Recruiter resume example

Recruiter resume example: technical recruiting in Boston, 45 engineering hires in a year, time to fill cut from 61 to 38 days and 92% offer acceptance.

Cover letter for this role

Talia Rosen

Technical Recruiter | Engineering and Robotics Hiring | Full-Cycle and Sourcing

Boston, MA6 years of experience

Summary

Technical Recruiter with 6 years in agency and in-house recruiting. Runs full-cycle hiring for software, hardware and robotics engineers, from intake to offer. Closes about 45 hires a year, sources most candidates directly and treats hiring managers as partners, with data on every stage of the funnel.

Experience

Technical RecruiterMar 2023 - Present

Beacon Robotics

  • Closed 45 hires in 2025 across software, controls and mechanical engineering, 18 of them senior or staff level.
  • Brought median time to fill from 61 days to 38 by setting up structured intakes and 48-hour feedback rules with hiring managers.
  • Offer acceptance of 92% across my requisitions, supported by early compensation conversations.
  • Sourced 70% of my hires directly through LinkedIn Recruiter, GitHub and university robotics clubs.
  • Half of 2025's engineering hires came from groups underrepresented in the field after I rebuilt job descriptions and widened sourcing.
RecruiterSep 2020 - Feb 2023

Charles River Staffing

  • Placed 85 contract and permanent candidates in IT and engineering roles for 20+ client companies.
  • Generated $1.1M in placement revenue over 2 years and finished 2022 as the office's top permanent placement recruiter.
  • Built a talent pool of 3,000 candidates in the firm's recruiting database.

Skills

  • Full-Cycle Recruiting
  • Technical Sourcing
  • Boolean Search
  • LinkedIn Recruiter
  • Structured Interviewing
  • Hiring Manager Partnership
  • Offer Negotiation
  • Recruiting Metrics
  • Candidate Experience
  • Inclusive Hiring

Certifications

  • LinkedIn Certified Professional: Recruiter
  • AIRS Certified Internet Recruiter (CIR)

Education

BA in Psychology, University of Massachusetts Amherst, 2020

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What hiring managers check first

Hires and level

The number of hires per year and their seniority tell a hiring manager what you can handle.

Funnel metrics

Time to fill, offer acceptance and source of hire are how talent teams measure recruiters.

Sourcing ability

Direct sourcing is critical for technical roles. Say how many hires you sourced yourself.

Partnership with managers

Examples of changing the process with hiring managers show you can influence, not just fill roles.

Keywords the applicant tracking system matches

  • Technical Recruiter
  • Full-Cycle Recruiting
  • Sourcing
  • Engineering Hiring
  • Time to Fill
  • Offer Acceptance
  • LinkedIn Recruiter
  • Boolean Search
  • Hiring Manager Partnership
  • Candidate Experience
  • Diversity Recruiting
  • Talent Acquisition

Use the ones that are true of you, in the words the posting uses.

Mistakes to avoid

  1. Vague volume claims

    'Managed many requisitions' says little. Give hires, requisitions and time frames.

  2. Skipping agency experience

    Agency work builds sales and speed skills. Show revenue or placements if you have them.

  3. Ignoring your own tools

    List your sourcing tools and any applicant tracking system experience in general terms.

Questions

Can agency recruiters move in-house?
Yes, and many do. Emphasize full-cycle work, relationships with hiring managers and candidate experience.
How long should a recruiter resume be?
One page up to about 7 years of experience. Your metrics should be visible in the first half.
Do recruiting certifications matter?
They can help, especially for sourcing roles, but results and references carry more weight.

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