Staff Engineer Resume:
The Complete 2026 Guide

Format, profile summary, work experience, bullet points, and the technical skills section recruiters screen for. Built from 13 years of recruiting, including many years at Google.

Emmanuel Gendre, former Google Recruiter and Tech Resume Writer

Authored by

Emmanuel Gendre

Tech Resume Writer

Last updated: May 27th, 2026 · ~11 min read

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Ex-Google Recruiter
Emmanuel Gendre, former Google Recruiter and Tech Resume Writer

From the author

Emmanuel Gendre, ex-Google recruiter

My experience with Staff Engineer resumes

Twelve years in tech recruiting, including a long stretch at Google, and the Staff Engineer resume has a recognizable failure mode: it reads as a Senior Engineer with a longer title and the same scope. Hiring engineering directors and principal-track hiring loops spot it instantly. What they want is the cross-cutting signal: the multi-year technical strategy you authored that 4 squads still build against, the foundational library you shipped that 28 engineers import daily, the ADR portfolio your peers reuse, the staff engineer you coached into principal, the architecture decision you defended at the engineering council that saved a year of integration work. None of that lands when the resume reads like a team-bound Senior.

What hiring teams actually want in 2026 is the cross-cutting outcome story behind the architecture. A Staff Engineer resume reading as "owned a system, mentored engineers, ran technical reviews" without a staff archetype framing, a multi-team outcome, or a technical strategy you authored gets dropped before any conversation happens.

That gap is exactly what this guide closes. Five sections decide whether the Staff Engineer screen even starts, and the rest of this guide goes through them one at a time. The single goal: interviews back on the calendar, regardless of how soft the market feels right now.

Want the rewrite done for you? My Tech Resume Writing Service rebuilds the page from a blank file. Already have a draft and just want trained recruiter eyes on it? Drop it into the free review; every one passes through me directly and the notes come back from me.

Time to get your Staff Engineer resume opening calls instead of getting filtered. Let's start.

What the Staff Engineer resume guide covers

How I rewrite a Staff Engineer resume

A Staff Engineer resume crosses my desk regularly, through both the resume writing service and the free reviews. The pattern holds: roughly nine-tenths of the page contributes nothing, and the decision rides on five sections only. Going solo? Concentrate effort on those five, leave everything else alone.

Each step has a self-contained section below. Move through them sequentially, apply the edits as you go, and the resume you end up with reads as a different document entirely. The structure:

Want the method behind it? Here's how I rewrite resumes, laid out in full.

Step 1 · Staff Engineer Resume Format

The format to use for an
Staff Engineer resume

Knock this one out first: the ATS has to be able to ingest the page.

Most online advice on layouts is noise. The work boils down to one thing: a text parser has to pick up your content and structure exactly as you wrote them, with nothing dropped along the way.

Keywords matter for filtering further down the funnel (that's Technical Skills, Step 5), but parsing failures are what eliminate 95% of resumes before anyone reads a word.

Three short rules cover most of it:

01

Use a text editor (Word, Google Docs)

An ATS pulls text and nothing else. If the file isn't actually text on the page, the parser comes back empty-handed. Lay the resume out in Canva or Illustrator and every line becomes a flat raster image, so the automation frameworks and CI tools you spent hours listing simply vanish. From the parser's view, you submitted a blank document.

02

Single column, plain layout

Pull every column, sidebar, table, and image out of the layout. ATS engines in 2026 still chew them up, and this is the single most common parsing failure I catch in reviews (about three drafts in ten land here). Switch to a clean single-column layout and most of the parsing damage corrects itself.

03

Simple section titles

Use Profile Summary, Technical Skills, Work Experience, Education. Not "Bugs I've Caught", not "What I Bring to Quality". ATS and recruiters both look for standard headings, and a clever label just drops you out of the bucket. Avoid fuzzy ones too: "Core Competencies" lives inside Profile Summary or Technical Skills; "Career Highlights" lives inside Profile Summary or Work Experience.

Unsure how your current PDF holds up under parsing? Run it through the ATS resume checker and look at the extracted output side by side with the page. When the extracted version comes out broken, the bullets aren't the problem, the layout is, and layout is most of how an ATS scores you.

Want a clean slate that parses correctly out of the box? Grab the Staff Engineer resume template, designed for exactly that.

Step 2 · Staff Engineer Profile Summary

Writing a profile summary
for a Staff Engineer

Whatever you've read elsewhere, no resume should skip the Profile Summary. Juniors included.

