Recruiters and applicant tracking systems both score relevance. A strong general CV still loses when the role asks for different outcomes, tools, or domain language than the one you led with.

Tailoring is not rewriting your career. It is choosing the evidence that best proves you can do this job, in language the hiring team already uses.

Paste the job description into a scratch note and mark three layers: must-have skills, repeated outcomes, and nice-to-haves. Ignore fluff about culture until the hard requirements are clear.

• Must-haves: skills or years of experience that appear as requirements, not preferences
• Outcomes: verbs like ship, reduce, scale, lead, own, improve — these become your bullet pattern
• Keywords: tools, frameworks, domains, and certifications that appear more than once

Most screeners decide in seconds. Update your summary, recent title alignment, and first three bullets before polishing older roles.

Your summary should name the role family you are targeting and two or three proof points that map to the job’s must-haves. Avoid vague claims like “results-driven professional.”

If the posting says “cross-functional collaboration,” and you partnered with design and product weekly, say that with their words and your specifics. Do not claim tools or responsibilities you never used.

When a keyword is adjacent to your experience, show the related work honestly. When it is missing, leave it out — invented skills fail interviews faster than a gap on paper.

Tools like LuminousCV compare your CV against the posting and surface gaps. Treat a low score as a rewrite brief: which requirements lack evidence, and which bullets bury the relevant work?

After you edit, re-check that your strongest evidence for this role sits high on the page, then export an ATS-safe PDF for that application only.

Recruiters and applicant tracking systems both score relevance. A strong general CV still loses when the role asks for different outcomes, tools, or domain language than the one you led with.

Tailoring is not rewriting your career. It is choosing the evidence that best proves you can do this job, in language the hiring team already uses.

Paste the job description into a scratch note and mark three layers: must-have skills, repeated outcomes, and nice-to-haves. Ignore fluff about culture until the hard requirements are clear.

• Must-haves: skills or years of experience that appear as requirements, not preferences
• Outcomes: verbs like ship, reduce, scale, lead, own, improve — these become your bullet pattern
• Keywords: tools, frameworks, domains, and certifications that appear more than once

Most screeners decide in seconds. Update your summary, recent title alignment, and first three bullets before polishing older roles.

Your summary should name the role family you are targeting and two or three proof points that map to the job’s must-haves. Avoid vague claims like “results-driven professional.”

If the posting says “cross-functional collaboration,” and you partnered with design and product weekly, say that with their words and your specifics. Do not claim tools or responsibilities you never used.

When a keyword is adjacent to your experience, show the related work honestly. When it is missing, leave it out — invented skills fail interviews faster than a gap on paper.

Tools like LuminousCV compare your CV against the posting and surface gaps. Treat a low score as a rewrite brief: which requirements lack evidence, and which bullets bury the relevant work?

After you edit, re-check that your strongest evidence for this role sits high on the page, then export an ATS-safe PDF for that application only.