Hannah Leblanc: Recruiting Coordinator
Hannah's resume shows the usual path from coordinator to recruiter: high-volume scheduling first, then full-cycle hiring for an entry-level role. Hiring numbers are small but real. Bilingual English and French is central in New Brunswick, and her rewrite of job postings with pay ranges shows initiative beyond coordination.
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Hannah Leblanc · Moncton, NB · hannah.leblanc@email.example · (506) 555-0116
Summary
Bilingual recruiting coordinator moving into a recruiter role, with a year in a call centre talent team and an HR co-op. Screens candidates in English and French, schedules high-volume interview days and keeps the ATS clean. Recently took over full-cycle recruiting for entry-level customer service roles under a senior recruiter's guidance.
Experience
Recruiting Coordinator, Petitcodiac Contact Solutions · Moncton, NB · Sep 2025 — Present
- Coordinate interviews and hiring days for bilingual customer service roles, scheduling up to 60 interviews a week across three recruiters.
- Took over full-cycle hiring for an entry-level role in June, screening applicants, interviewing in English and French and extending 25 offers in four months.
- Rewrote three job postings in plain language with clear shift details and pay ranges, which increased qualified applicants to those roles.
- Built a weekly Excel report of pipeline stages and no-show rates that recruiters use to plan each week's hiring events.
Human Resources Co-op, Hubtown Regional Health Foundation · Moncton, NB · Jan 2025 — Apr 2025
- Posted jobs, screened resumes against minimum requirements and arranged interviews for administrative and support roles.
- Prepared onboarding packages and ran reference checks for new hires, following the organization's privacy rules.
Education
Bachelor of Business Administration, Human Resources, Acadian Coast University (2025)
Certifications
LinkedIn Certified Professional – Recruiter
Skills
Phone screening, Interview scheduling, High-volume hiring events, Workday Recruiting, LinkedIn and Indeed postings, Job ad writing, Offer letters, Background and reference checks, Candidate communication, Excel reporting, Bilingual English and French, Onboarding coordination
Andre Mitchell: Senior Technical Recruiter
Andre's resume uses the metrics technical recruiting teams track: requisition load, hires per year, offer acceptance and time to fill. Agency experience shows sourcing and closing skills, while his in-house role shows process work with hiring managers. Diversity outreach is described by activity and direction, not invented percentages.
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Andre Mitchell · Austin, TX · andre.mitchell@email.example · (512) 555-0161
Summary
Technical recruiter with six years across agency and in-house recruiting, hiring software engineers, data and product talent for growing SaaS companies. Partners closely with engineering leaders, sources passive candidates with Boolean and LinkedIn Recruiter, runs structured interview loops in Greenhouse and closes competitive offers. Data-minded and focused on candidate experience.
Experience
Senior Technical Recruiter, Brazos Data Systems · Austin, TX · Mar 2022 — Present
- Hire software, data and product roles for an engineering organization that grew from 90 to 180 people, managing 12 to 18 open requisitions at a time.
- Made 41 hires last year, including senior and staff engineers, with an offer acceptance rate above 85% across competitive offers.
- Introduced structured interview kits and calibrated scorecards with engineering managers, cutting average time to fill for engineering roles by about two weeks.
- Built outreach campaigns to professional communities and local bootcamps, increasing the share of diverse candidates reaching final interviews.
Technical Recruiter, Lone Star Talent Partners · Austin, TX · Jun 2020 — Feb 2022
- Recruited developers and IT professionals for agency clients, placing 52 contract and permanent candidates over two years.
- Sourced passive candidates through Boolean searches, GitHub and LinkedIn, keeping a pipeline of pre-screened engineers for repeat clients.
- Managed offers and start dates for contractors, including rate negotiations and background checks.
Education
BA, Psychology, Hill Country State University (2020)
Certifications
AIRS Certified Internet Recruiter (CIR)
Skills
Technical recruiting, Passive candidate sourcing, Boolean search, LinkedIn Recruiter, Greenhouse, Structured interview design, Hiring manager intake, Offer negotiation, Recruiting metrics, Diverse slate building, Employer branding, Agency management
Mei-Lin Okonjo: Talent Acquisition Lead
Mei-Lin's resume is written for talent acquisition leadership: team size, annual hiring volume, workforce planning, compliance and agency spend. Her early agency years explain her sales and client skills. Canadian pay transparency and human rights references show she understands the legal side that senior recruiting leaders must manage.
