Anatomy of a good CV

Here are some good practices for building a strong CV. This article draws on my experience as a recruiter, and on the tens of thousands of CVs I've read, analyzed and shortlisted.

A good CV is standard

Originality is a trap. A good CV knows it gets 20 seconds, max. If it hides its key information behind a "creative" layout, it torpedoes its chances. It adopts the universal architecture: contact details at the top, experience in reverse-chronological order, education, skills. "ATS-compatible" simply means PDF format, a classic font (Arial, Calibri, Helvetica), clear headings, generous margins, a simple layout. Colorful templates, charts, skill gauges? It leaves them aside to focus on content.

A good CV is lean

It favours clarity over quantity. Every word counts. It prefers one perfectly built page to two diluted ones, selects its most relevant experiences, and drops that short role from ten years ago if it adds nothing to the target job. A good CV breathes: it uses white space to create rhythm and ease reading.

A good CV has a strong summary

At the top, it introduces itself in three lines max: who it is, its area of expertise, its direction. Not an autobiography. It avoids empty generalities ("motivated professional," "team player") and prefers precision: "Sales manager with 10 years in the pharmaceutical industry. Expertise in B2B network development and key-account negotiation. Seeking a commercial leadership role in healthcare." Concrete, targeted, effective.

A good CV is consistent

It tells a clear story. Changes of direction? It explains them in one sentence: "Moved from sales to HR following a specialization in talent management." Gaps? It contextualizes them transparently. Consistency reassures: every element fits an overall logic.

A good CV is active

It favours action verbs and the active voice. Each role is presented not as a list of endured tasks but as actions taken: managed, coordinated, set up, negotiated, trained, analyzed. It stays measured: excessive superlatives hurt credibility. The balance is in factual precision.

A good CV gives numbers

Numbers make achievements objective. Those tied to results are welcome, but they aren't the only ones. Numbers also provide context: the size of a team, the length of a project, the number of clients or users, the frequency of a recurring action.

A good CV showcases internal promotions

An internal promotion is gold: proof the company entrusted more responsibility based on real performance. It groups the progression clearly under one employer:

• Company X (2019-2023)
  • Key Account Manager (2021-2023), internal promotion
  • Account Manager (2019-2021)

Someone who has already proven their value elsewhere will probably prove it again. It's an indicator recruiters love.

A good CV echoes the job posting

It speaks the company's professional language: the same titles, the same vocabulary, the same technical terms. It mentions skills, projects or tools that also appear in the posting. Using the right vocabulary shows it understands the role's stakes. It weaves these terms in naturally, without forcing.

A good CV knows when to add links

Links are doors to depth: a published article, a talk, a public project, a verifiable certification, an online portfolio, a GitHub profile. It includes them discreetly and regularly checks they work: a dead link is worse than no link. It also knows when NOT to add them, toward mediocre or dated content. Every link must strengthen the application, not dilute it.

A good CV has a photo

A professional photo humanizes it and turns an anonymous file into an identifiable person. Two realities to accept: a company that judges on appearance will do so sooner or later in the process, so omitting a photo only delays the inevitable; and the photo acts as a mutual filter, because why work for a company that discriminates on looks? A simple, polished photo is enough; what matters is being recognizable.

A good CV is aligned with LinkedIn

The recruiter will check LinkedIn, it's systematic. The information must match: dates, companies, titles. Descriptions can be more detailed on LinkedIn, but the facts stay identical. An unexplained discrepancy sows doubt.

A good CV stays editable and adaptable

It isn't set in stone: it should be adjustable in 5 minutes with a simple tool. And it transforms by context, highlighting the most relevant aspects for each opportunity. For an SME, it stresses versatility and autonomy. For a large group, teamwork and respect for process. We all have several professional facets; the smart CV shows the one that fits the context.

A good CV keeps only the essential

It sorts: the basic skills everyone has, the languages it doesn't really speak, the obsolete certifications, the endless lists of qualities. Interests fit on one line. Its strength comes from focusing on the essential, not from accumulation.

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Once the CV is in place, the two logical follow-ups: polish your cover letter and organize your search so you don't lose track.

FAQ

Do I need an original CV to stand out?

No. Originality in layout is a trap: it hides the key information a recruiter scans for in 20 seconds. A good CV is standard, lean and ATS-compatible. The difference is made on content, not graphics.

Should I put a photo on my CV?

In the French context, yes: a professional photo humanizes the file. A company that judges on appearance will do so later anyway, and the photo then acts as a useful mutual filter.

One page or two for a CV?

One perfectly built page beats two diluted ones. Select your most relevant experiences for the target role and drop anything that adds nothing.