Getting Hired

What Recruiters Look For in the First Resume Scan

Sumit Saxena · Delivery Lead · August 27, 2026 · 16 min read

The screening call ended politely, and you did not work out why until you were driving home. Near the end of it the recruiter had asked whether you would need sponsorship. You said no. She thanked you, said she would be in touch, and was not. What she had been doing was confirming a guess rather than asking a question, and she had made that guess while your resume sat open in front of her, because nothing on the page told her otherwise.

Eleven years of good work sat in that document, and none of it reached her. A line you never wrote had already decided it.

That small moment is most of what this article is about.

Somewhere between the job board and the interview, a person opened your document and looked at it for a few seconds. Not read it. Looked at it. In those seconds they decided whether you went into the pile they would call or the pile they would not, and almost every candidate is trying to win that moment with content that sits on page two.

A separate guide on this site covers the machine stage, which is your file being turned into text and searched. That is the ATS-friendly resume guide, and it deals with parsing, formatting and keywords. Assume all of that has already gone right. Assume your resume surfaced in the search. This article picks up one second later, when a human being clicks your name in a result list and the first scan begins.

The figures in the sample bullets further down are illustrations of structure, not claims about what anybody earns or achieves in the Canadian job market, and they are not yours to borrow. Employers named in examples are invented.

Why does the first scan feel so arbitrary?

Because it mostly is, in the sense that it is not an assessment of you. A recruiter with a shortlist due Thursday and ninety applications open is not weighing careers. They are sorting a pile into call and not now, using whatever the page shows them fastest. Strong candidates land in the wrong pile every day, and it is almost always a layout problem rather than a merit problem.

Once you see the constraint the recruiter is under, the behavior stops looking rude and starts looking mechanical.

Take a normal contract requisition through a staffing partner. The client will accept three submissions. The requisition landed on Monday, two other vendors are working the same role, and the recruiter knows that whoever gets clean profiles in first has the client’s attention. They have ninety applicants in the system, another twenty sourced from a job board, and about two hours before they have to move to the next requisition.

Three slots. Roughly a hundred and ten documents. That is the arithmetic on that one requisition, and it explains everything that follows. Nobody is reading for merit. They are reading for the fastest available reason to keep going or stop.

A useful reframe: the first scan is not asking “is this person good”. It is asking “is this person one of my three”. Those are completely different questions, and only the second one is being answered while your resume is open.

The mechanics of that submission cap, and what happens once your profile leaves the recruiter’s hands, are covered in what actually happens after you apply. Here we stay inside the seconds before it.

What is a recruiter actually doing when they open your resume?

Sorting, not evaluating. They already know the requisition by heart, so they are checking your document against a short mental template and looking for the first thing that disqualifies you or the first thing that makes them want to talk. Ladders’ 2018 eye tracking study timed thirty recruiters at about 7.4 seconds a resume. That is a small study and it gets quoted far beyond what it measured, but note what it measured: not reading time, but how long before a recruiter decided whether to keep reading. That distinction is the whole of this article.

It helps to picture where they are looking at it. Most of the time your resume is not open in Word. It is in a preview pane inside an applicant tracking system, on half a screen, next to the requisition. Some agency systems show the parsed text rather than your document, which means your careful spacing and your bold headings are gone and what remains is the words in the order the parser found them.

So the scan happens on a small, plain, unformatted version of your resume. That is the version that has to work.

And they are not starting at the top and reading down. A recruiter who already knows the requisition goes straight to the block where the most recent job sits, because that is where the answer usually is.

In what order does a recruiter’s eye move down the page?

Roughly this: the line under your name, then your most recent job title, then the employer beside it, then the end date on that role, then your city. If those five hold up, the eye drops into the first bullet of the current job looking for evidence, then bounces to the previous title to check the ladder. That is the whole first pass, and it usually never reaches page two.

Here is the sequence written out, with what each stop is deciding and what tends to end the scan there.

