The Kitchen Sink

January 5, 2018

Many technical candidates include a litany of  “kitchen sink” tasks in their resume’s summary, much of which is redundant and out of context. Summary length does not equate to your strengths as a candidate. We’ve had clients reject resumes when the candidate’s professional experience isn’t seen until the second page, or the summary uses vaguely described phrases like “involved with”, “taking part in”, “participated in”, and “having good knowledge of”. This is one of the reasons we place our candidate interview notes at the top of each resume we present. A lengthy summary also highlights poor communication ability. It may even serve as “alternative facts” to cover up for less experience than the candidate actually has. It’s best to make each word in a section count.

Shoot for a short summary that highlights major accomplishments and strengths (5 bullets max), followed by a listing of your recent technical skills. A good resume will always provide the following descriptive information in the professional experience section per client or employer:  what problem did you address (project, functional/technical, business, analytics, application, system, performance, or scope), what were your own key deliverables, what was your role on the team, and what tools, knowledge, and/or methodology did you use to accomplish the work. For each position, use language that clearly specifies how you performed the work, and what the outcome was.

If your experience is clearly described in your professional experience section, and you leave out the “kitchen sink” in your summary, you are more likely to get a call from us, and an offer from clients.

Cindy Reuter, CEO


February 10, 2017

Recruiting can be a dirty business, and having worked in recruiting for the past 19 years, I have seen my share of a lack of integrity! Luckily, I now work for the best recruiting company, Capstone Technology Resources!  I am working for a company which values honesty and integrity which means I can always talk to consultants and clients truthfully. I never have to worry about whether what I have said is honest or not. We are encouraged to have indepth conversations with consultants about their work to establish if they will be a good fit for our jobs, not just check off key words to get them in front of our clients.   Quality is always valued over quantity.

Capstone views our consultants as people and not as a paycheck. We work hard try to build relationships with our clients as well.  This means that we have established relationships with our clients and are not viewed as simply a resume generator.  Our ability to make personal connections with consultants and clients, coupled with our professional experience (our recruiting staff has an average of over 20 years’ experience), enables us to make substantive placements.  For me personally, I love that I have a boss who understands the business and hires employees that can do the job well.  That means that I am given a job to do and the autonomy to do it; something I love and need. This also provides the flexibility to be able to balance work life and home life.  What a great job!!! Lucky, lucky me.

Liz Schmitt, Senior Technical Recruiter