If yours is missing, or it's there but weak, fixing it is the biggest single win on the table today.

All the mechanics sit inside how recruiters screen resumes. Quick version: a recruiter runs your resume twice. Pass one prunes the pile to anyone who looks credible for the role. Pass two distills that group into the actual shortlist for interviews.

Pass one is the punishing one: a recruiter cycles through file after file at a sprint, spending only seconds on each. That is where the well-known "10-second screen" stat comes from.

The Profile Summary is your only opportunity to land every cue a recruiter looks for inside that tight window. Stick it and the rest of the page gets opened; whiff it and nothing else carries weight.

Every bullet has a defined role. Below is the playbook I use when rewriting a Staff Engineer profile summary: what each line is on the hook for, plus a worked example tied to a real product.

1

Target job title, overall experience & product scope

Bullet 1 sets the marker: the role you're aiming at, your seniority, plus the technical domain and cross-cutting scope (payments platform, ML platform, multi-region infra; squad count influenced, engineer count influenced, tech stack). Add a regulated industry (fintech, healthcare, e-commerce) and a recognized employer if either lifts weight. Read this sentence as the page's top headline: a recruiter clocks it before anything else, and on rushed days it is sometimes the only line they reach.

Info for recruiters Target job title Years of experience Technical domain & cross-cutting scope Domain & employer
Example Staff Engineer 11 years Payments platform, 4 squads, 28 engineers, Java + Go on AWS Ex-Stripe, StaffPlus speaker, B2B fintech
2

Domain expertise

Bullet 2 covers your domain expertise: the slots that make up the Technical Product Manager role profile (laid out in Step 3, Staff Engineer Work Experience). For this role those slots are technical product strategy and architecture, platform and API roadmap, engineering trade-offs and build-vs-buy, developer experience and platform adoption, and technical metrics and SLOs. A hiring engineering manager walks that scorecard line by line and ticks off your entries. Treat this bullet as your own scorecard and leave no row empty.

Info for recruiters Technical strategy & vision System architecture & cross-cutting design Technical influence without authority Engineering standards & best practices Mentorship & IC career development
Example 3-year payments-platform strategy authored 11 APIs consolidated across 4 squads Architect archetype, 28 engineers influenced Code-review & ADR standard org-wide 2 ICs grown to senior, 1 to staff
3

Your tech stack

Bullet 3 names your daily stack: the language and framework, the distributed-systems pattern, the cloud and orchestration, the observability stack, and the technical-leadership signal. The full inventory lands further down under "Technical Skills" (covered in Step 5, Staff Engineer Technical Skills); up here you only call out the daily drivers. For a Staff Engineer that means: language, distributed systems, cloud, observability, and leadership signal.

Info for recruiters Language & framework Distributed systems Cloud & orchestration Observability Technical leadership
Example Java 21, Kotlin, Go, Spring Boot, Quarkus Event-driven, sagas, sharding, multi-region AWS, Kubernetes, Terraform, Docker Datadog, Honeycomb, OpenTelemetry, SLOs ADRs, RFCs, Larson archetypes, mentoring
4

Collaboration

Bullet 4 covers your cross-functional partnership. A Product Manager sits at the intersection of Engineering (who builds it), Design (who shapes it), Sales and Customer Success (who carry the customer signal), Marketing (who positions and launches it), Data and Analytics (who instruments and measures it), and executive leadership (who funds it). A hiring manager checks whether you carry those relationships cleanly, so name the partner teams and the touchpoints you owned.

Info for recruiters Partner teams Architecture council representation Cross-team technical strategy
Example Engineering Management Product Management Design & UX SRE & Platform Peer Staff Engineers
5

Leadership

Bullet 5 surfaces your technical leadership. Leadership for a Staff Engineer is the system you set as the default: the multi-year technical strategy you authored that the org now operates from, the foundational library your peers import daily, the code-review rubric every squad now uses, the senior you coached into staff, the architecture council you chair.

