Find the person behind the resume
Reviewing submitted resumes is more than scanning documents. It is about understanding the person behind the words and spotting who is likely to thrive in your team.
That is where my people before technology approach matters. Tools can help you sort resumes, but they should not make the decision for you.
A strong review combines structure, judgement and human insight. It looks beyond keywords and asks better questions. What has this person delivered? How do they communicate? Can they grow with the role?
What is reviewing submitted resumes?
Reviewing submitted resumes means assessing each candidate against the role you need to fill. It includes their experience, achievements, transferable skills and potential.
Done well, it saves time and improves hiring quality. It also helps you avoid being distracted by polished wording, inflated claims or a long list of tools with no clear results behind them.
Hi, I’m Iain
If you are looking at a stack of resumes and wondering who is actually a good fit, you are not alone.
I work with founders, business owners and hiring managers to cut through the noise. I help you identify candidates who are genuinely worth your time.
Better shortlists save effort later. They also lead to better interviews, clearer decisions and fewer hiring regrets.
I’m happy to review a shortlist and give you honest, practical feedback before you move to interviews.
How I review submitted resumes
I do not rely on keyword matching alone. I look for evidence of impact, clear thinking and progression over time.
A good resume review asks what the person actually achieved, not just what systems, frameworks or buzzwords they listed.
Beyond keywords and buzzwords
Applicant tracking systems can help with high volumes. However, they often miss nuance.
I look at the story behind the career path, including:
- What the candidate actually delivered
- The size and complexity of the problems they worked on
- How they explain outcomes and impact
- Whether career gaps or role changes show growth, not instability
- Whether their experience fits the stage and needs of your business
Aligning candidates with the role
A good resume review starts with a clear position description. I assess resumes against the outcomes, skills and behaviours the role needs.
Where helpful, I use structured criteria so the process stays consistent and fair. This is especially useful when several people are involved in hiring.
How the resume review service works
Each engagement is tailored to your business, role and hiring stage. A typical resume review process looks like this:
- Clarify requirements: We confirm the position description, must-have skills and what success looks like in the role.
- Initial screening: I remove resumes that clearly miss essential requirements, without filtering out people with strong potential.
- Deep evaluation: I assess achievements, problem-solving ability, communication and evidence of leadership or adaptability.
- Shortlist and feedback: You receive a shortlist with notes on strengths, risks and questions to test in interviews.
- Review the criteria: If patterns emerge, I can suggest ways to improve your hiring criteria before the next round.
When this service is most useful
This service is helpful when you have resumes in front of you, but no clear way to compare them.
It is especially useful when:
- You are hiring for a technical role but do not have deep technical leadership in the business
- You have too many resumes and not enough time
- You are unsure which candidates are genuinely strong
- You want a fairer, more structured shortlisting process
- You need better interview questions before speaking with candidates
- You want an independent view before making a costly hiring decision
It is also useful when your team disagrees about what “good” looks like. That happens more often than people admit. Usually over coffee. Occasionally with spreadsheets.
Results you can expect from reviewing submitted resumes properly
- Higher-quality shortlists: You interview people who meet the role’s core requirements.
- Faster hiring cycles: You spend less time on unsuitable candidates.
- Fairer decisions: Structured criteria reduces “gut feel” shortlisting.
- Better interviews: Notes and questions help you test the right areas.
- More confidence: You know why each person made the shortlist.
Common resume review problems I help solve
- Too many resumes: I help you filter efficiently without rushing past strong candidates.
- Unclear criteria: I help define what matters before the review starts.
- Unconscious bias: I use structured criteria and focus on evidence, not assumptions.
- Inconsistent reviewers: I help align everyone on what “good” looks like.
- Missing context: I flag gaps, unclear claims and areas to test in interviews.
- Too much focus on tools: I balance technical skill with communication, collaboration and values fit.
- Keyword reliance: I manually review resumes so good candidates are not filtered out unfairly.
- Misleading claims: I look for real outcomes, realistic scope and measurable impact.
- Transferable skills: I look for learning speed, adaptability and potential, not just job titles.
- Time pressure: I bring structure and experience so the review stays accurate.
Benefits of a structured resume review
- Better candidate fit: Your shortlist reflects the role, team and business goals.
- Time savings: You spend less time sorting and more time interviewing.
- Lower hiring risk: You reduce the chance of costly mis-hires.
- Fairer shortlisting: Structured review supports more consistent decisions.
- Better interviews: Clear notes help you ask sharper questions.
- Scalable process: The same approach works for 10 resumes or 300.
With the right approach to reviewing submitted resumes, you can move from “this person looks good on paper” to “this person is worth a proper conversation”.
Frequently asked questions about reviewing submitted resumes
An ATS can help sort applications by keywords. I look at context, outcomes, communication and role fit.
Technology can support the process, but people should make the final decision.
Yes. I can review resumes for technical, leadership and business roles.
The process still focuses on evidence, outcomes and fit for the role.
Timing depends on the number of resumes and the complexity of the role.
For smaller shortlists, I can often provide feedback quickly. For larger volumes, we agree on a practical timeline before work begins.
Usually, I provide feedback to the hiring manager or business owner.
If you want to provide candidate feedback, I can help you prepare clear and respectful wording.
I treat resumes and candidate details as confidential.
I only use the information for the agreed review and shortlisting process.
This service focuses on resume review and shortlisting.
However, I can also help prepare interview questions or join your interview panel if needed.
That happens. Hiring needs often become clearer once you review real candidates.
If your criteria change, we can adjust the review and revisit candidates already assessed.
Yes. I can work alongside your recruiter, HR team or internal hiring manager.
My role is to add independent technical and leadership insight.
I can advise on reference questions or recommend what to check.
Formal background checks should be handled through a suitable provider and follow relevant legal requirements.
Pricing depends on the number of resumes, the complexity of the role and the level of feedback required.
The easiest way to start is to book a free consultation so we can scope the work properly.
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Need help choosing who to interview?
Reviewing submitted resumes properly takes the noise out of hiring.
I can help you shortlist stronger candidates, prepare sharper interview questions and make your next hiring decision with more confidence.
Over 35 years experience in IT.