Talent Acquisition Resume Example (2026 Guide)
Talent Acquisition resume example
A complete sample in the Modern template FitMyRole exports. The person and employers are fictional; the structure, skills and bullet style are what to copy.
Nadia Usman
[email protected] • (555) 010-2268 • Seattle, WA • linkedin.com/in/nadiausman
Professional Summary
Talent Acquisition Partner with 9 years of full-cycle recruiting experience across agency, healthcare technology and SaaS, focused on engineering, product and data roles. Carries 18 to 25 open requisitions for six hiring managers and filled 64 roles in 2025 with a 38-day average time-to-fill against a 50-day company benchmark. Sources 60% of hires directly through LinkedIn Recruiter, Gem and employee referrals, and holds a 92% offer acceptance rate. Runs every search from a structured intake and a shared scorecard, so hiring managers and candidates know what good looks like before the first interview.
Skills
- Full-Cycle Recruiting: Intake meetings, job description writing, phone screens, structured interviewing, debriefs, offer negotiation, closing, onboarding handoff
- Sourcing: LinkedIn Recruiter, Boolean search, GitHub sourcing, Gem outreach campaigns, employee referral programs, campus recruiting, talent pipelining
- Technical Hiring: Software engineering, site reliability, data engineering, machine learning, product management, technical assessments
- Applicant Tracking & Tools: Greenhouse, Gem, Lever, Bullhorn, Workday Recruiting, GoodTime interview scheduling, Microsoft Excel
- Recruiting Analytics: Time-to-fill, time-to-hire, pass-through rates, offer acceptance rate, source of hire, quality of hire, hiring plan forecasting
- Stakeholder Management & Compliance: Hiring manager partnership, compensation benchmarking, interviewer training, structured scorecards, EEO and OFCCP compliance, pay transparency
Education & Certification
- Minor in Business Administration; coursework in Industrial-Organizational Psychology, Statistics and Social Psychology.
Work Experience
Talent Acquisition PartnerMarch 2022 – PresentEvergreen Signal Software, Seattle, WA
- Filled 64 engineering, product and data roles in 2025 with a 38-day average time-to-fill against a 50-day company benchmark, while carrying 18 to 25 open requisitions.
- Sourced 60% of hires directly through Gem outreach campaigns and Boolean searches in LinkedIn Recruiter, lifting reply rates from 14% to 31% with messages written for each team.
- Raised offer acceptance from 81% to 92% by discussing compensation at the phone screen and closing candidates with hiring managers before offers went out.
- Cut hiring manager interview hours per hire by 30% by introducing structured scorecards in Greenhouse and a calibrated technical screen that removed one onsite round.
- Trained 70 interviewers on structured interviewing and consistent evaluation, and built the debrief template now used across the engineering organization.
- Grew employee referrals from 12% to 24% of engineering hires by running quarterly referral sourcing sessions with teams and following up on every referral within the week.
- Build quarterly hiring plans with finance and engineering leadership, reporting pass-through rates, source of hire and time-to-fill from Greenhouse dashboards.
Technical RecruiterAugust 2019 – February 2022Ravenna Health Technologies, Seattle, WA
- Hired 52 engineers and data scientists in 2021 as the company doubled its engineering team, owning each search from intake to signed offer.
- Shortened time-to-fill for backend engineering roles from 61 to 44 days by building a silver-medalist pipeline in Greenhouse and re-engaging past finalists first.
- Moved all interviews to video within two weeks in March 2020, writing candidate guides and interviewer instructions for remote interview loops.
- Increased women and underrepresented candidates on final-round slates from 22% to 41% through partnerships with three professional associations and slate goals agreed with leadership.
- Ran campus recruiting at two universities, hiring 14 new-grad engineers and interns through info sessions, coding challenges and structured interview days.
Associate RecruiterJune 2017 – July 2019Northpoint Talent Partners, Bellevue, WA
- Placed 38 contract and direct-hire IT professionals across 11 client companies in two years, ranking first of four associate recruiters in 2018 placements.
- Screened 40 to 60 candidates a week by phone and submitted shortlists within 48 hours of each new client requisition.
- Built a searchable pool of 1,500 tagged candidate profiles in Bullhorn that the team used to fill repeat requisitions faster.
- Promoted from recruiting coordinator to associate recruiter after eight months, having scheduled about 100 interviews a month for five recruiters.
Want yours to read like this? Upload your resume and a job posting, and FitMyRole rewrites it for that job in this template.
Tailor my resumeWhy This Resume Works
- Time-to-fill is stated against a benchmark ("38-day average time-to-fill against a 50-day company benchmark"), which tells a hiring manager whether the number is actually good.
- Sourcing is proven with results, 60% of hires sourced directly and reply rates lifted from 14% to 31%, matching the "sourcing" and "LinkedIn" keywords in TA postings.
- Stakeholder work is concrete: structured scorecards, 70 trained interviewers and quarterly hiring plans with finance, the parts of TA that senior recruiters are hired for.
- Greenhouse, Gem, LinkedIn Recruiter and Bullhorn are named, so the resume clears ATS filters for both in-house and agency recruiting tools.
- Full-cycle ownership and volume show up in every role (64, 52 and 38 hires), so a reader can see the requisition load this recruiter can carry.
Common Resume Mistakes
- No fill or TTF metrics.
- Missing ATS or sourcing keywords.
- Vague "recruited" without volume.
Keywords Recruiters Look For
- Talent acquisition
- Recruiting
- Sourcing
- ATS
- Time-to-fill
- Stakeholder
- Full-cycle
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