Is Delphine Ashworth-Oyelaran a real recruiter

No. She is invented for this page, and so are Bielawska Technologies and Ostrowiec Services Group. The figures show a shape and describe nobody.

What are the three recruiter numbers

Roles filled, time to hire and offer acceptance. A recruiter who cannot quote all three is asking a hiring manager to take a service on trust that the recruiter would never extend to a candidate.

Is offer acceptance a fair measure

It is the one that reflects the whole process rather than the sourcing. From 72% to 89% after the offer conversation was rewritten names the mechanism, which is what makes it more than a good year.

What did the checker score it

99 out of 100, re-measured on 25 September 2026, with readable volume 2 points short. The arithmetic is 100 × 30% for parseability + 100 × 30% for completeness + 98 × 40% for content. The writing check beside it scored 95, which is 91 of the 96 points that applied, and the five points it withheld are the tense rule.

Should agency spend be mentioned

If you reduced it, yes. Sixty per cent off agency spend over two years is a direct saving and it is usually the business case for having an in-house recruiter at all.

Which design is this rendered in

Imprint, one of the eight layouts these examples were moved onto on 2026-09-14. This page used to argue for Ink as the plainest layout in the gallery; the document was moved on 2026-09-14 and Ink is outside the set of eight. Of the 37 layouts in the gallery, 24 export a PDF whose text layer scores what the pasted text scores, in a single column with the reading order kept and no graphics; the eight came out of that set.

Example · Talent

A free recruiter résumé example, held to its own standard

One complete recruiter résumé, written out in full. The person is invented. The reading and the score come from the product itself.

ConxfolioPublished 2026-09-13 · updated 2026-09-25

— roles filled, time to hire, acceptance rate.

The recruiter example résumé drawn as a complete page in the Imprint design: name, summary, three dated roles with five lines under each, education, languages and a skills row — The example below, drawn by the builder's own renderer in the Imprint design, one of the eight layouts these examples were moved onto. The picture was taken by pressing this page's own Use this example door and photographing what the editor rendered.

Recruiters read several hundred résumés a month and then write one that would not survive their own screen. This example is written out in full so you can read a page that would, then put through the tools here so you can see what a parser stores. The candidate is invented.

The example, in full

An invented person. Not a real document, and not yours.

Delphine Ashworth-Oyelaran
Recruiter
Warsaw, Poland · [email protected] · +48 22 555 0148

Summary
In-house recruiter with seven years in technology and operations hiring, working on pipeline, time to hire and the structured interview. Runs hiring for 60 candidates a month across engineering, support and finance teams.

Experience

Senior Recruiter · Bielawska Technologies, Warsaw · 2022 to present

Filled 64 vacancies a year across engineering and operations with a team of 2 recruiters, and reported every hire to the board.
Cut time to hire from 48 days to 31 days by restructuring the interview loop and booking panels a week ahead.
Raised offer acceptance from 72% to 89% over 2 years by rewriting the offer conversation and giving every candidate a written summary.
Trained 25 hiring managers on structured interviewing and note taking, and reviewed 40 interview reports a quarter against the agreed rubric.
Built a talent pipeline of 900 contacts and sourced 46% of the year's hires directly, without a single agency fee on those placements.

Recruiter · Ostrowiec Services Group, Krakow · 2019 to 2022

Hired 140 staff over 3 years across 6 departments, from warehouse shifts to finance, and kept every role open for under 40 days.
Reduced agency spend by 60% over 2 years by building a direct sourcing routine that the group's three site managers still run weekly.
Screened 1 200 candidates a year by telephone and held the shortlist to offer rate at one in four across every department.
Rebuilt the careers page and the job advert template, which lifted direct applications by 38% in the first 6 months after launch.
Ran 30 interviews a week during a warehouse opening and staffed 80 positions in 11 weeks without missing the agreed date.

Recruitment Coordinator · Ostrowiec Services Group, Krakow · 2018 to 2019

Scheduled 60 interviews a week across 6 departments and confirmed 98% of the panels in writing with the candidate the day before.
Maintained the applicant tracking system for 40 live vacancies and cleared a backlog of 300 open applications that nobody had read within 4 weeks.
Wrote 45 job adverts a year with the hiring managers and cut the average time to publish from 9 days to 3.
Answered 200 candidate emails a week and held the average reply time under 24 hours through the two busiest recruitment campaigns of the year.
Prepared 120 offer packs and reference requests a year, and delivered each one to the candidate within 2 days of the decision.

Education
BA Human Resource Management · Mokotow University of Business, Warsaw · 2015 to 2018

Skills
technical recruitment, direct sourcing, structured interviewing, pipeline management, employer branding, applicant tracking systems, offer negotiation, hiring manager training, recruitment analytics, candidate experience

Languages
Polish · native · English · C1 · German · B1

Volume, speed, acceptance

Sixty-four roles a year with a team of two. Time to hire from 48 days to 31. Offer acceptance from 72% to 89%. Those are the three numbers a head of talent compares between candidates, and all three are on the first four lines.

