Your CV from a recruiter's perspective: Anastasiia Gusieva

This is a new series of articles, and we continue Anastasiia (we piloted it with Andreea). Ten carefully selected questions will help you understand how recruiters look at your CV.

Who is Anastasiia Gusieva?

Anastasiia has worked in recruitment since 2017, interviewing over 1,000 candidates and hiring over 200.

She started her recruitment career in Zalando, worked for Delivery Hero, Humanoo, Ecoworks and is now at Moss (they’re also looking for great people). I’ve previously hosted her in the Coffee with section (#96) and am still grateful for introducing me to the Berlin HR scene.

You can connect with Anastasiia on LinkedIn.

How much time do you typically spend reviewing a single CV?

Typically, I spend a few minutes reviewing each CV. However, I also take additional time to research candidates by Googling their previous employers and checking their LinkedIn profiles. This helps me get a fuller picture of their background and qualifications.

What are the first three things you look for in a CV?

Experience and Role Descriptions: I assess the responsibilities and achievements in recent roles to understand the match to our role

Language Skills: Important for roles requiring specific language expertise.

Location: Helps determine if the candidate is geographically suitable or if relocation might be necessary. 

How important are formatting and visual appeal when reviewing a CV? What makes a CV easy or difficult to read?

It is easier to read through a structured CV, from the most recent experience onwards, with a maximum of 3 pages.

What common mistakes do you see in CVs that immediately turn you off?

A lack of relevant experience/ attributes/ skills match for the role. Without the necessary experience, I cannot consider the candidate for the position. Additionally, a poorly designed CV can be a minus for roles where visuals are crucial, such as design positions. 

An unstructured CV can also be a “turn-off” for roles that emphasise clarity or attention to detail. Essentially, the impact of these mistakes often depends on the specific requirements of the role. I am generally a very patient and accepting recruiter who will also check LinkedIn and previous employers and any provided documents, not only a CV.

How has technology (like Applicant Tracking Systems) changed the way you review CVs?

I’ve worked with various Applicant Tracking Systems (ATS) like Workday, SmartRecruiters, Greenhouse, Lever, Personio, and Ashby, and I consider them essential for any recruiter. ATS platforms not only provide structure but also help automate workflows, streamline communication, keep the recruitment process organized and maintain a high bar in candidate experience. 

How much weight do you give to a candidate’s online presence (LinkedIn, GitHub, portfolio websites, etc.)?

An online presence, such as LinkedIn, GitHub, or portfolio websites, is certainly valuable, but my primary focus is on how well a candidate’s skills align with the specific attributes we look for at Moss. These attributes are clearly outlined in each job posting, and skill alignment is key. If a candidate’s online presence showcases a strong match to those attributes, it’s a great bonus. 

However, even an impressive online profile won’t carry much weight if the skills aren’t aligned. That said, personal branding through online platforms is important, and in some cases, like creative roles requiring a portfolio, even a must. For other roles, it’s more of a secondary consideration. If you’re actively maintaining a strong online presence, kudos to you, and keep on growing your personal brand. 

How important is a cover letter in today’s job market? If a cover letter is included, what key elements should it contain?

A cover letter is important if you’re changing careers or want to highlight your motivation. Also, it is a good idea if you know that this role is highly competitive, but you want to stand out. However, a generic or AI-generated cover letter won’t make an impact. 

It should be personalized, demonstrating your genuine interest and how your skills align with the role. I covered this topic in an article I wrote.

How do you view gaps in employment history?

With flexibility and understanding. In Germany, it’s common to briefly explain them in the CV, and I value this transparency. But it is not a must. Whether it’s a sabbatical, a lay-off, or personal reasons like family care or further education, these are valid and understandable. As long as there’s a solid and honest explanation, gaps aren’t a problem.

One tip on communicating about gaps: If you’re asked about an employment gap, focus on what you learned from the experience. Discuss any new skills you acquired or insights you gained. For example, after being laid off, I spent time in Egypt learning Arabic and diving deeper into the Egyptian culture. This experience was valuable and contributed to my personal and professional growth. Highlighting such positive outcomes can turn a gap into a strength.

What advice would you give to someone trying to stand out in today’s job market?

Firstly, I feel you. Yes, this market is tough. Standing out in today’s challenging job market requires a strategic approach. First, focus on upskilling. Identify areas for development and turn them into strengths. Stay resilient, and don’t give up. Networking is crucial—often more effective than you might think. Consider alternative roles or titles, and think broadly about how your hard and soft skills apply in different contexts. Use synonymic job titles to broaden your job search, and if you come across unusual job titles, read the descriptions carefully, maybe it is not an obvious but match? 

Additionally, career coaching can be valuable, especially from those with recruitment experience. For example, a friend with a foreign legal background struggled to find a project management role. I suggested exploring opportunities in the payments domain, which, while not an obvious fit, aligned well with their skills. After a lengthy job search, they are now very happy in their new role. Keep an open mind, keep calm and network.

Are there some common misconceptions about CVs that you’d like to address?

A CV is not just a list of all the roles you did in your life; it’s your personal advertisement. Focus on including only relevant experience that aligns with the job you’re applying for. You can mention that additional details can be provided on request, which is totally normal. It is better than 8 page CV. 

Think of your CV as a tool to present yourself in the best possible light. There’s no one-size-fits-all approach—it varies by country, industry, and company. If a job ad requests a specific format or language, make sure to follow those instructions. Tailoring your CV to fit the requirements will help you stand out.

You can connect with Anastasiia on LinkedIn.

Read the previous interview with Andreea or Insight: What do hiring managers look at in CVs?