Info for recruiters Multi-year strategy you authored Foundational libraries & ADRs shipped Senior ICs grown to staff
Example 3-year payments-platform strategy author Foundational SDK + ADR portfolio author Mentored 5 ICs, 2 promoted to senior, 1 to staff

Staff Engineer Profile Summary Example

Staff, payments-platform domain across 4 squads (28 engineers) at a B2B fintech, Java + Go on AWS

Profile Summary

  • Senior Staff Engineer with 9 years leading a 7-engineer back-end squad on a high-traffic B2C checkout platform in Java + Go on AWS EKS, e-commerce.
  • Strong on Technical Architecture & Design, Hands-On Coding & Code Review, Squad Roadmap & Planning, Engineering Mentorship & Growth, and Operational Excellence & On-Call.
  • Day-to-day across Language (Java 21, Kotlin, Go, Spring Boot, Quarkus), Cloud (AWS EKS, Terraform, Docker, Helm), Data (PostgreSQL, Kafka, Redis, DynamoDB), Observability (Datadog, Honeycomb, OpenTelemetry), and Architecture (DDD, event-driven, hexagonal, CQRS).
  • Cross-functional partner across Engineering Management, Product, Design, SRE / Platform, and peer Staff Engineers, owning the checkout rewrite that cut P99 latency from 1.2s to 240ms across 80M monthly orders.
  • Chairs the weekly architecture review, authored the code-review rubric and on-call playbook, mentored 4 engineers (3 promoted to senior), and wrote the cross-squad RFC that aligned three teams on a shared data contract.

Want to go deeper on this one? I cover it end to end in my guide on how to write a killer profile summary.

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Step 3 · Staff Engineer Work Experience

Work experience on an
Staff Engineer resume

Now back into round two. This is the section that determines whether you get the call at all, and a recruiter actually slows down here. Even so, 95% of the decision still comes from your most recent role.

The logic is simple. Your current job is the truest signal of how you operate today, what you actually run hands-on, and where your seniority genuinely sits. To turn the screen toward an interview, that role has to cover every line in the full Staff Engineer role profile, one bullet per area you already named in the Profile Summary's Domain Expertise block.

1

Technical Strategy & Vision

You write the multi-year technical strategy the org builds toward. Without one, teams optimize locally and the architecture fragments, so hiring managers want a strategy squads actually adopted. Talk about how you used a multi-year technical strategy and an investment thesis, in Notion, to get squads to adopt it and redirect engineering effort.

Engineering Techniques Multi-year technical strategy authoring Tech Strategy = Diagnosis + Approach + Coherence Architect / Right Hand archetype (Larson) Domain consolidation & investment thesis
Tools Notion, Confluence, Google Docs Miro / FigJam for strategy maps Loom for async strategy share-out
Metrics Strategy adopted across N squads Engineering hours redirected by strategy Multi-year roadmap items shipped
2

System Architecture & Cross-Cutting Design

You design the architecture many teams end up building on. Cross-cutting design at scale is genuinely hard, so hiring managers want a pattern that held P99 at scale, not a diagram. Show them how you used an event-driven backbone and multi-region sharding, with Kafka and Temporal, to get services onto the pattern and hold P99 at scale.

Engineering Techniques Event-driven backbone, sagas, outbox Multi-region sharding & idempotency API consolidation & contract design C4 model, capacity / failure modeling
Tools Structurizr, PlantUML, Excalidraw Kafka, Temporal, AWS EventBridge DynamoDB, PostgreSQL, Aurora multi-region
Metrics Squads / services adopting the pattern P99 latency at scale Failure-mode coverage in design review
3

Technical Influence Without Authority

You move the whole org's engineering without managing anyone. Hiring managers look here to see whether you can align squads by influence, or only when you have authority. Point out how you used cross-squad RFC facilitation and stakeholder alignment, in RFC repos, to align squads on multi-team initiatives.

Engineering Techniques Cross-squad RFC facilitation Stakeholder mapping & persuasion Pairing & co-design with peers Reframe-and-align (Larson)
Tools GitHub Discussions, RFC repos Notion / Confluence decision logs Slack staff+ channels, Loom share-outs
Metrics Cross-squad RFCs closed per quarter Decisions reversed (lower is better) Squads aligned per multi-team initiative
4

Engineering Standards & Best Practices

You set the standards every team codes to. Standards only count if they get adopted, so hiring managers want a real defect trend, not a style guide nobody reads. Mention how you used review rubrics and CI quality gates, with SonarQube and ArchUnit, to get standards adopted across squads and cut the defect trend.

