1. One page. Almost always.
Unless you have 15+ years of directly relevant civilian experience, keep it to one page. Recruiters spend 6–8 seconds on the first pass. Every line has to earn its rent.
2. ATS-friendly structure that still looks human
Skip the two-column PDF templates. They break in most applicant tracking systems. Use a single-column layout, standard section headings (Experience, Education, Skills), and a normal font. Save as PDF unless the employer asks for .docx.
- Header: name, city/state, one phone, one email, LinkedIn URL. No photo, no address.
- Summary: 2–3 lines, role you're targeting + your strongest proof.
- Experience: reverse chronological, outcome-first bullets (verb + what + measurable result).
- Education, certifications, clearances, awards — in that order.
3. LinkedIn that generates inbound
The banner, headline, and About section are the only three things a recruiter reads before deciding to message. Everything else is confirmation.
Headline formula: [Target Role] | [Superpower] | [Proof or Industry]. Example: 'Program Manager | 12 years leading distributed teams | ex-USMC, PMP.'
4. Interviewing after the call comes in
Behavioral interviews reward STAR (Situation, Task, Action, Result) stories. Write 8 stories that cover: leading through ambiguity, conflict, missed target, cross-functional influence, hiring or firing, technical decision, customer save, quiet failure.
Reuse those 8 stories across every interview. You will not have time to invent new ones under pressure.
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