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How to write a resume that makes ley info hard to miss

DON’T
Don’t bury your best proof in the middle of a long bullet.
If the result is the strongest part, don’t make recruiters dig for it.
Don’t let job titles do all the work.
A title tells them what you were called, not why you matter.
Don’t spread important details across the page.
Skills, results, and relevant experience should be easy to connect.
Don’t make every bullet the same length.
When everything looks equal, nothing stands out.

DO
Put the strongest result first.
Instead of:
“Created weekly content calendars and supported campaign planning, increasing engagement by 28%.”

Write:
“Increased engagement by 28% by creating weekly content calendars and supporting campaign planning.”
Use the first words of each bullet wisely.
Start with the thing you want them to remember:
“Increased…”
“Reduced…”
“Led…”
“Built…”
“Improved…”
Keep the most relevant experience higher.
If it matches the role, it should not be hidden near the bottom.
Make keywords visible, not stuffed.
If the job asks for SEO, paid search, CRM, analytics, or project management, those words should appear naturally where they belong.

How to write a resume that answers questions before they're asked

DON’T
Don’t show results with no baseline
“+200% growth” sounds impressive but unclear. From what to what?
Don’t use vague verbs
“Worked on,” “helped with,” “involved in” leave your role open to interpretation.
Don’t skip scope
“Managed campaigns” could mean $500 or $500K. That difference matters.
Don’t make hiring managers guess
If a line can be interpreted in multiple ways, they won’t choose the best one.

DO
Do anchor metrics with context
“Grew revenue from $20K to $60K” is easier to trust than percentages alone.
Do clarify your level of involvement
Use verbs that match reality: owned, led, executed, supported.
Do define scope in one line
Team size, budget, user base, or project scale.
Do add micro context where needed
A short phrase like “to fix low retention” answers the “why” instantly.

WHY THIS MATTERS
Hiring managers are not reading deeply at first.
Recruiters spend around 6–7 seconds on an initial scan. They are not evaluating everything. They’re just deciding whether to keep reading