You’re not getting interviews and it’s probably not the market

Four patterns I keep seeing when reviewing CVs

Every week, someone sends me their CV saying they’re not getting interviews.

And before I even open it, I usually already have a guess.

Because I’ve seen how fast early screening actually works.

A recruiter opens your CV and they scan super fast. They’re trying to understand in seconds if you fit into the role.

If it clicks, you move forward. If it doesn’t, you don’t. That’s it.

Most of those early rejections are about confusion.

So if you’re applying and hearing “we’ve decided to move forward with other candidates…” on repeat, here are the patterns I usually see and what to change.

The first thing I usually see

Your CV isn’t clear about what you actually want.

You might have strong experience, but when I read it, I can’t tell in seconds what role you’re aiming for.

Sometimes it looks like this for example:

A bit of HR, some recruitment, some operations, some project support.

And in general a little bit of everything.

Your CV looks decent, but not obvious.

And early screening is about being easy to imagine in the role.

No recruiter has the time (even if they wanted to) to sit there decoding your potential.

They’re scanning in seconds and thinking:

“Does this person make sense for this role?”, “If I move them forward, will the hiring manager immediately get it?”

If they have to think too hard, they move on.

So before you rewrite another bullet point, decide what role you’re actually targeting.

Not “anything in my field”, or “open to opportunities” and definitely not “open to anything in X industry”.

One direction.

Then adjust your CV so everything points there.

When it’s clear where you fit, it’s easier to move you forward.

And easy gets interviews.

✦ ✧ ✦

The second pattern

Your CV is full of responsibilities.

“I supported X processes”, “I was responsible for stakeholder communication”, “I helped manage projects”.

Okay… But what actually changed because of you?

This is where most CVs stop standing out.

You describe what you were part of and you “assisted/ supported/ helped”.

From the recruiter side, that’s tricky.

In the sense that no one is hiring for “general support”.

They’re hiring someone to fix something, improve something and make something run better.

If your bullets don’t show that, it’s hard to picture you doing it.

So instead of writing what you were responsible for, write what changed because you were there.

What improved?

What did you organize that wasn’t organized before?

What did you take ownership of?

Even small changes count.

Impact always beats “assisted with”.

✦ ✧ ✦

The third pattern

Your CV and the jobs you’re applying to don’t fully match.

Sometimes the CV is strong, but it’s strong for a different role.

For example:

You’re applying to Talent Acquisition roles, but most of your CV reads like HR operations. Or you’re applying to mid-level positions, but your CV still sounds junior.

From the recruiter side, that’s where the hesitation kicks in.

And at this stage? It usually means… no interview.

Recruiters don’t have the time to stretch your experience for you.

They’re not thinking, “Well… if we reinterpret this bullet and assume she meant…”

They’re thinking, “Does this profile clearly fit what we need?”

If the fit isn’t obvious, they move on.

So before you apply to 20 more roles, pause.

Does your CV clearly reflect the type of job you’re targeting?

The job you can realistically show you can do on paper today.

If you’re pivoting, where are the transferable skills that make that pivot make sense?

If you’re applying one level up, where are the responsibilities that prove you’re already operating there?

You can’t expect recruiters to connect the dots. You have to draw them.

The fourth pattern?

You’re adding things that don’t help you and sometimes they quietly hurt you, without realising.

For example:

Long lists of soft skills, like “Hardworking”, “Team player”, “Motivated”.

Recruiters don’t really screen for soft skills on a CV. They screen for proof you can do the job.

So if your CV already shows your experience clearly, you don’t need a paragraph of soft skills.

Another one I see a lot?

Too much history. So much background that the important parts start to blur.

If you have 1-2 years of professional experience and a master’s degree, your high school job doesn’t need to be there anymore.

It’s not wrong, but it just doesn’t really add anything.

And then there’s the photo.

I know in some countries it’s common, but you don’t know who’s screening your CV and you definitely don’t know their biases.

You don’t need to open that door if you don’t have to.

The top of the funnel is about keeping things clear and simple.

The more extra information you add (that isn’t directly strengthening your case), the more space you create for distraction, bias, or doubt.

Your CV isn’t your autobiography (even though it feels like one).

It’s a positioning document. Only include what strengthens your case for this role.

Make it easy for them to say yes.

✦ ✧ ✦

Big sister note

If you’re not getting interviews, it doesn’t automatically mean you’re not good enough.

Most of the time, it means something on your CV isn’t landing the way it should.

It’s almost always positioning, impact, or alignment.

And the frustrating part?

No one tells you which one it is.

So you just keep applying. Refreshing your inbox. Second-guessing yourself.

That’s exhausting, I get it.

And that’s exactly why I’ve been offering free CV reviews for my subscribers lately.

Actual recruiter-side eyes on your document, not generic feedback.

If you’ve been staring at your CV like it personally betrayed you… Reply to this email or message me on LinkedIn with your CV and the roles you’re targeting. I’ll be reviewing a limited number this week.

I can’t promise magic, but I can promise clear, actionable changes you can make immediately. ✨

Letters drop every Tuesday. 💌