Order	Where a recruiter looks	The question it answers	What ends the scan here
1	The line under your name	What kind of professional is this?	An objective statement, or a blank space
2	Most recent job title	Is this my requisition, or close to it?	An internal title nobody in the market uses
3	Employer beside the title	Do I know this company, and does the scale fit?	A staffing vendor’s name with no end client
4	End date on that role	Is this current?	Years with no months, or a date two years old
5	City and province	Can they get to the office, is the province right?	No location anywhere on the page
6	First bullet of the current role	Evidence, or a job description?	An opening phrase of “responsible for”
7	Second most recent title	Does the ladder go up, sideways or back?	An unexplained step down
8	Skills line	Are my three required tools in here?	Sixty tools, so none of them are real
9	Work authorization, if it appears at all	Can I actually submit this person?	Silence, which turns into a guess

Notice how much of that lives in the top third of page one. Notice also that nothing in the list is your degree, your summary paragraph, your 2016 achievements or your interests. Those matter later, to a different reader, in a different pass.

What is the mental checklist behind the first scan?

Seven questions, asked in a rush and mostly not consciously. Can I sell this in three sentences? Are they legally workable for this role? Where are they? Is the experience current? Does the title ladder make sense? Is there evidence or only claims? Will they be easy to move through the process? Everything a recruiter is doing in those seconds is one of those seven.

The useful part is that each question has an obvious place on the page where it should be answered, and most resumes leave four of them unanswered.

The recruiter’s question	Where they look for the answer	Where you should put it
Can I sell this in three sentences?	The line under your name	Target title, domain, and the three tools you actually own
Are they legally workable?	Nowhere, usually, so they guess	One eligibility line under your contact details
Where are they?	The contact block	City and province, plus onsite or hybrid willingness
Is the experience current?	The end date on the top role	Month and year on every entry, no exceptions
Does the ladder make sense?	The two most recent titles	Market titles, internal title in brackets after
Evidence or claims?	The first bullet of the current role	A number and a named system in bullet one
When could they start?	Nowhere, usually	An availability line: notice period or a date
What do they cost?	Not on the resume, and it should not be	Have the number ready for the call instead

Most of those answers belong in the first few lines of the page, which is why the top third carries so much of the weight.

What makes a recruiter stop and read properly?

A title that matches the requisition, an end date in the current month, a named system in the first bullet, a number attached to it, and a location line that clears the geography. Any two of those slow the eye down. All five and the recruiter stops scanning and starts reading, which is the only outcome the first pass can give you.

There is a short list of things that reliably buy you the second pass, and they are all small.

The target title, stated as your own. One line under your name that says what you are, in the words the market uses. Not what you want. What you are.

A number in the first bullet of the current role. Any real number. Volume, headcount, budget, transactions, sites, provinces, defects, days. Numbers are the fastest possible signal that a human did a specific job rather than occupied a seat.

The platform named where you used it. Guidewire, Dayforce, Workday, ServiceNow, SAP, Snowflake, Salesforce, whatever it is, sitting inside the bullet that describes the work, not only in a skills list at the bottom.

An end date that says Present, with a month on the role before it. Currency is the cheapest credibility on the page.

One line that closes an obvious question. Eligibility, notice period, willingness to be in the office three days, a contract that ended on schedule. Every unanswered question is a small reason to move on, and closing them costs you a line each.

Two resumes, same career, same eleven years. One opens with “Dedicated and detail oriented professional seeking a challenging opportunity with a growth oriented organization.” The other opens with “Senior Business Systems Analyst, property and casualty insurance. Guidewire PolicyCenter, SQL, Jira. Mississauga, ON. Legally entitled to work in Canada, no sponsorship required.” The second one has answered four of the recruiter’s seven questions before the eye has moved.

What makes a recruiter move on in two seconds?

An objective statement, no city, no dates with months, a title nobody searches, a most recent role that ended long ago with nothing since, an unmarked run of short jobs, and a skills section listing sixty tools. None of those are judgments about your ability. They are all places where the recruiter has to do work you could have done for them, and at ninety documents they will not.

Here are the ones that come up constantly, with the fix beside each.

What the recruiter sees	What it makes them think	What to do instead
“Seeking a challenging role in a reputed organization”	This tells me nothing, and everyone writes it	A title line: what you are, in which domain, with which tools
No city or province anywhere	I cannot confirm the geography, and my filter already dropped them	City and province in line two, plus hybrid or onsite willingness
Dates written as 2021 to 2023	Is that twelve months or thirty five? What happened after?	Month and year, the same format on every entry
“Technical Specialist III” as the top title	I do not know what this person does	Market title first, internal title in brackets after it
Last relevant role ended eighteen months ago	I will be asked what they have been doing, and I have no answer	A current line: contract, consulting, study, caregiving, stated plainly
Six jobs in four years, unmarked	Flight risk, and my client screens for tenure	Tag each one as a contract with the end client and the term
A skills block with sixty tools	None of these are real, and I cannot tell which three are	A short list ordered to the posting, with depth shown in the bullets
Every bullet starts “Responsible for”	This is a job description, not a record	Start with the verb and end with the result
A photo, date of birth, marital status	This creates a problem for my client that I do not need	Name, contact, city, province, nothing personal
One page covering eleven years	There is nothing here I can sell	Two pages, with the last five years carrying the detail

