7 resume fixes that get more interview calls
Small, practical changes our recruiters wish every candidate made.
Every hiring manager knows the pain of a bloated shortlist: twenty profiles, three phone screens, and nobody who quite fits. Our six-stage process exists so that the profiles you see have already been measured against the role, not just matched on keywords.
1. Need analysis. Before we source anyone, we spend 20 to 30 minutes with the hiring manager. We ask what the person will actually do in their first six months, what the team is missing today, which skills are must-haves and which can be learned, and why the last person in the role succeeded or left. This brief is what every later stage is measured against.
2. Sourcing. We search our own talent pool of past applicants first, then reach out through referrals and targeted outreach to people who are not actively looking. Our matching tools rank candidates by skills, but a recruiter reads every profile before we call anyone.
3. Candidate evaluation. Each candidate has a structured screening call that covers the role's core skills, notice period, salary expectations and reasons for moving. For technical and finance roles we add a short skills assessment. Only candidates who clear this call move forward.
4. Interview presentation. You receive a short, curated shortlist, usually three to five people, with a recruiter note on every profile explaining why they fit, any gaps we found and what they expect. You can respond to each profile with Interested, Maybe or Not a fit, and we adjust the search as we learn from your feedback.
5. Background checks. Before an offer, we verify employment history, education and references, with the candidate's consent. It is far cheaper to find a discrepancy now than three months after joining.
6. Offer and closure. We manage salary negotiation, the resignation and notice period, and stay in touch with the candidate until joining day. Most drop-offs happen between offer and joining, so this is where a recruiter's follow-up matters most.
The result is fewer interviews, faster decisions and better retention. If you would like to see how this works for a role you are hiring for, share your requirement on our Hire a Team page.