Engineering Techniques Code-review rubrics & standards Language style guides & linters Testing pyramid / contract testing standards Security & quality CI gates
Tools SonarQube, Codacy, ArchUnit GitHub Actions / GitLab CI quality gates Pact, Testcontainers, Spectral linter
Metrics Standards adopted across N squads Defect / bug trend reduction Code-quality / SonarQube trend
5

Mentorship & IC Career Development

You grow senior engineers into the next staff engineers. The org levels up when its ICs do, so promotions you drove tell a hiring manager you scale technical talent. Walk them through how you used promotion cases and system-design coaching, in Lattice, to promote ICs to senior and staff and retain them.

Engineering Techniques Senior-to-staff promotion case authoring Weekly system-design coaching Code-review as a teaching surface Staff-engineering reading groups
Tools Lattice, 15Five, CultureAmp Notion / Confluence growth pages Slack DMs & growth threads
Metrics ICs promoted to senior / staff Retention of senior ICs Internal mentorship NPS
6

Operational Excellence & Production Maturity

You raise how the whole org runs things in production. A green dashboard isn't maturity, so hiring managers read an SLO and chaos program as production the org can trust. Lay out how you used an SLO program and chaos engineering, with Sloth and Chaos Mesh, to hold SLO attainment across services and cut severity-1 pages.

Engineering Techniques SLO / error-budget program design Chaos engineering practice introduction On-call quality investment program Postmortem culture & review
Tools Sloth, Nobl9, OpenSLO Chaos Mesh, Gremlin, AWS FIS Incident.io, PagerDuty, Opsgenie
Metrics SLO attainment across N services Severity-1 pages per quarter (down) MTTR across the org
7

Hands-On Code Investment & Foundational Libraries

You build the foundational libraries the org depends on. Two things ride on it for a hiring manager: engineers who build on your library, and a release cadence they can rely on. Spell out how you authored a foundational SDK and resilience libraries, released through Maven Central, to get engineers depending on it and adopting each release.

Engineering Techniques Foundational SDK / framework authoring Resilience & correctness library design Open-source contribution & upstreaming Deep dives on critical hot paths
Tools Java / Kotlin / Go for foundational code GitHub Actions for SDK release pipelines Maven Central, Artifactory, GitHub Packages
Metrics Engineers depending on the library Release cadence / adoption velocity Issues / PRs closed monthly
8

Cross-Org Glue & Stakeholder Alignment

You connect engineering strategy to the execs who fund it. Companies keep the staff engineers who move the org, not the ones who only go deep alone, so this stands out. Tell them how you ran platform-investment updates and an architecture council, in Pitch, to present at exec forums and align across orgs.

Engineering Techniques Quarterly platform-investment update for exec Architecture council facilitation Board-of-engineering presentation Cross-org strategy offsite co-org
Tools Pitch, Google Slides, Keynote Confluence / Notion narrative docs Loom for async exec updates
Metrics Exec forums presented at per quarter Cross-org alignment NPS Strategy adoption across N orgs

Once you address all of the above, the most recent role lands at roughly eight to ten bullets. That depth is on target, not bloat, no matter what the single-page rhetoric on LinkedIn keeps repeating. Recruiters do not grade pages; two dense pages of real content win against a thin single page every time. The thing killing the screen is padding: lines that take up room without saying anything, and cutting padding is what the next section is entirely about.

Step 4 · Staff Engineer Bullet Points

Bullet points for an
Staff Engineer resume

On any rewrite, the bullet section consumes the largest share of my hours. The disciplined method I built to handle it, the Level System, came out of that work and now runs across every guide on the site.

The underlying base isn't fictional: it builds on Google's XYZ formula, then pushes further for power-electronics specificity. The mechanics in full live at how to write resume bullet points.

Best way in: pick any ordinary QA bullet and rebuild it one layer at a time. The framework runs 5 questions, and each answer adds the next layer of engineering depth onto the line.

Walking them in sequence drives the bullet out of generic description and into the framework, CI, and coverage specifics that hiring managers actually evaluate when picking the QA interview shortlist.

  1. 1 Task “What did I work on?” What you did
  2. 2 + Engineering Techniques “How did I do it?” How you did it
  3. 3 + Tools “What tools did I use?” Frameworks, data stores, infra
  4. 4 + Method “What method did I follow?” Named methodology
  5. 5 + Metric “What was the result?” Quantified impact

  1. Level 1, Just the task. Write down one Staff Engineer job you finished from start to end. That is the bare version, so the next 4 levels are where you actually win.

