Home Talent Acquisition Manager Resume template
Talent Acquisition Manager resume template
A clean starting structure with example content grounded in what talent acquisition managers actually do day to day, not generic filler. Download and replace the bracketed placeholders with your own details.
Which resume format should you use?
Reverse chronological
You have a steady work history. This is the format almost every recruiter and ATS expects by default.
Functional
You're changing fields or have gaps in your employment. Leads with skills rather than a job-by-job timeline.
Combination
You're early career or have worked consistently but for only a few employers. Blends a skills summary with a shorter chronological history.
This template uses the reverse chronological format: the one most talent acquisition managers should default to, since most Australian recruiters and ATS software expect it.
Professional summary
Talent acquisition manager with experience leading in-house recruitment strategy across professional services and education. I partner with hiring managers to define role requirements, build talent pipelines, and track recruitment metrics that reduce reliance on paid advertising. I am looking for a role where I can manage a small team and improve the candidate experience from brief to onboarding.
Key skills
- Workforce planning
- Talent pipelining
- Employer branding
- Structured interviewing
- Selection criteria development
- Salary negotiation
- Recruitment metrics (time to hire, cost per hire)
- Stakeholder management
- Candidate experience
- Offer management
- Diversity sourcing
- LinkedIn Recruiter
- Applicant Tracking System (ATS)
- Seek
- Microsoft Teams
- Excel
Experience: example bullet points
- Partnered with hiring managers to define role requirements and selection criteria before advertising, reducing rework on job briefs and improving shortlist quality.
- Built talent pipelines for recurring technical roles through LinkedIn Recruiter and referrals, cutting the number of positions that went to paid advertising.
- Introduced structured interview guides and candidate scorecards, improving consistency of selection decisions across departments.
- Negotiated offers within approved salary bands, maintaining a strong offer acceptance rate and a positive candidate experience.
- Tracked time to hire and cost per hire in Excel dashboards, giving leadership monthly visibility of recruitment performance.
- Managed end-to-end recruitment for a portfolio of roles using the ATS, keeping candidates informed at each stage and handing over clean records to onboarding.
Education
A bachelor degree in human resource management, business, psychology or a related field is the most common pathway into this role. Some talent acquisition managers also hold a postgraduate qualification in HR or a related discipline, and a diploma or advanced diploma in HR is accepted when combined with relevant experience. Membership of the Australian Human Resources Institute (AHRI) is common.
Keywords an ATS is likely to scan for
Applicant tracking systems match your resume against terms in the job ad before a person ever sees it. Only include the ones that actually apply to your experience, but if a term below matches something you've done, use the same wording the job ad uses.
- Fair Work Act
- National Employment Standards
- enterprise agreements
- modern awards
- position descriptions
- selection criteria
- talent pipeline
- workforce planning
- employer branding
- employee value proposition
- applicant tracking system
- LinkedIn Recruiter
- Seek
- time to hire
- cost per hire
- structured interviewing
- offer negotiation
- candidate experience
- onboarding
- right to work checks
- police check
- Working with Children Check
- AHRI
- HRIS
Getting past ATS screening
- Match the specific skills, certifications and terms used in the job ad, not just your own wording for the same thing.
- Keep formatting simple: no tables, text boxes, columns, headers/footers or graphics. Parsers frequently drop content placed in these.
- Submit as .docx or PDF unless the job ad specifies otherwise.
- Use standard section headings (Experience, Education, Skills) rather than creative alternatives.
- List your core skills and technical competencies in their own section so a keyword scan can find them instantly.
This is a starting point, not a guarantee of interviews. Tailor every bullet point to your own real experience and the specific job ad.