The screening software decides whether a human ever sees it. Then the human spends seconds on whatever survives. Two readers, two standards, one document that has to satisfy both.
Before anything is agreed and before any money moves, we will read what you send and tell you where it stands: what is working, what is quietly costing you interviews, and what we would rebuild.
That read costs you nothing. It is the fastest way for both of us to find out whether this is worth doing.
Most applications now pass through screening software before a person sees them. That software does not see your document the way you do. It extracts text, and whatever survives extraction is what gets scored.
Tables lose their column order. Text inside headers and footers is often dropped entirely. Icons carry no meaning. Multi-column layouts interleave into nonsense. A logo where your name should be means the file has no name on it.
We check the plain-text extraction before the file is sent to you, because that is what the system actually reads. A resume that looks considered and parses badly is worse than a plain one that parses cleanly, and you never find out which yours is.
Most resumes are written as a record of what someone has done. Chronological, complete, accurate, and organised around the writer.
The ones that work are organised around the decision being made. A hiring manager is not reading your history. They are answering one question: can this person do the thing I need done, and is there evidence. Everything that does not serve that question is competing with the parts that do.
So we rebuild for the role you are actually applying to, not for a template. Where you are applying to two materially different roles, that is two documents, and we will say so rather than let one blunt version go to both.
The resume or CV. The cover letter, where one is genuinely read. The LinkedIn profile. And the through line that makes all three sound like the same person.
A resume that says one thing and a LinkedIn profile that says another is a flag, and it is checked more often than people expect. The dates, the titles and the story have to hold up side by side.
Resume and CV are not interchangeable. Which one you need depends on the sector and the country you are applying into, and getting it wrong is its own filter. That is settled at the consultation.
A graduate with five years of customer-facing operations was applying into hospitality and into aviation at the same time.
One resume could not carry both. A hotel is deciding whether you can run a front desk through a peak season. An airline is deciding whether you can hold a cabin. So we built two, each written for the decision being made in that sector, and said plainly why one blunt version sent to both would have cost more than it saved.
Alongside them, a list of the job titles to actually search for. Front office, rooms division, banqueting, conference and events, cabin crew and the rest, written as the exact strings to type into a job board. Someone searching "hotel job" is looking at a different market to someone searching "Rooms Division Coordinator."
Nothing was invented. No role, no date, no qualification. What changed was how the same record was presented and argued.
No client or employer is named here, and none ever will be.
Nothing. Send us what you have and we will tell you where it stands, before anything is agreed and before any money moves.
It follows the brief. A single resume, a resume and cover letter, two tailored versions for different roles, or a full set with LinkedIn are different jobs. You have a figure the same day, in writing, before anything starts.
It is a different job rather than a harder one. A career change resume has to translate what you have done into the language of the sector you are entering, and lead with transferable evidence rather than job titles. Tell us the target role at the consultation, because it changes the structure, not just the wording.
Yes, and we would rather do it alongside the resume than after. The two documents are read together more often than people assume, and they need to agree.
It depends on the scope and on how fast you turn round the questions we ask you. You will have a date in writing before you pay, not after.
Yes. We rebuild how your record is presented and argued. We do not invent roles, dates, qualifications or employers, and we will not put a document out that we would not stand behind if someone checked it.
Tell us what you have and when it is due. We will tell you plainly whether we are the right people for it.
