How to Write a CV for a Recruitment Job

Entry-level (Less than a year of experience – graduates, college leavers, etc.)

Let’s start with the basics – your CV. If you want to break into recruitment without experience, it doesn’t have to be an uphill battle. Recruitment agencies hire for potential, not just past roles.

Focus your CV on:

• Transferable skills: communication, resilience, organisation, target-focus
• Academic achievements or work placements that show proactivity or commercial awareness
• Any sales, customer service, or fast-paced roles, even part-time

Structure your CV clearly:

1. Personal Profile
2. Education
3. Experience (use role titles like “Sales Assistant” or “Student Ambassador”)
4. Skills & Achievements

Best keywords to use for entry-level recruitment jobs

Agencies often search CVs using keywords. Include phrases like:

• Sales-driven
• Confident communicator
• Resilient and target-focused
• Commercially aware
• Keen to learn and progress in recruitment

An example opening statement for a graduate or entry-level recruitment role:

“Confident and motivated graduate with strong communication and people skills, gained through part-time work in retail and student leadership roles. Actively seeking a trainee recruitment consultant position where I can apply my sales instincts and drive for success.”

Mid-level

If you’re someone with a couple of years’ experience and have worked your way up the ladder, your CV should focus on impact; evidence of success in both client and candidate management.

Including points such as:

• Improved acceptance rate from X% to X%
• Increased billings target by X%
• Saved £X in external recruitment costs/generated £X in income over the last 12 months

When it comes to structure, you want to showcase your personal profile at the tip, touching on experience and proven results, before moving onto key skills and tools you use, experience – again, focussing on impact and tying it to commercials – before highlighting key achievements and education and qualifications.

It’s still a great idea to structure your CV in a similar way to an entry level role to ensure readability, but using words such as:

• Managed
• Delivered
• Converted
• Retained
• Exceeded
• Generated

And backed up by figures and evidence will help you stand out to any prospective employers.

How to prepare for a job interview

Entry-level (less than a year of experience)

If you’re fresh out of university or coming from a fast-paced retail or hospitality role, recruitment can be a brilliant next step. Many of the skills you’ve already developed – people skills, working under pressure, multitasking, problem-solving – are directly transferable. Employers in recruitment value attitude, ambition, and resilience just as much as prior experience. You don’t need to know everything about the industry yet – what matters is your drive and willingness to learn.

• Getting there: Research where the office is or test your tech if remote. Rehearse logging on. Recruiters will spot if you’re flustered – arrive 15 minutes early or have everything open in advance.
• Outfit choice: Aim for clean, well-fitting, smart casual attire. Overdressing beats underdressing.
• Know the company: Look at their tone of voice, client base, culture – this shows maturity and genuine interest.
• Common questions: Prepare for “Tell me about yourself” and lean into transferable skills (teamwork, customer service, multitasking).
• Ask great questions: Ask about training, career progression, and team support – this shows ambition.
• Body language: Sit up, smile, show energy. Enthusiasm is your superpower at this stage.
• Follow up: A quick thank-you email makes a big impact and demonstrates proactivity.

Mid-Level (Consultants/Managers)

If you’ve already got a few years under your belt – whether as a Recruitment Consultant, Account Manager, or Team Lead – you’re likely looking for that next push. Maybe you’re seeking a better culture, more ownership, or progression into leadership. You know what works (and what doesn’t) for you in a team and a business, and your interviews should reflect this. Mid-level interviews are less about potential and more about evidence: what results have you delivered, and how can you replicate them?

• Refine your pitch: You’re being assessed on potential and performance. Prepare structured success stories using the STAR method.
• Dress to match the brand: You’ve likely been to a few interviews by now. Read the room and mirror the business’s tone.
• Insightful questions: Ask about revenue goals, client ownership, tech stack – show you’re thinking like a future team leader.
• Body language: Let confidence come through, not arrogance. Smile, nod, and give space to the interviewer too.
• Follow up with purpose: Include a summary of how you’d hit the ground running – they’ll remember it.