Naming the team size beside the volume is what makes the volume readable. Sixty-four roles with a team of two is a different claim from sixty-four roles with a team of eight, and leaving it out invites the more sceptical reading.

The sourcing and cost lines

A pipeline of 900 contacts with 46% of the year's hires sourced directly. Agency spend down 60% over two years. Those two are the same argument from opposite ends, and together they are the business case for the role.

Training twenty-five hiring managers on structured interviewing is the influence line. Recruiters who improve the interviewers improve every hire afterwards, including the ones they were not involved in.

Skills for a recruiter résumé, grouped

Delphine's skills group into sourcing, assessment and operations. Sourcing: technical recruitment, direct sourcing, employer branding. Assessment and offers: structured interviewing, offer negotiation, hiring manager training, candidate experience. Operations: pipeline management, applicant tracking systems, recruitment analytics. A head of talent reads the sourcing group as the measure of reach.

Agency recruiters add business development as a group of their own. Groups can be renamed or dropped in the free résumé builder at any time.

From coordinator to senior recruiter

A coordinator's résumé proves organisation: interviews scheduled, candidates kept informed, systems kept clean. The Ostrowiec roles start there. A recruiter adds hires, time to hire and acceptance.

A senior recruiter adds sourcing and cost: hires made without agencies, managers trained to interview, cost per hire reduced. The guide to quantifying achievements helps count hiring work.

How it reads and scores

The ATS checker scored it 99 out of 100, re-measured on 25 September 2026, with readable volume 2 points short. The second reading is the writing check, which asks how the document is written rather than what a parser can find in it, and it scored 95: 91 of the 96 points that applied. The method behind these numbers is written up once, in how our examples are made and checked.

The Conxfolio import review after the door opened, showing Delphine Ashworth-Oyelaran's example read into fields beside the rendered page, with the line saying it is an example — Delphine Ashworth-Oyelaran's recruiter résumé read into fields, each field beside the line it came from.

The same import review on a 390 pixel phone screen, with the example notice above the accept button — Delphine Ashworth-Oyelaran's recruiter résumé in the same review on a 390 px phone.

What this example leaves off

No candidate names, no salary bands for individual hires and no logos of the companies hired from. Candidate confidentiality is the recruiter's own standard, and a page that breaks it is making an argument against itself.

Numbers of interviews arranged are left off too. Activity counts describe a busy diary; roles filled, time to hire and acceptance describe a recruiter, and a head of talent knows exactly which of those two a page is showing them.

What to change for your own

Change the market. Agency, executive search, volume hiring and technical recruitment all use this shape with different measures. Then put in your own role counts, time to hire, acceptance rate and sourcing mix.

Keep the hiring manager training line. Keep the agency saving if you have one. The design gallery holds 37 layouts, and the HR manager example, the office manager example and the supply chain manager example sit beside this one.

Write yours beside it

Opens the builder with Delphine's example loaded, saved as its own entry in the Imprint design. Replace every line with your own. Free, no account.

Use this example Check a résumé instead

Questions

Is Delphine Ashworth-Oyelaran a real recruiter: No. She is invented for this page, and so are Bielawska Technologies and Ostrowiec Services Group. The figures show a shape and describe nobody.
What are the three recruiter numbers: Roles filled, time to hire and offer acceptance. A recruiter who cannot quote all three is asking a hiring manager to take a service on trust that the recruiter would never extend to a candidate.
Is offer acceptance a fair measure: It is the one that reflects the whole process rather than the sourcing. From 72% to 89% after the offer conversation was rewritten names the mechanism, which is what makes it more than a good year.
What did the checker score it: 99 out of 100, re-measured on 25 September 2026, with readable volume 2 points short. The arithmetic is 100 × 30% for parseability + 100 × 30% for completeness + 98 × 40% for content. The writing check beside it scored 95, which is 91 of the 96 points that applied, and the five points it withheld are the tense rule.
Should agency spend be mentioned: If you reduced it, yes. Sixty per cent off agency spend over two years is a direct saving and it is usually the business case for having an in-house recruiter at all.
Which design is this rendered in: Imprint, one of the eight layouts these examples were moved onto on 2026-09-14. This page used to argue for Ink as the plainest layout in the gallery; the document was moved on 2026-09-14 and Ink is outside the set of eight. Of the 37 layouts in the gallery, 24 export a PDF whose text layer scores what the pasted text scores, in a single column with the reading order kept and no graphics; the eight came out of that set.

Conxfolio is a free set of four career tools: a résumé builder with 37 rendered layouts, an ATS résumé checker that prints its own arithmetic, a cover letter builder that traces every proof paragraph back to the line it came from, and a portfolio builder with 22 authored designs. There is no account to create, nothing is held back for a paid plan, and no language model is used anywhere in the product, so the readers, the score and the letter are deterministic code you can check.