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Mei-Lin Okonjo · Vancouver, BC · meilin.okonjo@email.example · (604) 555-0179
Summary
Talent acquisition lead with thirteen years in agency and corporate recruiting across healthcare, technology and professional services. Leads a team of seven recruiters and coordinators, owns workforce planning with business leaders, and builds recruiting processes that comply with Canadian employment and pay transparency rules. Experienced with executive searches and with recruiting programs across provinces.
Experience
Talent Acquisition Lead, Coastline Health Technologies · Vancouver, BC · Feb 2020 — Present
- Lead a team of five recruiters and two coordinators hiring about 250 people a year across clinical, technology and corporate roles in four provinces.
- Built quarterly workforce planning with business leaders, giving recruiters approved headcount and priorities before each quarter began.
- Updated postings, salary range practices and interview steps to meet British Columbia pay transparency rules and similar rules in other provinces.
- Cut agency spend by building an in-house search process for senior roles, filling director and vice president roles directly.
Senior Recruiter, Pacific Rim Professional Services · Vancouver, BC · Apr 2016 — Jan 2020
- Recruited accounting, legal and consulting professionals for a multi-office firm, hiring about 60 people a year.
- Ran the campus recruiting program with three universities, managing career fairs, intern hiring and conversion to full-time offers.
- Trained hiring managers on structured interviews and human rights considerations in interviewing.
Recruitment Consultant, Granville Staffing Group · Vancouver, BC · Jun 2013 — Mar 2016
- Placed administrative and finance candidates with client companies, managing a full desk from client development to placement.
- Built long-term client relationships that became the agency's top repeat accounts in the region.
Education
BA, Communications, Strait of Georgia University (2013)
Certifications
Chartered Professional in Human Resources (CPHR), CPHR BC & Yukon
Skills
Talent acquisition strategy, Team leadership, Workforce planning, Executive recruitment, Recruiting operations, SuccessFactors, LinkedIn Recruiter, Employer branding, Pay transparency compliance, Campus recruiting, Vendor and agency management, Recruiting analytics
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How to write each section of a recruiter resume
Summary
Say whether you recruit agency or in-house, the types of roles you hire (technical, healthcare, sales, hourly, executive) and your industries. Then add your strongest outcomes, such as hires per year, time to fill or offer acceptance, plus your main tools.
Recruiters moving from agency to in-house should stress partnership with hiring managers and candidate experience, while in-house recruiters moving to agency should stress sourcing and business development.
Experience and metrics
Recruiting has clear metrics, so use them: requisitions managed, hires or placements, time to fill, offer acceptance, hiring manager satisfaction, source of hire and diversity of slates. Agency recruiters can add revenue or billings if the agency shared them.
Use real figures and explain the methods behind them. Avoid claiming credit for a whole company's growth; say what you personally filled or changed.
Tools and sourcing
Name the applicant tracking systems you use, such as Greenhouse, Workday, Lever, iCIMS, SuccessFactors or Bullhorn, and sourcing tools like LinkedIn Recruiter, job boards and GitHub. Add scheduling, assessment and CRM tools if they are part of your daily work.
Describe sourcing methods, such as Boolean search, referrals, events, communities and campus partnerships, and show which ones produced hires. One sourcing win described well beats a long tool list.
Compliance and candidate experience
Recruiters must follow employment and privacy laws. In the US, that may include EEO practices, OFCCP rules for federal contractors and state or city pay transparency laws. In Canada, human rights codes, provincial pay transparency rules and privacy laws shape postings and interviews.
Show how you protect candidate experience, such as timely updates, clear job postings, structured interviews and respectful rejections.
Education and certifications
Recruiters come from many backgrounds, including HR, psychology, communications, business and sales, so list your degree or diploma with the year without overexplaining it.
Certifications like SHRM-CP, PHR, CPHR or CHRL show HR knowledge, useful for in-house roles that overlap with HR. Recruiting-specific credentials such as LinkedIn Certified Professional – Recruiter or AIRS certifications show sourcing skill. List them below experience unless the posting asks for them.
