A retail floor manager's move into recruiting, with the hiring numbers from both jobs doing the talking.
Written for United States, at entry level, in the operations field, shown in the Initials design. Every name, employer, address and number below is invented.
Recruiter two years off a retail sales floor, now running operations and manufacturing searches end to end. Filled 41 roles last year at a median 34-day time to hire, eleven days under the desk average, with 92% still in seat at twelve months.
Experience
Recruiter, Northgate Talent Group · August 2024 – present
Agency desk covering operations, warehouse and manufacturing roles for 14 Midwest clients.
Filled 41 roles in twelve months at a median 34-day time to hire against a 45-day desk average, with 92% of placements still employed at one year.
Rebuilt the intake call as a nine-question scorecard signed off by the hiring manager; submit-to-interview rate rose from 28% to 51%.
Sourced 60% of placements through outbound outreach rather than job boards, taking average cost per hire from $6,200 to $4,050.
Wrote the scheduling templates that moved candidates from first contact to a booked interview in four hours instead of two days.
Assistant Store Manager, Cedar & Vane Outfitters · June 2021 – July 2024
Hired and onboarded 38 seasonal staff across three peak seasons, averaging four days from application to first shift with no unfilled openings.
Cut seasonal turnover from 44% to 26% by replacing walk-in hiring with a two-interview process and a written first-week plan.
Trained six shift leads, four of whom were promoted into store roles within a year.
Education
B.A. Psychology · DePaul University · August 2017 – May 2021
The summary carries the three numbers a recruiting manager reads first: 41 roles filled, a median 34-day time to hire against a 45-day desk average, and 92% of placements still in seat at twelve months.
Process changes come with funnel metrics: the nine-question intake scorecard lifted submit-to-interview “from 28% to 51%”, which shows a recruiter who improves the pipeline, not only fills it.
The Cedar & Vane Outfitters job is written as hiring work, 38 seasonal staff hired and turnover cut from 44% to 26%, so the move from retail reads as one continuous story.
Cost per hire falling from $6,200 to $4,050 through outbound sourcing gives an agency or in-house reader a direct business case alongside the placement count.
Recruiter résumé: common questions
How do you write a recruiter resume with no recruiting experience?
Find the hiring work in your current job: interviews run, people onboarded, turnover changed. Write those as bullets with numbers, and add a credential such as the SHRM Talent Acquisition Specialty Credential to show commitment to the switch.
What metrics should a recruiter resume include?
Roles filled, time to hire, retention of placements at six or twelve months, submit-to-interview ratio and cost per hire. Compare each with a desk or team average where you can, so the reader knows whether the number is good.
Which applicant tracking systems should go on a recruiter resume?
The ones you have used, such as Greenhouse, Lever or Workday Recruiting, in a short systems group. Match the system named in the job post if you know it, and keep sourcing tools in the same group.