    Level 1

    Just the task

    Consolidated payments APIs across 4 squads at a B2B fintech.

  2. Level 2, Add the techniques. Spell out the work behind it: contract unification and incremental migration. Anyone can say they built it, and that is what makes a bullet worth reading.

    Level 2

    + Engineering Techniques

    Consolidated payments APIs across 4 squads at a B2B fintech using contract unification and incremental migration.

  3. Level 3, Add the tools. Time for the tech itself: Java, Go, and AWS. Recruiters search their database by tool, and exact terms are what the filter wants.

    Level 3

    + Tools

    Consolidated payments APIs across 4 squads at a B2B fintech using contract unification and incremental migration in Java and Go on AWS.

  4. Level 4, Add the method. Add how the team operated, meaning Architect staff archetype. The hiring manager is usually the person enforcing that method, so be specific about which one.

    Level 4

    + Method

    Adopted the Architect staff archetype to consolidate payments APIs across 4 squads at a B2B fintech using contract unification and incremental migration in Java and Go on AWS.

  5. Level 5, Add the metric. The last piece is the measurement, integration time from 6 weeks to 5 days. A number does two jobs at once, and without it the whole build-up is wasted.

    Level 5

    + Metric

    Adopted the Architect staff archetype to consolidate payments APIs across 4 squads using contract unification and incremental migration in Java and Go on AWS, cutting integration time from 6 weeks to 5 days across 11 APIs.

For the full walkthrough, including the trick I use to extract numbers from work that looked unmeasured, see writing resume bullet points. Most Staff Engineers already have the data: cross-squad integration time, P99 latency, foundational-library adoption, ICs promoted, strategy adoption rate, ADRs shipped, on-call pages prevented, SLO attainment across services. It just never made it onto the page.

Step 5 · Staff Engineer Technical Skills

Technical skills for a Staff Engineer resume

The ATS parses your Technical Skills section, and some systems use it for keyword filtering. That's why it needs to echo the language on the job description you're targeting.

By now, though, we're down to the fine details. Nailing this section gives you a nudge through filtering and screening, but the real weight is carried by your Profile Summary, Work Experience, and Bullet Points.

Still, the skills and keywords accumulate over the whole resume, so it pays to know what an ATS and a recruiter both watch for. That's why a separate page exists covering every Staff Engineer skill that matters, technical and soft, with a built-in keyword parser that tunes it to a specific posting.

  1. Languages & Frameworks

    JVM: Java 21, Kotlin, Spring Boot, Quarkus, Micronaut Go: idiomatic Go, gRPC, context-based concurrency Python & TS: FastAPI, Django, Node, TypeScript, NestJS Patterns: hexagonal, ports & adapters, CQRS, DDD Build: Gradle, Maven, Bazel, monorepo tooling SDK design: backwards-compat, versioning, deprecation

  2. Distributed Systems & Architecture

    Patterns: event-driven, sagas, outbox, CQRS, hexagonal Scale: sharding, multi-region, idempotency, backpressure Messaging: Kafka, Temporal, NATS, RabbitMQ Storage: PostgreSQL, DynamoDB, Cassandra, Aurora Modeling: C4 model, Structurizr, capacity planning API design: OpenAPI, gRPC, GraphQL, contract consolidation

  3. Cloud & Infrastructure

    Clouds: AWS (EKS, ECS, Lambda, S3, RDS), GCP, Azure Orchestration: Kubernetes, Docker, Helm, Crossplane IaC: Terraform, Pulumi, CloudFormation, Ansible CI / CD: GitHub Actions, GitLab CI, ArgoCD, Buildkite Service mesh: Istio, Linkerd, Consul Multi-region: active-active, replication, failover playbooks

  4. Observability & Quality

    APM & tracing: Datadog, Honeycomb, New Relic, Jaeger Metrics: Prometheus, Grafana, OpenTelemetry, Mimir SLO tooling: Sloth, Nobl9, OpenSLO, Datadog SLOs Chaos: Chaos Mesh, Gremlin, AWS FIS, Toxiproxy Testing: JUnit 5, Pact, Testcontainers, k6 Quality gates: SonarQube, Codacy, ArchUnit, Spectral

  5. Technical Leadership

    Decision records: ADRs (MADR), RFCs, system-design docs Strategy: Larson archetypes, Rumelt diagnosis / approach Influence: stakeholder mapping, reframe-and-align Mentorship: senior-to-staff promotion case authoring Hiring: staff+ loop design, principal-track interviewing Glue work: board-of-engineering, exec narrative authoring

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You now have the format, the profile summary template, the role profile, the bullet system, and the skills categories. All that's left between your draft and the interview is a set of eyes that screened thousands of Staff Engineer resumes telling you what to fix.

