Кому HR пишут первыми? ГАЙД ПО РЕЗЮМЕ в IT

Main ideas / lessons

• Not getting interviews is usually not your effort—it’s your resume failing at the pipeline. Recruiters and bots may reject your application before a person ever sees it.
• Two big failure points:
  1. Your resume isn’t visible (automatic filters/bots discard it).
  2. HR rejects quickly (red flags, missing/incorrect required info).
• Templates don’t solve content problems. Using “beautiful templates” is mostly pointless; the content must match how HR/bots evaluate candidates.
• Headhunter/automation filtering is driven by specific structured fields like years of experience, age, education, and keywords.
• Resume writing is “smart selling,” not self-expression. A resume should function like an advertising brochure: concise, achievement-focused, and tuned to the target role.
• Application strategy matters (what to do before/after you look at job ads). Most job-search time should be spent preparing and sending strong materials, not reading ads endlessly.

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Methodology / instructions (detailed checklist)

A) Fix the reasons recruiters/bots don’t see your resume

Avoid the “resume invisible” problem (bypass automation)

• Ensure the resume includes the exact keywords/skills that match the vacancy/company tech stack.
• Don’t assume recruiters will “understand your skills” if keywords are missing—automation often rejects before human review.

Use correct filtering fields (especially on Headhunter)

• Experience / seniority

  • If you have less than ~3 years, your resume is likely rejected in ~90% of vacancies for senior roles.
  • Practical guidance (as stated by the speaker):
    • For Med/Senior pathways, place 3–4 years for “medleys/med” and 5–6 years for “katun/senior straight” to pass filters.
  • Rationale: filters punish “too low” values, so align them with the target.

• Age

  • Age must be filled in; missing age can fail filters.
  • HR uses age filters, and an age that’s too low can remove you from consideration even if your skills are strong.
  • Guidance (as stated): indicate age at least from ~23 or 25 depending on “grade.”

Avoid “red flag mismatch” situations

• Don’t trick filters by listing unrelated work history (e.g., barista/courier/loader) instead of IT experience.
• If HR sees a mismatch (e.g., “6 years developer” but only 2 months IT and years in unrelated work), it may be treated as fraud, which can lead to blacklisting.
• Recommended fix: only list legitimate IT experience.

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B) Remove common “HR red flags” in resume content

Salary expectations

• Don’t write a random desired salary that narrows your opportunities.
• Guidance from the speaker:
  • Ideally determine the salary range HR provides (many HR postings/communications include it).
  • Don’t claim there is no salary range if HR provides one (the speaker says many applicants lie or avoid it).

Personal photo / social links

• Avoid adding photos (and avoid photos on Telegram profile where applicable), unless you’re an “anime model” (joking warning).
• Avoid linking unnecessary personal social media accounts—extra exposure can reduce conversion or create “haters.”

GitHub / pet projects

• Don’t automatically assume “GitHub is required.”
• If you have real work experience, heavy emphasis on pet projects can look like cheating or like you’re not actually working.
• The speaker’s advice: if it doesn’t fit the narrative of real professional work, delete the line.

Education

• The speaker claims the degree is often used by autoparsers as a filter, but in their experience it’s often not actually checked later.
• This is presented as an observation, not a verified rule.
• They suggest education claims have historically not blocked hires for them.

Skills section must match real job stack expectations

• Don’t assume listing responsibilities alone is enough.
• Different companies use different architectures (e.g., microservices vs monolith, async patterns, etc.).
• If you don’t specify the stack appropriately, parsing tools may reject your resume.

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C) Resume structure and writing strategy (“smart selling”)

Treat the resume as advertising, not autobiography

A resume should communicate:

• “I can communicate”
• “I can solve problems”
• “I’m responsible and meet deadlines”

The speaker criticizes empty “About me” / empty achievements blocks as suspicious or worthless.

Achievements > responsibilities

• IT job responsibilities are similar across candidates; recruiters want measurable achievements.
• Avoid empty achievement blocks (the speaker notes many candidates have none).

Achievement writing template (simple form)

• Recommended pattern: Situation/Context + Goal (implied) + Action + Result
• Simplification by the speaker: focus on Action and Result (R), while context can come from the company/team description.

Examples of achievement categories (what HR/managers look for)

• Quantitative metrics (percentages, time improvements, seconds, etc.)—tangible value even for non-technical HR.
• Long-term responsibility / proactive impact (execution and expected outcomes).
• Proof of seniority via evidence that you handled real high-uncertainty, business-critical tasks.

“About me” section: what to include / avoid

• Include a structured narrative:
  • general intro, philosophy, stack, relevant professions, hobbies (optional), contacts
• Avoid generic empty phrases like:
  • “stress resistance,” “learning ability,” “communication,” “openness to criticism”
• Replace those with evidence via achievements.
• Contacts matter mainly as professionalism signals; avoid pointless claims like “I like programming.”
• Warning from the speaker: if you write “I like programming,” it reads like you don’t understand the professional role and may harm credibility.

Plagiarism / copying

• Don’t copy blindly; plagiarism is bad.
• But you may adapt proven wording from templates/blog analyses—main difficulty is being able to explain what you wrote.
• The speaker’s claim: it’s okay to use a proven base while rewriting to match your actual experience.

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D) How to search and apply using “Headhunter” effectively (workflow)

• Don’t optimize for reading job ads early
  • HR may not see your resume unless keywords/filters match.
  • Treat ads mainly as input for keyword matching.

Best timing

• Look at the job description right before the HR screening call; earlier it’s “waste of time.”

Send resumes at high volume

• The speaker targets a “normal rate” of 150–200 responses per day (as an operating assumption).

Cover letter

• If a company requires it, must attach it to apply.

Cover letter / message content rules

• Copy-paste the required accompanying text (don’t manually type each time).
• Don’t use obvious template intros (“Hello, I’m Ivan, 4 years, worked with X…”), because it looks like mass-copy spam.
• Instead, write a short message that’s more concise and relevant to the communication context.

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E) Two types of “selling” in hiring (resume strategy)

• Stupid selling (quick mechanical tools on Headhunter)

  • Use fields like:
    • skill level (indicate the highest level; “average” is framed as a risk)
    • confirmation of skills via repositories (the speaker suggests it’s optional / not worth wasting too much time)

• Smart selling (the text and narrative)

  • Position yourself as a professional who addresses the company’s needs/fears.
  • Goal: make recruiters believe your story fits the role and likely reduces risk.

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Speakers / sources featured

• Speaker: “Lev” (referred to as the channel host; also mentions being a “no-name blogger” and addressing viewers as subscribers).
• Platform/source mentions (not speakers):
  • Headhunter (HH)
  • Habr
  • VK / VKatuns (mentioned in the context of IT recruitment criticism)
  • Boost (used for resume feedback/community references)
  • Telegram (channel mentioned for guides and personal resume availability)
  • Skillbox (mentioned as an education provider criticized by the speaker)
  • MTS (example used in recruiting/sales analogy)
  • McDonald’s / AliExpress (examples/analogies; not speakers)