The photo row deserves a note, because candidates who have worked in Europe, the Middle East or South Asia are often surprised by it. Canadian hiring practice keeps protected personal characteristics out of the screening entirely, and a resume that volunteers them puts the employer in an awkward position. Some recruiters will quietly strip the details before forwarding. Others will simply not forward it.

How should the top third of page one be built?

Four blocks, in this order: name and contact with city and province, a title line naming what you are and the three tools you own, one eligibility line and one availability line, then the current role with a real number and a named system in its first bullet. Everything below that is support. If the top third answers the checklist, the rest of the resume gets read.

Here is the version that arrives most often.

RAVI SHANKAR Email: ravi.shankar@email.com

CAREER OBJECTIVE Dedicated and results driven IT professional with over 9 years of progressive experience in the insurance domain, seeking a challenging position in a reputed organization where I can utilize my skills for the growth of the organization.

Read it as a recruiter with two hours and a hundred and ten documents. There is no title, no location, no phone number, no eligibility, no evidence and no domain specific noun until the word insurance, which arrives too late to be seen.

Here is the same person, rebuilt for the scan.

RAVI SHANKAR Mississauga, ON | 647 555 0142 | ravi.shankar@email.com | linkedin.com/in/ravishankar Senior Business Systems Analyst | Property and casualty insurance | Guidewire PolicyCenter and ClaimCenter, SQL, Jira Legally entitled to work in Canada, no sponsorship required. Available with two weeks notice. Open to hybrid in the GTA, three days onsite.

Senior Business Systems Analyst (internal title: Technical Specialist III) Northline Insurance Group, Toronto, ON | Mar 2022 to Present

Wrote the requirements for a Guidewire PolicyCenter upgrade covering 4 provinces, running 11 workshops with underwriting and claims, and took post release defects on the rating engine from 23 in the previous release to 6.

That block is six lines longer than the original and it answers every question in the checklist table. More to the point, it hands the recruiter their own homework, because the summary they have to write about you is now sitting there ready to copy.

What does the recruiter write down after the scan?

A short note in the system and, if you clear the call, a submission summary for the client. Both are built almost entirely from the top third of page one. If the information is not there, the recruiter either hunts for it, which costs them time they do not have, or guesses, which costs you. Writing your own summary into the page is the highest leverage thing on this list.

Screening notes look roughly like this. These are illustrations of the form, not real candidates.

“BSA, 9 yrs, PC and claims. Guidewire PC + CC hands on, current role to date. Mississauga, no sponsorship, 2 wks notice. Shortlist, call today.”

“Good Guidewire background but last PC work ended Nov 2023, since then two BA contracts on a billing platform. Client screens hard on current PolicyCenter. Hold, call if the top three fall over.”

“Strong resume, no city, no dates with months, three employers I do not recognize. Would need 15 minutes on the phone just to work out what this person is. Not this week.”

That third note is the one that should sting, because that candidate may well have been the strongest of the three. They were not rejected. They were deferred into a week that never arrived.

And here is the submission summary that goes to the client if you clear the screening call.

Candidate: R. Shankar. Senior Business Systems Analyst, 9 years, property and casualty. Currently at Northline Insurance Group in Toronto, hands on with Guidewire PolicyCenter and ClaimCenter, led requirements for a four province PolicyCenter upgrade. Based in Mississauga, legally entitled to work in Canada with no sponsorship required, available on two weeks notice, open to three days onsite. Rate expectation confirmed and within range.

Every fact in that paragraph came from the top third of page one plus a fifteen minute call. That is not a coincidence. That is what the top third of page one is for.

Should I put my work authorization on a Canadian resume?

Yes, as one plain line about eligibility rather than a statement of your immigration history. Something like legally entitled to work in Canada, no sponsorship required, sitting under your contact details. It removes the largest unknown in the recruiter’s head and it stops them guessing. Employers may ask whether you are entitled to work here, so answering it early costs you nothing.

