Former Google Recruiter Shares Simple CV Tips to Stand Out

Recruiters rarely spend long looking at a CV during the first round of hiring. With applications arriving in large volumes, most decisions begin with a quick scan rather than a detailed read. That means even strong candidates can lose attention if their experience is difficult to interpret at first glance.

In an interview with CNBC, a former Google recruiter who has spent more than a decade hiring for companies including Google, TikTok, Uber and The New York Times, one of the biggest problems is surprisingly simple: people write their CV as though the reader already understands the background behind every job they have done. In reality, the person reviewing an application usually knows nothing about the organisation, internal projects or responsibilities involved. Without enough context, achievements that were genuinely significant can appear ordinary or confusing, making it easier for recruiters to move on to the next application.

Many applicants unintentionally create CVs that only make complete sense to colleagues from their previous workplace. They remember every project, every deadline and every challenge, so they naturally leave out details that seem obvious to them. A recruiter approaching that document for the first time does not have that advantage. If achievements are presented without explaining the setting, the importance of the work can disappear. The issue is not a lack of experience but a lack of explanation. A useful way to test a CV is to remove the name from the top of the page and read it as though it belonged to someone else. If the document feels generic or could easily describe dozens of candidates, it probably is not communicating enough about what made that person's contribution different.

Job descriptions often contain statements that sound professional but reveal very little. A sentence describing financial analysis, project support or operational work may appear impressive, yet still leave the recruiter wondering what the applicant actually did.

Fix 1: “Add a line of context before your bullets.” A short introduction describing the employer, the department or the purpose of the role gives every bullet point a clearer meaning. It does not need to be lengthy. Even one or two sentences explaining the business and the applicant's position within it can help someone outside the organisation understand why the work was important.

Applicants are regularly encouraged to include figures because measurable results tend to attract attention. Sales totals, cost reductions, customer growth and revenue increases can all strengthen a CV. The problem begins when those figures stand alone. A number without explanation leaves the recruiter guessing. An amount of money, a percentage or a quarterly result has little value unless it is immediately clear what it measures. Was it revenue generated, costs reduced, donations secured or something entirely different?

Fix 2: “A number is only meaningful when the reader knows what it measures and why it matters.” The strongest examples combine the statistic with a clear description of what it represents and why it mattered to the business. That allows the achievement to speak for itself instead of forcing the recruiter to interpret it.

Every company develops its own vocabulary. Project names, internal software, abbreviations and acronyms become second nature to employees, but they rarely mean anything outside that workplace. CVs often include these references without any explanation, assuming they demonstrate technical knowledge. In reality, they can make a recruiter pause while trying to work out what the candidate is describing.

Fix 3: “Efficiently describe what the tool or project actually was, in plain terms.” Replacing company-specific language with plain English usually makes the document stronger. Instead of focusing on an internal project title, it is more useful to explain what the project involved or what problem it solved. That approach allows hiring managers from different organisations, and even different industries, to understand the applicant's experience immediately.

Many CVs include lists of personal qualities such as being a strong communicator, a team player or highly organised. Those statements have become so common that they rarely distinguish one applicant from another. Recruiters are generally looking for evidence rather than self-description. A practical example carries far more weight than a label.

Fix 4: “For every skill listed, ask if you can prove it with a specific example. If you can’t, it’s an adjective. Cut it.” Someone who managed multilingual customer support, coordinated large cross-functional projects or trained new staff demonstrates communication and teamwork through real experience rather than simply claiming those abilities. The examples provide proof, while adjectives remain difficult to verify.

A successful CV is not simply a record of previous jobs. It is a document that helps someone with no prior knowledge understand what the applicant accomplished and why those achievements matter. Clear context, meaningful figures, straightforward language and evidence-backed skills all contribute to that goal. They reduce the effort required from recruiters during those first few seconds of reading, giving strong candidates a better chance of moving beyond the initial screening stage. Small changes in wording often have a larger effect than rewriting an entire CV. Making experience easier for strangers to understand can ensure important achievements receive the attention they deserve instead of being overlooked in a crowded recruitment process.