Recruiter resume summary examples
Entry-level objective: Bilingual recruiting coordinator seeking a recruiter role in high-volume or customer-facing hiring. Brings a year coordinating up to 60 interviews a week, full-cycle hiring experience for entry-level roles and strong Workday and Excel skills.
It shows the career step clearly and backs it with volume and full-cycle experience.
New-grad summary: Recruiting coordinator and HR graduate who runs interview scheduling for three recruiters and owns full-cycle hiring for an entry-level customer service role. Screens and interviews in English and French and writes clear, inclusive job postings.
Focuses on responsibilities beyond scheduling, which is what hiring managers look for in a junior recruiter.
Mid-level summary: Technical recruiter with six years across agency and in-house teams, hiring engineers, data and product talent for SaaS companies. Sources passive candidates, runs structured interview loops in Greenhouse, closes competitive offers and builds diverse slates.
Specialty, tools and core strengths fit in two lines, matching how technical recruiting roles are screened.
Senior summary: Talent acquisition lead with thirteen years in agency and corporate recruiting. Leads seven recruiters and coordinators hiring about 250 people a year, runs workforce planning with business leaders and keeps recruiting compliant with Canadian pay transparency rules.
Team size, hiring volume and compliance show readiness to lead a recruiting function.
Recruiter resume bullet examples: weak vs strong
The strong versions use made-up figures for a fictional candidate. Replace them with your own real numbers, or describe the scope (team size, volume, frequency) if you have none.
Hires and requisition load are the basic measures of recruiter output.
Offer acceptance shows closing skill, and the methods make it credible.
Ties process change to a metric leaders track.
Shows sourcing methods and the lasting value of a pipeline.
Describes the actions behind diversity results rather than stating good intentions.
Strategic planning is what separates talent acquisition leads from senior recruiters.
Volume and format show a coordinator ready for bigger responsibilities.
Compliance work protects employers, and naming the rules shows expertise.
Keywords from live recruiter job postings
We read 357 live recruiter postings (222 US and 135 Canadian) from our job feed on October 14, 2026 and counted how many mention each skill, tool or credential. A posting counts once per term, wherever it appears in the title or description. Use the list to check your resume for gaps that are real for you, not as a checklist.
| Keyword | Postings | |
|---|---|---|
| Sourcing | 322 of 357 (90%) | |
| Job descriptions / postings | 271 of 357 (76%) | |
| Screening / phone screens | 248 of 357 (69%) | |
| Relationships | 240 of 357 (67%) | |
| Talent pipelines | 228 of 357 (64%) | |
| Hiring manager partnership | 223 of 357 (62%) | |
| Applicant tracking system (ATS) | 216 of 357 (61%) | |
| Background checks / onboarding | 207 of 357 (58%) | |
| Full-cycle recruiting | 189 of 357 (53%) | |
| Agency / staffing | 187 of 357 (52%) | |
| Campus / university recruiting | 181 of 357 (51%) | |
| Interview scheduling | 164 of 357 (46%) | |
| Candidate experience | 153 of 357 (43%) | |
| Diversity recruiting | 143 of 357 (40%) | |
| Employment law / compliance | 141 of 357 (39%) | |
| Excel / reporting | 135 of 357 (38%) | |
| Job boards | 133 of 357 (37%) | |
| LinkedIn Recruiter | 132 of 357 (37%) | |
| Referral programs | 130 of 357 (36%) | |
| Recruiting metrics | 124 of 357 (35%) | |
| High-volume recruiting | 108 of 357 (30%) | |
| Stakeholders | 99 of 357 (28%) |
Source: 357 unique postings whose title matches the role, from the WhatJobs publisher feed (US and Canada), collected October 14, 2026. Duplicate reposts were counted once. Counts change daily; a term not listed may still matter for a specific employer.
Skills for a recruiter resume
Recruiting process
- Full-cycle recruiting
- Intake meetings
- Screening
- Structured interviews
- Offer negotiation
- Onboarding handoff
Show which stages you own and where you add the most value.
Sourcing
- Boolean search
- LinkedIn Recruiter
- Referral programs
- Job boards
- Campus partnerships
- Talent communities
Link sourcing methods to hires they produced.
Systems and analytics
- Greenhouse
- Workday Recruiting
- Lever
- iCIMS
- Bullhorn
- Excel or BI dashboards
List the ATS you use daily; employers often prefer recruiters who know theirs.
