When a company hires globally, it significantly expands its talent pool. Recruiters are filtering through a vast number of resumes, so it’s your job to stand out.

The right way to compete with international peers is by carefully curating what global employers look for in CVs and across all your online professional profiles.

In this guide, we’ll explore what employers look for in a resume and discuss how to master your professional presence to attract international opportunities.

Why global recruiters focus on the details

When a recruitment process scales globally, it’s understood that not every submission will present an ideal candidate. In fact, most applicants will not move forward.

In this sea of applicants, your career summary or professional portfolio must clearly showcase your undeniable credentials.

Your goal is to immediately convince recruiters that you are the candidate worth investing their time in.

_{The global competition for remote opportunities}

Remote work offers immense advantages, including unparalleled flexibility and improved quality of life.

Unfortunately, as many companies have pulled back on fully remote options, the competition for the remaining global opportunities is tighter than ever.

This raises the question: how do you successfully capture the attention of the select companies that are still committed to hiring top-tier remote talent?

_{How small mistakes can stop your resume from being noticed}

The harsh reality of global hiring is that recruiters often spend less than ten seconds on an initial review. This means seemingly minor errors can be fatal to your chances.

A cluttered document, inconsistent formatting, or a poorly worded sentence signals to a remote employer that you might lack the precision required for high-stakes, asynchronous international collaboration.

These small oversights instantly drop your professional pitch from the "consider" pile to the "reject" stack, making it crucial to eliminate every possible imperfection before submission.

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Common resume mistakes that hurt your chances

To ensure your highly-qualified background doesn't get overlooked, it’s vital to recognize and eliminate these common mistakes before they reach a recruiter’s desk.

_{Using a single resume for every application}

Your CV is not a historical record, but rather a marketing document. One of the most frequent errors talented candidates make is relying on a generic, "one-size-fits-all" candidate package.

Recruiters and Applicant Tracking Systems (ATS) look for keywords and skill relevance specifically tied to the job description. If your professional portfolio doesn't explicitly mirror the terminology and requirements outlined in the posting, it will be quickly discarded.

This lack of customization signals low commitment and poor understanding of the role's demands, a major red flag for remote employers who value intentionality.

_{Overloading your resume with irrelevant or outdated information}

Recruiters interested in hiring a senior professional are primarily concerned with your impact and skill set from the last five to seven years.

Listing every technical course, early-career job, or non-technical hobby clutters the document and dilutes the focus on your most relevant achievements.

When hiring globally, employers need quick, focused validation of your current expertise. If a piece of information doesn't directly support the narrative that you are the ideal fit for the specific role you're applying for, it must be edited or eliminated.

_{Ignoring english fluency and cultural fit indicators}

For US-based remote companies, English proficiency (B2/C1+) is essential, but recruiters need more than a score. You can put this into practice when tailoring your online profile, as you'll see in the next topics.

Global teams also require a strong cultural fit. Failing to signal these soft skills, such as adaptability, awareness of asynchronous work, and experience in international collaboration, creates ambiguity.

This lack of explicit evidence of cultural alignment and communication mastery is a significant liability for seamless, global team integration and often leads to quick disqualification.

How to curate a resume that stands out in remote hiring

U.S. companies hiring remotely look for resumes that are clear, credible, and results-driven. They focus on a combination of technical expertise, communication skills, and reliability, all demonstrated through measurable achievements and a polished presentation.

The team at Strider, specialists in connecting Latin American tech professionals with U.S. companies, shared a few proven tips to help candidates make their resumes stand out.

Applying these insights can turn a resume into a document that truly showcases a professional’s value.

_{Highlighting communication, adaptability, and initiative}

Recruiters look for well-rounded profiles that combine strong technical and soft skills that show readiness for remote work.

What to include:

• Hard skills: Showcase your technical expertise across your resume and online profiles. According to hiring and recruiting specialists, the best time to discuss soft skills is during the introductory call.
• Remote work traits: Time management, organization, self-motivation, flexibility, and the ability to work independently.
• Long-term patterns: Stays of 2+ years in previous roles, as it shows reliability and career stability.
• Initiative: Evidence of contributions beyond core tasks, e.g., mentoring, process improvements, or internal collaborations.

Tips:

• Avoid vague or superficial descriptions. Use specific examples (e.g., “Led cross-functional meetings across three time zones” instead of “Good communicator”).
• Add context on how you’ve adapted to different cultures or asynchronous teams.

_{Presenting real impact: metrics, results, and contributions}

Strider emphasizes that U.S. hiring managers value measurable results and clear storytelling.