This is the single most under used line on Canadian resumes, and the cost of leaving it off falls hardest on people who do not need sponsorship at all. A recruiter looking at an international education history and a first Canadian role dated a few months ago will form an assumption, and assumptions in a two hour sorting session are rarely generous.

Your situation	The line to put on the resume	What the recruiter does with it
Canadian citizen or permanent resident	Legally entitled to work in Canada, no sponsorship required	Removes the biggest unknown, and you go into the call pile on merit
Open work permit with more than a year left	Open work permit valid to Aug 2028, no employer sponsorship required	Fine for contract and permanent work, and the expiry date answers the follow up
Employer specific work permit	Currently on an employer specific work permit, so a new role requires a new permit	Honest, and it saves two weeks for both of you. Some clients will still move
Study permit with work hour limits	Study permit with off campus work limits, currently studying at [institution]	Rules out most full time roles, and hiding it wastes everybody’s time
Outside Canada and needing sponsorship	Requires Canadian work authorization	Most contract requisitions stop here, and it is still better said than hidden

Two cautions. If you are on a study permit, check the hour limit currently in force on the federal immigration pages rather than a number you read anywhere else, including here, because it has changed more than once in recent years. And if your permit expires inside the term of a contract you are applying for, say so in the same line, because a recruiter who discovers it at the offer stage will not call you again.

One more thing worth knowing if you arrived recently. The Ontario Human Rights Commission has published guidance treating a blanket requirement for Canadian experience as a barrier that employers should not apply, and similar thinking exists elsewhere in the country. That does not stop it happening informally, but it does mean you should never write an apology for a foreign career on your own resume. State the work in Canadian terms instead, using the titles and system names Canadian employers use, and let the record do the arguing.

Why do the last eighteen months matter more than the last ten years?

Because the client screens for it. A hiring manager reading a submission asks what you are doing right now, and a recruiter who submits someone whose relevant work stopped three years ago has to defend that choice. Recency is not a judgment about your ability. It is the recruiter predicting the question they will be asked.

Mid-career candidates get caught by this more than anyone, because a decade of real depth sits behind them and the last stretch is often something else. Contract work outside the specialty. A permanent role that was more delivery than hands on. Six months out for a move or for family. Study. A layoff and a slow market.

None of that is disqualifying. What is disqualifying is leaving the recruiter to work it out.

The recency problem	How it reads unaddressed	The line that fixes it
Specialty work stopped in 2023	Skills are stale, client will ask, I cannot answer	A current focus line naming what you have kept current and how
Last eight months are blank	Something happened and nobody will tell me what	One honest line with the reason and your availability
Recent role is adjacent, not the target	Career drifted, is this person still interested?	A bullet in the current role naming the target work you still do
Certification is five years old	Nothing recent, no signal of currency	A dated recertification, course or project, with the month
Long tenure at one employer, one title	Have they done anything for eight years?	Split the internal phases into dated sub entries with their own scope

The fix is rarely a new job. It is a line. “Current focus: Guidewire PolicyCenter configuration and integration. Most recent hands on configuration work Jan 2026, on a broker portal rebuild.” Written by you, that sentence takes one line. Left unwritten, it takes the recruiter a phone call they will not make.

How do I make the title ladder make sense?

Give every role a market standard title with your internal title in brackets after it, keep the dates in months, and split a long tenure into its dated stages. A recruiter scanning two titles is checking whether the story goes forward. Anything that looks like a step backwards needs one line of explanation on the page, not in a cover letter nobody opens.

Three situations cause almost all the damage.

The internal title. “Technical Specialist III” and “Consultant Grade 5” describe a pay band, not a job. Nobody searches for them and nobody can sell them.

Before: Technical Specialist III, Northline Insurance Group, 2022 to Present

After: Senior Business Systems Analyst (internal title: Technical Specialist III), Northline Insurance Group, Toronto, ON, Mar 2022 to Present

The consulting assignment. If you spent four years at a services firm on one bank’s program of work, the bank is the recognizable name and the services firm is the employer. Put both on the page.

Before: Softline Global Services, Toronto, 2019 to 2023

After: Softline Global Services, on assignment to a Canadian retail bank, Toronto, ON, Mar 2019 to Nov 2023

The step that looks like a demotion. Manager back to senior analyst, or a permanent role followed by a contract, reads as a problem when it is silent and reads as a decision when it is explained.