Strategy and compliance
- Workforce planning
- Employer branding
- Diversity recruiting
- Pay transparency compliance
- Agency management
Most relevant for senior and lead roles.
Soft skills, and how to prove them
- Persuasion: Describe closing hard-to-fill roles or competitive offers, including how you handled counteroffers.
- Relationship building: Show partnerships with hiring managers or repeat clients that grew over time.
- Organization: Give your requisition load or interview volume alongside the systems you use to manage it.
- Empathy: Mention candidate experience improvements, such as feedback after interviews or clearer communication.
- Influence with leaders: Explain a process change you persuaded hiring managers to adopt and what improved.
Certifications and licenses
- SHRM Certified Professional (SHRM-CP) (Society for Human Resource Management (SHRM)): A general HR credential that helps in-house recruiters show broader HR and employment law knowledge.
- Professional in Human Resources (PHR) (HR Certification Institute (HRCI)): Another widely recognized US HR certification, useful for recruiters moving toward HR business partner roles.
- LinkedIn Certified Professional – Recruiter (LinkedIn): Shows skill with LinkedIn Recruiter search and outreach, the most common sourcing tool for professional roles.
- Certified Internet Recruiter (CIR) (AIRS): A sourcing-focused credential covering advanced search techniques and online candidate research.
- Chartered Professional in Human Resources (CPHR) or Certified Human Resources Leader (CHRL) (CPHR Canada member bodies or HRPA (Ontario)): Canadian HR designations that strengthen in-house recruiting and talent acquisition leadership applications.
Looking for low-cost options? See our list of free certifications in this field.
US vs Canada: recruiter resumes and pay
United States
US recruiting is shaped by federal and state rules: EEO practices, OFCCP obligations for federal contractors, I-9 employment verification and pay transparency laws in states and cities such as Colorado, California, Washington and New York. Mention experience with those rules when relevant. Agency recruiters often report placements and billings, while in-house recruiters report hires and time to fill. Spanish is valuable for hourly and healthcare hiring in many regions. Leave out photo, age and marital status.
| BLS occupation | 10th pct. | Median | 90th pct. |
|---|---|---|---|
| Human Resources Specialists (SOC 13-1071) closest BLS category | $47,180 | $75,940 | $128,720 |
Annual wages, US national, BLS Occupational Employment and Wage Statistics, May 2025.
Canada
Canadian recruiting follows provincial employment standards, human rights codes and privacy laws. British Columbia requires salary ranges in public job postings, and Ontario has added pay range and other posting requirements for larger employers, so mention compliance work. Ontario also licenses temporary help agencies and recruiters. Bilingual English and French is essential in Quebec, New Brunswick and federal roles. Canadian designations like CPHR or CHRL are recognized. Use Canadian spelling and terms such as cheque.
| Job Bank occupation | Low | Median | High |
|---|---|---|---|
| Recruiter - Employment (NOC 12101) | $22.00/h | $33.33/h | $52.73/h |
Canada-wide wages in CAD, Job Bank (Government of Canada), reference period 2023-2024. Provincial figures differ; follow the link for your province.
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FAQ
Which recruiting metrics should I include?
Include the ones you can explain: requisitions managed, hires or placements per year, time to fill, offer acceptance, hiring manager satisfaction and source of hire. Agency recruiters may add billings if shared. Use real figures from your systems and avoid claiming company-wide results as your own.
How do I move from recruiting coordinator to recruiter?
Show tasks beyond scheduling: screening, interviewing, writing job postings and running full-cycle hiring for a role, even under supervision. Report the number of hires you made. Learn sourcing tools and mention them, and ask to own a simple role to build a track record.
Is agency or in-house experience better?
Both are valued. Agency recruiters bring sourcing speed and sales skill; in-house recruiters bring process, hiring manager partnership and employer brand work. When changing sides, emphasize the skills the new setting cares about most.
Should a recruiter's resume be more creative?
Clarity matters more than design. Recruiters are judged on how well they present people, so a clean, well-organized resume with strong metrics makes the best case. Avoid graphics that break applicant tracking systems.
Do recruiters need HR certifications?
Not usually, but they help for in-house roles that overlap with HR, and for leadership positions. Sourcing certifications show tool skill. Experience, hiring results and references matter more for most recruiting jobs.