Recruiters spend seconds on each resume, and software often screens it first. To get interviews, your resume has to be easy to scan, packed with proof, and tailored to the role. Here's a structure that works and the habits that separate a callback from the reject pile.
Key takeaways
- Lead each bullet with an action verb and a number.
- Keep it to one page for most roles.
- Make it ATS-friendly: real text, standard headings, job keywords.
- Tailor it to every application.
The structure that works
- Header — name, role title, email, phone, LinkedIn/portfolio.
- Summary — two lines on who you are and your strongest value.
- Experience — most recent first, with achievement bullets.
- Skills — tools and abilities relevant to the job.
- Education — degree, institution, year.
Write achievements, not duties
Anyone can list responsibilities. Hiring managers want results. Use the formula action verb + what you did + measurable outcome:
| Weak (duty) | Strong (achievement) |
|---|---|
| "Responsible for social media" | "Grew Instagram following 40% in 6 months via a weekly content plan" |
| "Handled customer support" | "Resolved 50+ tickets/week with a 96% satisfaction score" |
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Open the Resume Builder →Beat the ATS
- Use standard section headings (Experience, Education, Skills).
- Submit real selectable text — never a resume baked into an image.
- Mirror keywords from the job description (skills, tools, titles).
- Avoid heavy tables, columns, and graphics that parsers mangle.
Mistakes that get resumes rejected
- Typos and inconsistent formatting.
- One generic resume sent to every job.
- Walls of text with no metrics.
- An unprofessional email address.
- Going over one page with filler.
Frequently asked questions
How long should a resume be?
One page for most people; two only for senior or highly technical roles.
What is an ATS?
Software that screens resumes before a human. Use standard headings, real text, and job keywords to pass.
Should I include a photo?
Usually no in the US/UK/Canada. Follow local convention elsewhere.
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