Every recruiter does that; give hires, speed and quality instead.
  • Leaving out your requisition load. It tells a hiring leader how much work you can carry.
  • Agency resumes that only list billings. In-house teams also want time to fill, candidate experience and manager relationships.
  • A long list of job boards. Name the ones that produced hires and the outbound work you did.
  • Mentioning candidates or clients by name. Recruiting runs on discretion.

Questions and answers

What recruiting metrics should I put on my resume?

Hires per year, open requisitions carried, time to fill or time to hire, offer acceptance rate, source of hire (referrals, outbound), and retention of your hires at 90 days or a year. Agency recruiters add placements and billings.

How do I show I am good at sourcing?

Say what share of your hires came from outbound work and how: Boolean searches, referrals, events, school partnerships. A response rate on outreach messages is a strong extra number.

Should a recruiter use a creative resume design?

No. Your resume is read by other recruiters who know exactly how applicant tracking systems parse files. A clean, standard layout shows you know the job.

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