What to include:

• Quantifiable results: Use metrics to describe your work (e.g., “Reduced API response time by 40%,” “Increased feature adoption by 25%”).
• STAR/START method: Present achievements in context according to this structure: Situation, Task, Action, Result, and Takeaways.
• Credibility signals:
  
  • Experience in startups or reputable companies (especially international ones).
  • Technical certifications (AWS, GCP, etc.).
  • Projects that show both individual ownership and team collaboration.
• Keywords alignment:
  
  • Optimize titles, job descriptions, and skills to match target roles.
  • Mention relevant stacks, frameworks, and tools (Node.js, React, AWS, etc.).

Want to go deeper into these insights and learn from real recruiter experience? Watch Strider’s webinar on landing remote jobs with a US tech company with co-founder Nicole Barra.

Optimizing your online profile for recruiters

LinkedIn is the new resume for professionals seeking international opportunities. Recruiters rely heavily on LinkedIn’s search filters and keyword matching to identify candidates.

_{Aligning your LinkedIn and portfolio with your resume}

• Keep titles, dates, and company names identical between resume and LinkedIn.
• Use globally recognized job titles (“Software Engineer” instead of “Developer III” or “Code Wizard”).
• Link companies to their official LinkedIn pages for credibility.
• Add quantifiable results and achievements instead of only listing duties.
• Sync your resume and online profile keywords: consistency improves both recruiter searches and ATS compatibility.
• In your “About” section, summarize your career highlights and goals just like a resume summary.
• Use your Featured section to link projects, GitHub repos, portfolios, or design showcases.

_{How recruiters analyze GitHub, Behance, and personal websites}

Recruiters appreciate profiles that go beyond text:

• Showcase proof of work: add links to GitHub, Behance, or Medium articles in the Featured or Contact Info section.
• Avoid outdated or broken portfolio links because they hurt credibility.
• Ensure that your GitHub or portfolio reflects the same skill set and stack that your resume and headline emphasize.
• Keep your project documentation clean and readable (mirroring professional standards).

_{Signaling availability and remote readiness in your profile summary}

• Use LinkedIn’s “Open to Work” feature (visible only to recruiters with LinkedIn Professional access).
• Add “Remote” in your experience location fields to highlight distributed work experience.
• In your About section, include a line stating your interest in remote-first, asynchronous teams, or U.S.-based collaborations.
• Use the Location field wisely: list your real country or city (e.g., “São Paulo, Brazil”), not “USA” or “Europe.”
• Add “Remote” or “Remote (U.S. timezone)” in job descriptions when relevant.

_{Building credibility through engagement}

Your activity on LinkedIn influences visibility and reputation:

• Engage thoughtfully with industry-related content.
• Avoid inactivity or commenting on irrelevant topics.
• Share insights, articles, or reflections that align with your domain expertise.
• Follow company pages, tech leaders, and industry groups, as recruiters often filter candidates by shared interests.

_{Fine-tuning for international visibility}

• Use English as your main profile setting and content. You can always create a secondary profile in your native language.
• Simplify your headline, clear title + key skills + focus area (e.g., “Backend Engineer | Node.js & AWS | SaaS”).
• Customize your LinkedIn URL for a clean, professional look.
• Review privacy and visibility settings so your data is accessible to recruiters while staying secure.
• Add 10–15 relevant hard skills (React, Node.js, Docker, etc.) and keep them endorsed.
• Use Grammarly or another language tool to polish your written content.

These are the top strategies shared by Strider's co-founder in this LinkedIn article, but you can explore the full post for even more valuable insights.

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Final checklist to get noticed by remote recruiters

_Resume

• Keep it short (1–2 pages) and tailored to each job.
• Mirror keywords from the job description.
• Use numbers to show results and impact.
• Remove outdated or irrelevant details.

_{Online Profile}

• Match job titles, dates, and language across all platforms.
• Add proof of work: links, projects, or portfolio samples.
• Keep your skills updated and written in English.

_{Remote Readiness}

• Mention previous remote roles and time zones.
• Highlight communication, adaptability, and independence.
• Turn on “Open to Work” and engage professionally on LinkedIn.

You now have a practical guide to shape your professional story, both in your CV and online presence, according to what employers look for in a resume when hiring globally.

Take the next step toward your international career: Strider connects qualified LATAM professionals with U.S. companies looking to grow their remote teams worldwide.

Register for free on Strider and explore open roles for developers, designers, marketers, and product specialists ready to work with top global teams.