What Recruiters Look for in a Resume in 2026

The names, numbers and results in the examples below are illustrative. Replace them with your own real figures, and never claim results you cannot back up.

The two-stage review process

Before a recruiter sees your resume, it has often been collected by an ATS system. Depending on how the employer set it up, recruiters may search or rank applications by keywords, so your wording and structure matter.

Once a recruiter does look at your resume, they go through two passes:

Pass 1: The quick scan

A quick visual skim to decide if the resume is worth reading. Many resumes are set aside here. This is about first impression, formatting, and visible signals of fit.

Pass 2: The read-through

If Pass 1 passes, the recruiter reads more carefully — looking at tenure, achievements, skills match, and whether the story makes sense. This is where detail matters.

What recruiters check in that first scan

Does this person have the core experience for this role?

First glance

They're looking at job titles and tenure at a glance. If the titles are completely unrelated and there's no summary, they'll move on.

How long were they at each company?

Tenure can signal stability. Several very short roles in a row can raise questions, so be ready to explain them.

Can I see any results or achievements?

Then

Numbers jump out visually. A resume with no metrics blends into the pile. £, %, numbers catch the eye.

Is the formatting clean and easy to scan?

Ongoing

Dense paragraphs, weird fonts, two-column layouts — these create friction. Clean = professional.

Does their background match what we're hiring for?

If they read further

This is where tailoring matters. Generic resumes often don't make the cut even with strong experience.

Green flags: what makes a recruiter read on

✓Job titles that clearly match or are adjacent to the role

✓A focused summary that names the role they're applying for

✓Quantified achievements (numbers, percentages, £ values)

✓Clean, single-column formatting that's easy to scan

✓Employment dates that show reasonable tenure

✓Keywords and language that mirror the job description

✓Relevant skills listed clearly (not buried in paragraphs)

✓Short, tight bullet points — not walls of text

Red flags: what makes a recruiter put your resume down

✗Unexplained employment gaps longer than 6 months

✗Too many short tenures in a row (job hopping)

✗Generic objective statement at the top instead of a summary

✗No quantified achievements — just task lists

✗Photos, graphics, or heavily designed layouts (signals poor ATS knowledge)

✗Spelling or grammatical errors

✗Personal information like age, marital status, or national ID number

✗A summary that's entirely about what the candidate wants, not what they offer

What recruiters want to see in each section

Professional summary

Recruiters want a 3–4 sentence snapshot that tells them your current level, your key skill, and why you're relevant to this role. They're not looking for your career story — they're checking fit. See our resume summary examples for templates.

Work experience

Recruiters skim bullets for two things: verbs that show ownership (“Led”, “Built”, “Delivered”) and numbers that show scale. A bullet like “Responsible for customer relationships” is invisible. A bullet like “Retained 94% of accounts across a £1.8M ARR book” is not.

Skills

A clean, scannable skills list is genuinely useful — it lets recruiters check boxes quickly. Keep it to 8–12 genuinely held skills. Padding it with soft skills like “good communicator” wastes the space that could be used for keywords the ATS is looking for.

Education

For experienced candidates, education should be brief — institution, degree, year. For entry-level candidates, expand it with relevant modules, projects, and achievements. Most recruiters stop reading education details for anyone with 3+ years of experience.