At Stemgenic, we believe every CV tells a story — if you know how to read between the line
To the untrained eye, a CV is just a document. But to experienced recruiters like us, it’s a window into a candidate’s journey — their ambitions, growth, adaptability, and even the unspoken moments that shaped their career.
Here’s a closer look at what seasoned recruiters truly see when they review a CV.
1. Education: It’s More Than Just a Degree
For early-career candidates, the institution and academic credentials matter. But for experienced professionals, we look beyond grades.
Did the candidate pursue further education mid-career?
Did they upskill with certifications or executive courses during a career break?
Do they demonstrate a hunger to learn?
Ongoing learning signals intellectual curiosity — a strong marker of future leadership potential.
2. Internal Promotions & Career Progression
One of the strongest indicators of value is internal movement. Has the candidate moved from Engineer to Senior Engineer to Project Manager within the same company? That speaks volumes.
It reflects consistency, trust, and high performance.
It shows the candidate didn’t just stay — they grew.
It suggests a strong ability to adapt within company culture and evolve with business needs.
We don’t just look at tenure — we track the trajectory.
3. Achievements Speak Louder Than Responsibilities
Generic job descriptions don’t impress us. What we want to see are outcomes.
“Reduced production downtime by 25%” means more than “Responsible for plant maintenance.”
“Expanded market share by 12% in SEA” says more than “Handled regional sales.”
Quantified, specific achievements help us assess real impact. That’s what separates a doer from a leader.
4. Career Gaps: Not a Red Flag, Just a Conversation Starter
Career gaps are not dealbreakers. Life happens. Companies restructure. People take sabbaticals. The key is transparency.
We ask:
What were you doing during this time?
Did you pursue freelance work, study, volunteer, or regroup?
In many cases, candidates emerge from career breaks with more clarity and direction. We respect that — and hiring managers increasingly do too.
5. Title Evolution: From Individual Contributor to Leader
We watch how titles change — and what they actually mean.
A shift from “Executive” to “Manager” is only meaningful if it comes with:
Team leadership
Budget ownership
Strategic input
Cross-functional collaboration
Sometimes titles are inflated. Other times, they’re too modest. Our job is to dig deeper and verify the scope of responsibility.
6. Job Changes: Patterns Matter
Frequent job changes can raise questions — but they don’t always raise red flags.
We consider:
Was the industry highly dynamic (e.g., startups or contract work)?
Were the roles increasing in complexity or region?
Were the moves strategic or reactive?
A well-explained history of transitions can reflect resilience, risk-taking, and market agility.
7. Global & Regional Exposure
Geographic moves tell us a lot about adaptability. A professional who’s worked across Singapore, Thailand, and Australia likely brings:
Multicultural sensitivity
Market-specific know-how
Stakeholder versatility
For regional or global roles, this kind of experience is often non-negotiable.
8. Lateral Moves: Signs of Strategic Career Building
Not every move is upward — some of the smartest are sideways.
A candidate who shifted from Engineering to Product, or from R&D to Business Development, often shows:
Cross-functional understanding
A broader strategic lens
Leadership potential for future C-level roles
We look for moves that reflect intentional skill diversification.
9. Language, Tone & Presentation
The way a candidate writes tells us a lot about their professionalism and attention to detail.
Typos or formatting errors? Could suggest carelessness.
Overuse of buzzwords without substance? Likely fluff.
Clear, concise writing with meaningful language? That’s someone who respects the reader’s time — a strong soft skill in itself.
10. Company Stage & Environment
Working at an early-stage startup vs. a large MNC requires very different muscles.
Startups = agility, chaos navigation, multitasking
Corporates = stakeholder management, process orientation, scale
Candidates who’ve succeeded in both worlds bring rare hybrid adaptability.