Before: Manager, Application Support, 2018 to 2021. Senior Application Analyst, 2021 to Present.

After: Senior Application Analyst, Feb 2021 to Present. Returned to a hands on engineering track by choice after three years managing a 9 person support team.

One sentence. It ends the question before it is asked, which is the entire purpose of everything on this page.

Evidence or claims: bullets rewritten for the first scan

The first bullet of your current role is doing more work than the rest of the document combined, because it is the only prose most first pass readers see. Front load it, name the system, attach the number.

Requirements work

Before: Responsible for gathering requirements from stakeholders and preparing documentation as per business needs.

After: Wrote the requirements for a Guidewire PolicyCenter upgrade across 4 provinces, running 11 workshops with underwriting and claims, and took post release defects on the rating engine from 23 to 6.

Production support

Before: Handled production support tickets and worked on issue resolution and root cause analysis.

After: Ran Tier 2 support for a payments platform handling around 40,000 transactions a day, holding P1 first response inside 15 minutes and permanently closing the top 5 recurring incident types over 8 months.

Payroll operations

Before: Processed payroll for employees on a bi-weekly basis and handled statutory compliance.

After: Ran bi-weekly payroll for 1,850 employees across ON, AB and BC in Dayforce, including ROEs, year end T4s and the full CRA remittance schedule, with no late filings in 3 years.

Reporting

Before: Created various reports and dashboards for management using Power BI as required.

After: Rebuilt the claims leakage reporting in Power BI on top of a SQL Server model, cutting the monthly reporting cycle from 6 days to 1 and replacing 14 spreadsheets maintained by 4 people.

Project delivery

Before: Involved in end to end project delivery and coordination with cross functional teams.

After: Delivered a broker portal rebuild for 320 external brokers on a $1.4M budget, on schedule, coordinating a team of 12 across development, QA and two vendor partners.

The pattern is identical every time. Delete the phrase that describes the remit, name the system, state the change, attach the number. Do it properly for the top two roles and you can leave the older ones as they are, because the first scan is never going to reach them.

If you want somebody to look at yours the way a recruiter would, you can send your resume in for a screening read against the roles you are actually targeting.

What happens on the second pass?

Longer, and a different kind of reading. Now they check tenure across the whole page, look for the tools clustering in the same roles rather than scattered, read the second and third bullets of the current job, and start assembling the sentences they will put in front of the client. This is where a well built resume converts, and where a padded one falls apart.

Things that survive the first pass and fail the second are worth knowing, because candidates almost never see this stage.

Tools that appear in the skills list and nowhere else. If Guidewire is claimed at the top and never appears in a single bullet, the recruiter downgrades the claim rather than asking about it.
Numbers that do not hold together. A team of 40 in one bullet and a department of 12 in another, or a budget that changes size between roles.
Dense detail on an old role and thin detail on the current one. It reads as a career that peaked, whether or not that is true.
Achievements with no ownership. “Was part of a team that migrated 200 servers” tells the recruiter nothing about what you did.
A summary that promises a seniority the bullets do not show. Strategic leadership at the top, ticket queues underneath.

The second pass is also where the recruiter decides what to ask you on the call. Every specific number you put on the page is a question you have effectively chosen for yourself, which is a much better position than being asked something at random.

Common mistakes

Writing for the hiring manager instead of the recruiter. The hiring manager is the third reader, not the first. Your resume has to clear a sorter and a screener before it reaches anyone who cares about your craft in detail.

Treating the summary as the place for personality. It is the place for a title, a domain and three tools. Personality is for the call, where it works far better anyway.

Hiding a contract record. Unmarked short stints read as instability. Marked contracts read as a career. The only difference is the word contract and the end client.

Leaving eligibility, location and availability off the page. Three lines, and they answer three of the seven questions in the checklist. Nothing else on the resume gives that much back for that little space.

Sending the same resume to a staffing agency and to an employer portal. They are read by different people for different reasons. The agency version can be plainer and longer, because the recruiter is going to reformat it onto their own template anyway.

Applying to the same role through three vendors. It creates a duplicate submission clash at the client and it can remove you from consideration entirely. Pick one route in and tell whoever represents you if you have already applied direct.

Chasing a redesign when the problem is content. New fonts do not fix a page with no numbers on it.