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Frequently asked

Staff Engineer resume FAQ

Maps to the systems you have shipped and the cross-org influence you have built. Below 8 years, a single page usually fits. At Staff or Senior Staff, with multi-squad architecture you have driven, a technical strategy you have defended at the engineering council, ADRs your peers reuse, and ICs you have grown into senior and staff roles, two pages is the correct call. The "one-page rule" from generic career advice doesn't apply to Staff Engineers. Padding hurts, but so does compressing a decade of cross-cutting technical leadership into a single sheet. My tech resume length framework grows with seniority instead of locking to a page total.

Not by default. The real question is content density. First-time Staff Engineers fit on one page because there is not enough cross-cutting work to fill more. At Senior Staff level, with multi-year strategy authored, multi-team architecture defended, foundational libraries shipped, and ICs grown to senior and staff, forcing it onto one page deletes the exact evidence that would open the screening call.

Your most recent role, hands down. Roughly 95% of the screening conversation comes from that one role, because hiring teams open it first to check the staff archetype you operate as (Architect, Right Hand, Tech Lead, Solver), the technical domain you own (payments, ML platform, multi-region infra), the engineer scope influenced (squads, org, multi-org), and the technical or latency number you moved. The profile summary is second only because it sits above and gets read on the way down.

Keep it single-column: drop the header icons, sidebars, and images, use plain section titles (Profile Summary, Technical Skills, Work Experience, Education), and export to PDF instead of DOCX. Then run it through my free ATS parser tool and check it is pulling out the language, the cloud, and the influence keyword. If "Java" or "AWS" or "technical strategy" vanishes from the output, the layout is what is broken, not the content.

For 2026, the ones you can not skip are a product management platform (Productboard, Aha!, Jira, or Linear), an analytics platform (Amplitude, Mixpanel, Pendo, or Heap), a discovery methodology (JTBD, Continuous Discovery, or Opportunity-Solution Trees), an experimentation tool (Optimizely, LaunchDarkly, or GrowthBook), and a planning framework (OKRs, North Star metric, or RICE). Strong supporting keywords are roadmap, PRD, user research, A/B testing, ARR, MAU, activation, retention, NPS, and go-to-market. Senior candidates add terms like product strategy, portfolio management, board reporting, P&L ownership, and 0-to-1 launches where relevant. The full list of Staff Engineer resume skills, ranked by demand, includes a bullet example for each.

GitHub matters a lot for Staff Engineer. A repo that shows real engineering craft (a foundational library you authored, a meaningful open-source contribution, a public ADR portfolio, a system-design doc you published) lands well and is exactly what hiring engineering directors click on. Conference talks (QCon, GOTO, KubeCon, StaffPlus) land equally well. For Senior Staff, the strategies you authored and the multi-year outcomes you defended at past employers carry most of the proof, so LinkedIn plus a one-paragraph strategy summary per role covers it. AWS Solutions Architect Professional, CKS / CKA, or published staff-engineering writeups are worth mentioning when present.

Lead with whichever language the role uses. Hiring engineering directors check the headline language first, so it has to show up in the profile summary, in the skills row, and in your strongest bullets. Add the other two only when there is real backing behind each (a Java multi-team migration you drove, a Go control-plane rewrite you authored, a Python ML platform you architected). Three languages with nothing behind them comes off as a checklist and gets read that way.

Target five bullets, treat six as the hard cap. A paragraph asks a hiring manager to read carefully inside a window that exists only for scanning, which never happens on a first pass. As bullets, they pattern-match you against the staff archetype, the technical domain, and the cross-cutting outcome you moved in under a second and decide whether the page deserves more attention.

Who wrote this

Built by an ex-Google recruiter

Emmanuel Gendre, former Google Recruiter and Tech Resume Writer

Emmanuel Gendre

1,500+ tech resumes rewritten · 4.9 on Fiverr from 419 reviews

Hi there! I'm Emmanuel, a tech recruiter with 13 years of experience, including many years at Google. I founded TechieCV to help candidates pass recruiter screens and land top-paying jobs. This guide is the process I use on real client resumes.

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