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Practical notes for US recruiters — format packets, source with Boolean, match to the JD, and write the email. Not an ATS.
Talent sourcing
Boolean search vs X-Ray search — which one should you run first?
Boolean is the filter. X-Ray is the door into public LinkedIn. Same JD, two surfaces — stop maintaining two unrelated strings.
Resume formatting
How to format a C2C / corp-to-corp resume for US IT submittals
Keep the candidate’s words. Put legal name, corp vs W2, overlapping contracts, and rate type where the VMS and hiring manager will actually look.
Job description
How to analyze a job description like a recruiter
Pull must-haves, keywords, and a one-line role read from the JD before you source or submit. Most wasted submittals start with a skimmed req.
Resume formatting
Client resume templates staffing agencies actually need
AMETEK, TCS, Wipro, Google, Microsoft, and a USA default — pick the master, keep the candidate’s words, export DOCX for the VMS.
Workflow
A recruiter workflow from JD to submittal — without an ATS
Analyze the req, build the Boolean, match the packet, format the DOCX, then write the note. One sitting, no new candidate database.
Screening
Screening questions IT staffing recruiters should ask before they submit
Technical, verification, and availability questions that catch a bad submittal on a 12-minute screen — not on the client interview.
Submittals
A VMS submittal checklist for US IT recruiters
Word file, legal name, dates that match the note, visa, rate, and a summary the HM can scan. The portal will not fix a sloppy packet.
Resume formatting
How US IT recruiters should format resumes for client and VMS submittals
Hiring managers spend seconds on a packet. A clean client template, identical candidate wording, and consistent sections raise interview rates without rewriting the resume.
Communication
Write a recruiter summary hiring managers will actually read
A 30-second pitch: title, why they fit, the gap, and availability. Not a rewritten resume in paragraph form.
Talent sourcing
When to use LinkedIn Recruiter vs Google X-Ray
Paid seats are for InMail and project lists. X-Ray is for public profiles when the commercial search is exhausted or too expensive for this req.
Talent sourcing
Boolean and LinkedIn X-Ray search for tech recruiters
Build tighter Boolean strings and Google X-Ray queries from the JD — core skills, title variants, and exclusions that keep LinkedIn and Google usable.
Product
When staffing teams should upgrade from free recruiter tools
Starter is enough to try a format and a match. Upgrade when credits, seats, or agency branding become the bottleneck — not because a popup said so.
Matching
How to match a resume to a job description before you submit
Score the packet against the JD: must-haves, evidence in the bullets, and gaps you should disclose — before the account manager sends it.
Matching
Compare candidates before you submit the req
Two or three people for one JD is normal. A side-by-side match matrix is faster than three highlighter passes and easier to defend on the account call.
Resume
How to calculate IT experience from resume dates (without double-counting)
Overlapping contracts, missing end dates, and “10+ years” in the summary all inflate tenure. Use the actual job dates — then say the number you can defend.
Communication
Recruiter outreach emails that get replies (without sounding like a blast)
Subject, first line, and a specific ask. How US recruiters write candidate outreach, client submissions, and follow-ups that people actually answer.
Resume
Extract skills and dates from messy resumes without rebuilding the PDF
Scanned PDFs, two-column Canva files, and 1998 Word docs still show up. Pull name, skills, and employment dates first — then decide whether to format or pass.
Product
Enorexa Recruiter is not an ATS — and that is the point
Format, analyze, match, and source without standing up another candidate database. When you want a toolkit instead of another system of record.