If your CV isn’t getting traction, it’s tempting to assume the problem is technology.
The ATS rejected you.
The algorithm filtered you out.
AI didn’t like your keywords.
That’s only part of the story.
In reality, most CVs fail not because they’re unreadable by machines, but because they’re unclear to humans. And the truth is simple: modern recruitment sits at the intersection of both. Your CV has to work for systems and people, at the same time.
Here’s how to do that without turning your CV into a robotic keyword dump or a beautifully written document no system understands.
First, understand how your CV is actually read today
Before a recruiter ever sees your CV, it usually passes through several filters.
An Applicant Tracking System scans it to extract information: job titles, skills, dates, education, keywords. Some companies add AI-based screening tools that rank or score profiles before human review.
Then, if you pass that stage, a recruiter spends seconds, not minutes, deciding whether to read further.
That means your CV needs to succeed at three things:
- Be technically readable by systems
- Be instantly understandable by humans
- Make it obvious why you are relevant for this role
If one of these fails, the process stops there.
Keep the structure boring (and that’s a good thing)
Creativity belongs in your work, not in your CV layout.
Most ATS tools struggle with:
- Multiple columns
- Text boxes
- Icons instead of words
- Creative section titles
- Heavy design elements
A clean, linear structure works best. One column. Clear section headers. Standard job titles. Simple fonts. No tables for core content.
This doesn’t make your CV less professional. It makes it readable.
Once the structure is solid, both machines and humans can focus on what matters: your experience.
Write for meaning first, keywords second
Keywords matter. But they only work when they make sense in context.
Copy-pasting a list of skills at the bottom of your CV doesn’t help much anymore. Modern systems look at relevance, not just repetition. Recruiters do the same.
Instead of stuffing keywords, embed them naturally in your experience.
Compare these two examples:
“Responsible for project management tasks.”
versus
“Led cross-functional projects using Agile methodology, coordinating developers, designers, and stakeholders to deliver on time.”
The second version does three things:
- It uses relevant keywords
- It shows context
- It tells a story a human can understand
That’s the sweet spot.
Focus on outcomes, not responsibilities
One of the fastest ways to lose both AI and human interest is to describe your role instead of your impact.
Recruiters don’t hire job descriptions. They hire results.
Whenever possible, answer these questions in your bullet points:
- What changed because you were there?
- What improved, grew, or became more efficient?
- What problem were you trusted to solve?
You don’t need perfect numbers. Directional impact is enough.
“Increased reporting efficiency by simplifying monthly dashboards”
“Reduced onboarding time by redesigning internal processes”
“Supported migration to a new CRM used by 200+ users”
These statements signal value, not just activity.
Use job titles strategically (without lying)
ATS systems rely heavily on job titles to classify profiles. Recruiters do too.
If your internal title is vague or creative, clarify it. You’re not changing your role, you’re translating it.
For example:
- “Operations Ninja” becomes “Operations Manager”
- “Client Partner” becomes “Account Manager”
- “Tech Lead” becomes “Software Engineering Lead”
You can always explain nuance in the interview. Your CV’s job is to be understood fast.
Don’t underestimate the summary section
A short profile summary at the top of your CV helps everyone.
For systems, it reinforces key roles, skills, and seniority.
For recruiters, it provides a mental shortcut.
A strong summary answers three things:
- Who you are professionally
- What you specialize in
- What kind of roles you are targeting
Keep it factual. No buzzwords. No personal branding slogans.
Think clarity, not persuasion.
Match the CV to the role, not the other way around
One CV sent everywhere is rarely effective.
That doesn’t mean rewriting everything each time. It means adjusting emphasis.
If you’re applying for a role focused on stakeholder management, bring those examples higher.
If the role is technical, lead with technical projects and tools.
If leadership matters, make team size and decision-making visible.
AI tools and recruiters both respond to relevance. Your CV should make that relevance obvious without effort.
Test your CV like a recruiter would
Before sending your CV, do three simple checks.
First, copy-paste it into a plain text document. If it becomes unreadable, an ATS will struggle too.
Second, give it to someone who doesn’t know your background and ask them one question: “What role do you think I’m aiming for?” If they hesitate, your positioning isn’t clear.
Third, scan it yourself for 10 seconds. If the key points don’t jump out, neither will they for a recruiter.
In short
Passing AI filters is not about gaming systems.
Passing human review is not about perfect wording.
It’s about clarity.
A CV that works today is structured, honest, and intentional. It makes your role, impact, and direction easy to understand for machines and people alike.
When you stop trying to please algorithms and start focusing on alignment, both tend to respond better.
That’s when your CV starts opening doors again.
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