ResumeWorld
ResumeWorld
Screening guide
Marketers write persuasive documents for a living, and their resume is the one with the highest personal stakes. Growth numbers are real but rarely attributable to one person; channel expertise is claimed broadly and held narrowly. The screening job is to work out which part of the described outcome this candidate actually moved, and whether the stage of company they did it at resembles yours.
Signal
"Grew traffic 300%" is a company outcome. Look for the specific lever this person pulled.
Paid, SEO, lifecycle and content are separate crafts. Breadth across all four at a junior level usually means depth in none.
Building a channel from zero and optimising a mature one need almost opposite instincts.
Managing a £5k monthly spend does not prepare someone for £500k, and the resume rarely distinguishes them.
Both are legitimate hires. Confusing them at screening stage is how a role gets filled wrong.
Noise
None of these is disqualifying on its own. Each is a reason to ask a question rather than assume an answer.
Every metric expressed as a percentage with no absolute base
Channel list that reads like a tool directory
Results claimed from a period the tenure dates do not cover
No portfolio, samples or live work for a role that produces public output
Rubric
Write the criteria down before you look at anyone. An undocumented standard drifts, and it cannot be audited afterwards.
Demonstrated depth in the channel the role is actually about.
Experience at a comparable company stage and go-to-market motion.
Outcomes described with enough specificity to trace to the candidate's own work.
Spend and team scale in the range the role requires.
Portfolio, published work or samples where the role produces public artefacts.
Next step
Ask the same ones of every candidate. Comparability is the whole point.
FAQ
Put it into practice
Publish a branded application portal per role so applications arrive structured instead of as inbox attachments.
ExploreTurn a pile of applications into a ranked shortlist where every inclusion and every rejection has a reason attached.
ExploreSee where the pipeline is stalling, how your criteria are behaving, and which roles are actually moving.
ExploreOther roles
Sales resumes are written by people who are professionally good at persuasion. Screen accordingly.
Read the guideThe portfolio is the application. The resume is context for it.
Read the guideThe function where job titles mean the least and the actual scope varies the most.
Read the guideGo deeper
A job description is a screening tool. Requirement inflation, missing salary and vague scope all cost you the candidates you wanted — here is what to change.
Read the guideMost screening criteria are unfalsifiable. How to turn a job description into five to eight requirements you could actually verify from a document.
Read the guideA targeted resume is not a keyword exercise. A practical method, a before-and-after example, and how to tailor without rewriting each time.
Read the guideDefine the criteria once, screen every application against them, and get a ranked shortlist with the reasoning attached.