Licensing is a hard filter in most states. Put it in your header or directly below your name — not buried in a certifications section at the bottom.

Number of units managed, number of associations, annual budget size. These numbers tell a hiring manager the scope of your experience before they read a single bullet.

Board meeting facilitation, agenda preparation, and conflict resolution are differentiators. If you've presented budgets to a board, say so explicitly.

HOA managers who can negotiate contracts and manage vendor relationships are more valuable than those who simply coordinate them. Make the distinction clear.

For each position, open with the type of project, total value, and your specific role. 'Ground-up commercial office, $28M, served as lead superintendent' tells a hiring manager more than three bullets of responsibilities.

OSHA 30, PMP, LEED, and similar credentials are screened for early. Don't bury them at the bottom of the page.

If you have a clean safety record or have managed projects with zero recordable incidents, say so. It's a signal that carries real weight with GCs and owners.

Procore, Bluebeam, Primavera P6, Sage — list what you actually use. Many job postings screen for these before a human reads the resume.

Annual revenue, covers per day, and average check size tell a hiring manager the scale of your operation before they read a single bullet.

If you've reduced turnover or held labor cost below industry average, quantify it. These are the metrics ownership groups care about most.

If you've managed more than one location, lead with that. Multi-unit experience commands a significant premium in this market.

Fine dining, fast casual, QSR, and hotel F&B are different hiring markets. Make sure your resume speaks to the concept type you're targeting.

If your retention rate is above 90%, that number belongs near the top of your resume. It's the single most important metric in personal lines.

Number of policies managed and total premium volume give hiring managers a sense of your workload and capacity. Include both.

If you've consistently cross-sold or upsold, quantify it. Agencies value producers who grow existing relationships, not just maintain them.

P&C license, life and health license, and any specialty designations belong near the top. Continuing education hours signal professional commitment.

CPA, CMA, CFA — these are hard filters. Put them in your header or directly below your name. Don't make a hiring manager hunt for them.

Monthly, quarterly, and annual close experience — and whether you owned it or supported it — is the first question a controller or CFO will ask. Answer it on your resume.

SAP, Oracle, NetSuite, QuickBooks, Sage — list what you actually use. ERP experience commands a premium in mid-market and enterprise hiring.

Revenue size, number of entities, and team size give hiring managers a sense of the complexity you've handled. Include all three.

Permian, Eagle Ford, Haynesville — basin-specific experience is a differentiator. Name the basins and formations you've worked. Operators hire for specific geology.

OSHA certifications, incident-free records, and safety program ownership belong near the top. A single recordable incident on a resume can end a candidacy in this market.

BOE per day, number of wells, acreage managed — these numbers tell a hiring manager the scale of your operation. Include them for every relevant role.

Landmark, Petrel, WellView, Aries — list what you actually use. Technical tool fluency is a hard filter in engineering and operations roles.

RN, NP, MD, DO — and specialty certifications (CCRN, CEN, CNOR, etc.) — are hard filters. Put them in your header or directly below your name.

ICU, ED, OR, med-surg — the unit type and patient population you've worked tells a hiring manager more than your job title. Be specific.

HCAHPS scores, infection rates, fall rates, readmission rates — if you've moved these numbers, say so. Healthcare systems hire for outcomes, not just experience.

Number of FTEs managed, budget size, and span of control are the first questions a CNO or CMO will ask. Answer them on your resume.