Your CV from a recruiter’s perspective: Matt Goddard
Our ten carefully selected questions will help you understand how recruiters look at your CV. Scroll to the bottom for other interviews.
Who is Matt Goddard?
Matt is a very experienced recruiter: in 15+ years of experience, he interviewed thousands and hired over 500 candidates. From fashion retail recruitment, he progressed to Executive Recruiter at Zalando, hiring Director to SVP roles. At Talentful, he scaled teams for tech unicorns like Personio and Einride. He now specializes in executive recruitment for high-growth tech companies, leveraging deep industry expertise.
Connect with Matt on LinkedIn.
How much time do you typically spend reviewing a single CV?
It very much depends. Typically, only a couple of minutes at first glance. I skim-read the most important elements before deciding if a candidate is suitable (or potentially suitable). I will review it again before speaking to a candidate and make notes on what I want to dive deeper into during my screening call.
What are the first three things you look for in a CV?
A clear, easy-to-read layout. A compelling profile/heading, to understand their ‘elevator pitch’. Results, not responsibilities. I don’t want to see a list of tasks. I want to see tangible achievements so I can start to understand the impact they’ve had in their previous roles.
How important are formatting and visual appeal when reviewing a CV? What makes a CV easy or difficult to read?
Formatting is important. I don’t usually like to see different colours or fancy graphics (unless it’s for a creative role where it makes sense). Clear, clean, and easy to read in a recoignised font is what I look for. This makes a CV easy to read.
What common mistakes do you see in CVs that immediately turn you off?
Generic wording, particularly in the profile section. This is actually getting worse now since people are using ChatGPT to help create their CVs. CVs that are too long. If it’s over two pages, you need to trim it! CVs that are too task-oriented and read like a shopping list of duties. As mentioned before, it’s much better to write a CV that focuses on results and achievements, as these are unique to you and help make you stand out.
How has technology (like Applicant Tracking Systems) changed the way you review CVs?
I’ve been using Applicant Tracking Systems for years, and despite advances in technology, the way recruiters review CVs in them hasn’t really changed.
Contrary to popular belief, a human being still reviews each application in the ATS. Automation hasn’t (yet) taken over this task.
How much weight do you give to a candidate’s online presence (LinkedIn, GitHub, portfolio websites, etc.)?
It very much depends on the role. Obviously, if I’m sourcing candidates and they don’t have a good online presence, then it’s very difficult to find them, but it’s less important if they’ve applied for a job with a good CV.
One thing that’s important, though, is to make sure your CV reflects your LinkedIn profile. Too often, I see CVs that differ from the LinkedIn profile - jobs omitted, dates extended, etc. This questions candidate credibility and honesty, so make sure the CV and the LinkedIn profile align!
How important is a cover letter in today’s job market? If a cover letter is included, what key elements should it contain?
Controversial, maybe, but I never really read cover letters. I place no weight on them at all!
How do you view gaps in employment history?
Gaps are fine as long as they’re explained. Leaving huge gaps with no explanations is bad practice. If you were a ‘stay at home’ mum or dad or went backpacking around Asia for a year, make sure it goes on the CV!
What advice would you give to someone trying to stand out in today’s job market?
Don’t use AI to write your CV! Or if you do, use better prompts on ChatGPT. So many CVs I see these days almost look like carbon copies of each other and do not stand out at all. Be authentic, know your achievements inside out and the impact they had on the business.
Are there some common misconceptions about CVs that you’d like to address?
Some people say a CV should be on 1 page. I disagree. 2 pages is fine, but no more than that.
Some argue a CV needs a photo. No, it doesn’t. Nobody cares.
A CV shouldn’t be ‘one and done’. It should ideally be tailored to each job you apply for. This will really make you stand out from the crowd and align with the requirements of the job.
You can connect with Matt on LinkedIn.
Read our previous interviews with Amanda, Lucia, Andreea, Anastasiia or Insight: What do hiring managers look at in CVs?
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