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

97 out of 100, with one improvement remaining worth 8 points. The document has 176 readable words, and the volume rule's top band opens at 250.

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

Ink, one of the 21 ATS-safe layouts out of 37. It is the plainest layout in the gallery, which seems the right choice for a page about hiring.

Example · Talent

A 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

— roles filled, time to hire, acceptance rate.

The recruiter example résumé drawn as a complete page in the Ink design: name, summary, the roles with their bullet lines, education and a skills row — The example below, drawn by the builder's own renderer in the Ink design. 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. Delphine Ashworth-Oyelaran does not exist, neither employer exists, and every figure was chosen to demonstrate a shape.

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. Works on pipeline, time to hire and the hiring managers who want to interview everybody.

Experience

Senior Recruiter · Bielawska Technologies, Warsaw · 2022 to present

Filled 64 roles a year across engineering and operations with a team of 2.
Cut time to hire from 48 days to 31 by restructuring the interview process.
Raised offer acceptance from 72% to 89% by rewriting the offer conversation.
Trained 25 hiring managers on structured interviewing and note taking.

Recruiter · Ostrowiec Services Group, Krakow · 2019 to 2022

Hired 140 staff over 3 years across 6 departments.
Built a candidate pipeline of 900 contacts and sourced 40% of hires directly.
Reduced agency spend by 60% over 2 years.

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 40% of 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.

What the reading found

The door on this page hands the document to the résumé builder as plain text, through the same import an uploaded file goes through, and the review shows each field beside the line it came from. Here the completeness pass found four readable sections, 96 words of experience evidence and ten distinct skills, with three languages in their own section.

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 — The real import review, opened by this page's own door. It names Delphine Ashworth-Oyelaran as invented before anything is saved, and it shows every field beside the line it came from.

No language model is involved. Every string a reader emits is checked in code to be a span of the document, and where the rules are unsure they ask rather than deciding quietly.

What the checker scored it

The same import review on a 390 pixel phone screen, with the example notice above the accept button — The same door on a phone. Nothing is withheld on the small screen: the notice, the reading and the accept button are all there.

Ninety-seven out of 100, with one improvement remaining worth 8 points. The arithmetic is 100 × 30% + 100 × 30% + 92 × 40% = 97, explained in the article on the score. Seven action-led lines, five of them measurable, seven lines of depth, and 176 readable words against a band opening at 250.

This measurement is a readability and evidence check on a document. It is not an employer's applicant tracking system and it predicts nothing, which is worth saying twice on the one page in this family written for somebody who works with the real thing. The ATS checker prints its own arithmetic for exactly that reason.

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 Ink 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: 97 out of 100, with one improvement remaining worth 8 points. The document has 176 readable words, and the volume rule's top band opens at 250.
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: Ink, one of the 21 ATS-safe layouts out of 37. It is the plainest layout in the gallery, which seems the right choice for a page about hiring.

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 20 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.