Resume reads like a tech stack — "Python, Go, Kafka, K8s…" — with no outcome attached.
CJ
Chanuka Jeewantha
Loading your career experience...
Chanuka Jeewantha
Loading your career experience...
Engineering resumes fail for two reasons: they read like a stack list, or they read like a project diary. Recruiters are looking for impact, scope, and decision quality. We write to that.
Who this is for: Software engineers, senior engineers, staff engineers, principal engineers, and engineering managers / directors targeting FAANG, fintech, scale-ups, and remote-first US roles.
Resume reads like a tech stack — "Python, Go, Kafka, K8s…" — with no outcome attached.
Bullets describe tasks ("built service X") instead of impact ("reduced p99 latency from 480ms to 90ms, unblocking the SLA the team had missed for three quarters").
Scope is invisible — no team size, no traffic numbers, no business context.
Senior engineers get screened as mid-level because the resume reads like a mid-level resume.
LinkedIn says "Software Engineer at X" with no headline differentiation — recruiter search misses you entirely.
Engineering hiring at competitive US companies — FAANG, top fintech, well-funded startups — is fast and pattern-matched. A recruiter looks for level signal first (staff vs senior vs mid), then domain match (distributed systems, infra, mobile, ML), then proof. If any of the three is unclear, the resume gets passed over.
We rewrite around outcomes that hiring managers can verify. Numbers go on the resume — latency, scale, throughput, revenue impact, headcount you influenced. The system you worked on is described in business terms first, technical terms second. The stack is present but not the headline.
For senior, staff, and principal candidates, scope of influence matters more than lines of code. We surface the decisions you made, the systems you owned, the engineers you mentored, and the cross-team work you led. That's the level signal recruiters and hiring managers are looking for.
$349
Most-popular bundle for mid-career engineers. Premium ATS resume, LinkedIn rewrite, cover letter, 30-day support, and one revision round.
Choose This PackageCompare all packages →Yes. FAANG companies use both ATS keyword screens and human recruiter triage. We write for both — the resume passes the keyword filter, then converts on the human read.
Yes. Staff+ resumes need different positioning — scope of influence, technical leadership, cross-team impact, mentoring. The Executive Brand Suite is the right fit for Staff+, EM, and engineering director roles.
Yes. The positioning is different but the principles are the same. We write the resume to highlight production-grade work, contribution, and outcomes — not where you learned to code.
Critical. Most senior engineering offers in the US start as inbound recruiter outreach. The LinkedIn rewrite is included in every bundle and is often higher-leverage than the resume alone.
Yes. ML positioning is more about the problem you solved (and the metric you moved) than the model architecture you used. We write that way.
Different industry or career stage? Explore the page that fits your search.
At VP and SVP level the resume is not selling skills — it is selling business outcomes, scope of P&L, and team scale. Most senior candidates still write like a manager. We fix that.
Read moreHealthcare hiring in the US sits between two worlds: a strict credentialing process that needs everything documented, and a competitive talent market where the resume still has to sell. We write for both.
Read moreFinance resumes get rejected for structural reasons more than experience reasons. Deal sheets in the wrong place, no transaction sizing, no closing-team scope — and the candidate looks junior to a senior reader. We fix that.
Read moreSubmit your current resume, target role, and target market. You'll receive a personal recommendation before any commitment.