Expert tips

Write the recruiter’s summary yourself and put it in line three. If you can say in one line what you are, in what domain, with which tools, you have removed the hardest part of their job. Almost nobody does this.

Print page one and cover everything below the top third. If a stranger cannot tell what you do, where you are and whether you can be hired, the first scan will not tell them either.

Order the skills list per application. Same list, different order. The first six items are the only ones anyone reads.

Give every number a source you could defend for five minutes. The first specific figure you cannot explain in an interview costs you more than all the vague bullets you replaced.

Settle your rate before the first call. Know the number, and know how your hourly contract rate and your salary equivalent relate to each other, because being asked to convert one into the other live on the phone is where people freeze.

Reply within a few hours during an active search. Responsiveness genuinely moves you up a shortlist, because a recruiter with a Thursday deadline will submit the person who answered on Tuesday.

Keep one master document and cut down from it. Tailoring should be deleting and reordering, never rewriting from nothing at midnight.

Ask a recruiter you trust to scan yours cold and tell you what they saw. Not what they thought. What they saw, in order, in ten seconds. It is the only honest test of the top third. If you would rather have that done for you, job support for experienced professionals runs on its own and does not require you to sign up for a course.

Your first scan checklist

FAQs

How long does a recruiter actually spend on my resume the first time?

Seconds, not minutes. The first pass is a sorting task, not an evaluation. A recruiter working a shortlist against a client deadline is putting each resume into a call pile or a not now pile, and they decide from the top third of page one. The careful reading happens later, and only to the resumes that survived the sort.

What is the very first thing a recruiter looks at on a resume?

Your most recent job title, the employer beside it, and the end date on that role. Those three items answer the only question the first pass is asking, which is whether you are plausibly the person this requisition is for. Everything else on the page is read afterwards, and only if those three survive.

Should I put my work authorization on my resume in Canada?

Does the recruiter read my whole resume before deciding?

Not on the first pass. They read the top third of page one, glance at the second most recent title to check the progression, and move on. Page two is opened for candidates who already made the call pile. That is why burying your best evidence in the third role down is the most expensive layout mistake mid-career candidates make.

Why do recruiters care so much about my most recent role?

Should I include a photo, my age or my marital status on a Canadian resume?

No. Canadian resumes carry your name, contact details, city and province, and nothing personal beyond that. No photo, no date of birth, no marital status, no social insurance number. Some employers will not forward a resume carrying those details at all, because human rights legislation makes hiring decisions touching protected grounds a problem they would rather avoid.

How do I show contract work without looking like a job hopper?

Tag every engagement as a contract on the title line, name the end client, and give the vendor or agency underneath. Six roles in four years reads as instability when it is unmarked and reads as a normal contracting record when it is marked. Add the contract length where it was a fixed term, so nobody assumes you left early.

Can an experienced candidate get help without joining a training program?

Yes. Mid-career candidates usually do not need a course. They need the top third of the resume rebuilt so a recruiter can sell them in three sentences, the titles matched to how Canadian employers name the work, and someone handling submissions and interview preparation. Campus4tech offers standalone job support with no training attached, and we continue working with candidates until they are successfully placed.

Summary

The first scan is the least fair moment in the whole hiring process, and it is also the most fixable. Nobody is weighing your eleven years. Somebody with a Thursday deadline and a hundred documents is deciding, in a few seconds, whether you are one of three people they can put in front of a client without having to explain anything.

So stop trying to win that moment with quality. Win it with clarity.

Put your real title where the eye lands. Put your city and province where they are looking for it. Close the eligibility question in one line so nobody has to guess. Put months on your dates so currency is obvious. Put a number and a system name in the first bullet of the job you are doing now. Explain, in one sentence each, anything on the page that would otherwise become a phone call the recruiter decides not to make.

Do that and the first scan stops being a lottery. Your resume gets read properly instead of sorted, and being read properly is all a good career has ever needed.

At Campus4tech we do this work with candidates every day: rebuilding the top of the resume so it survives a recruiter’s sort, matching titles and language to how Canadian employers describe the work, then handling submissions and interview preparation once the calls start. Experienced people rarely need a course, so job support runs on its own with no training attached, and we continue working with candidates until they are successfully placed. If your resume keeps getting sorted into the wrong pile, fill in the short intake form and someone will tell you plainly which part of your first scan is costing you the call.

Written by

Sumit Saxena

Delivery Lead

Focuses on candidate submissions, interview coordination and employer relationships.