Senior-Level (Directors/Heads/Principals)

If you’re a senior associate, director, or head of level, this stage in your career is often about legacy, impact, and long-term strategy. You’re not just looking for a new job – you’re weighing up whether this business aligns with your vision, leadership style, and growth goals. Whether you want to shape culture, lead teams to new highs, or prepare for a board role or exit, your interview should showcase leadership, commercial acumen, and strategic clarity.

• Strategic prep: Understand the business vision, leadership structure, and market positioning. Your questions should reflect this.
• Presentation matters: You might be asked to pitch a growth plan or show leadership style. Come armed with data.
• Questions to ask: Enquire about board expectations, budget control, succession planning – this marks you as leadership material.
• Body language: Executive presence is key – calm, measured, with open gestures.
• Post-interview follow up: Include a value-led summary with strategic insights or a few action points you’d pursue in your first 90 days.

Questions to ask in a recruitment job interview

A job interview is your chance to find out more about the role and the business, while also showing you’re engaged, understand the industry, and are serious about finding the right fit – not just any job. Here are some great interview questions to ask in your next recruitment job interview – whatever your level.

Entry-Level (less than a year of experience)

You’re showing curiosity, enthusiasm, and a desire to grow. These questions signal you’re thinking ahead and open to development.

Good questions to ask:

• What does a typical day or week look like for someone in this role?
• What training and onboarding do you offer for someone new to recruitment?
• How do you measure success in your junior consultants during their first 3–6 months?
• Can you tell me more about the career progression pathways here?
• What kind of support is available if I’m struggling to hit targets?
• Do new consultants usually start with existing clients or build from scratch?
• What makes someone really successful in your team?
• What does the team culture look like day-to-day?

Mid-Level (Consultants/Senior Consultants/Managers)

You’re being hired not just for skills, but for commercial understanding and growth potential. Ask about autonomy, performance, and development.

Good questions to ask:

• What does success in this role look like after 6 or 12 months?
• What are your biggest business goals this year, and how will this role contribute?
• How are accounts and clients typically allocated?
• What KPIs or metrics matter most here – is it revenue, activity, client retention?
• How much autonomy would I have over my desk or sector?
• How do you support consultants moving into management or leadership?
• Are there cross-functional teams (e.g., delivery, marketing, operations) I’d work with?
• How do you recognise or reward top performers beyond commission?

Senior-Level (Principals/Heads of/Directors)

At this level, your questions should reflect strategic thinking, leadership interest, and an eye on commercial impact. You’re assessing alignment with the board or senior vision.

Good questions to ask:

• What are the key strategic priorities for the business over the next 12–24 months?
• What are the current challenges facing the leadership team?
• How is success measured for someone in this leadership role?
• What is the long-term vision for the team/sector I’d be leading?
• How much influence would I have over hiring strategy, growth plans, or P&L decisions?
• What’s your retention like at senior level, and what keeps your leaders here?
• What kind of reporting structures and board engagement would this role involve?
• Are there equity, profit-share, or long-term incentive opportunities available?

How to negotiate a salary in a job interview

Entry-Level

• Benchmark wisely: Use Glassdoor, LinkedIn, and job ads. Be mindful not to oversell, but don’t undersell yourself, either. Take into consideration what you bring to the table, aligning with industry averages for your area.
• Negotiating early pay: Highlight potential and eagerness to learn, not just experience. You may be able to agree on an enhanced pay structure that rewards you for hitting targets.

Mid-Level

• Build a business case: Use data on revenue generated, client wins, or cost savings to showcase why you deserve your desired salary.
• Broaden the conversation: Ask about bonuses, L&D budgets, and equity options – not just base salary. These can significantly impact your overall package and put you in a good position to negotiate further in the future.

Senior-Level

• Own your value: Present your track record in strategic growth, team leadership, and margin improvement. Show your potential employer what you can bring to the business and the ROI they will get.
• Negotiate like a partner: Think long-term – board influence, shares, profit splits, exit potential, etc., are all things you want to negotiate at a senior level. You want to be a part of the business, not just another number.

If you’re looking for a new role, get in touch with our team, or browse our vacancies here.