Resume Writing

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PUBLISHED BY MARSHALL A. BROWN AND MICHELLE A. RIKLAN

2013 COPYRIGHT ALL RIGHTS RESERVED
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COPYRIGHT - MARSHALL BROWN & ASSOCIATES / RIKLAN RESOURCES, LLC. - 2013 - ALL RIGHTS RESERVED
www.mbrownassociates.com www.riklanresources.com
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before you read any further! If you have an existing rsum, take it out and read through it
objectively. If possible, ask someone to read through it with you and then take the short quiz on the next
page of this book.
Todays challenging job market demands that you are equipped with top-notch marketing tools. Your
rsum is a crucial component to your marketing campaign, and it must help to sell you effectively.
This guide will walk you through the process of creating a powerful and strategic document that puts
you ahead of the competition and lands on top of the pile.
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TABLE OF CONTENTS
RSUM QUIZ .................................................................................................................................................5
EXAMPLE OF AN INEFFECTIVE RSUM .........................................................................................................6
WHY IS IT CRITICAL TO HAVE A POWERFUL RSUM? ..................................................................................7
WHAT YOU WANT VS. WHAT THE EMPLOYER WANTS..................................................................................8
WHAT MAKES A POWERFUL RSUM?..........................................................................................................9
SECTIONS OF A RSUM ..............................................................................................................................10
TYPES OF RSUMS ......................................................................................................................................12
RSUM FORMAT GUIDELINE ......................................................................................................................13
CONTACT INFORMATION BE MEMORABLE ..............................................................................................14
RSUM STRATEGIES ...................................................................................................................................15
STRATEGY #1 RSUM WRITING STRATEGIES .....................................................................................15
STRATEGY #2 FOCUS AND DIRECTION ..................................................................................................16
STRATEGY #3 DONT TELL IT TO ME... SELL IT TO ME. ..........................................................................17
STRATEGY #4 CORE COMPETENCY SECTION .........................................................................................18
STRATEGY #5 THINK BIG... KEEP IT BIG! ................................................................................................20
STRATEGY #6 ELIMINATE CONFUSION ..................................................................................................20
STRATEGY #7 CAR CHALLENGE, ACTION, AND RESULTS ....................................................................21
STRATEGY #8 KEEP IT REAL ...................................................................................................................22
STRATEGY #9 PORTRAY CONFIDENCE ...................................................................................................22
RSUM STRATEGIES FORMATTING, LAYOUT, & VISUAL APPEAL...............................................................23
IMPORTANT COMPUTER FORMATS .............................................................................................................24
FINAL THOUGHTS .........................................................................................................................................25
10 QUICK TIPS FOR YOUR COVER LETTER.26
SAMPLE RSUMS ........................................................................................................................................27
RECOMMENDED READINGS .........................................................................................................................52
ABOUT MARSHALL A. BROWN ................................................................................................................... .53
ABOUT MICHELLE A. RIKLAN ........................................................................................................................54
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RSUM QUIZ
1. By scanning your rsum for 10 seconds, can you clearly determine an employment goal and the
relevant value you offer toward that goal?

Yes
No
2. Does your rsum scream Read me!, and will it jump to the top of a large pile?
Yes
No
3. Does your rsum convince you that you are qualified for your job target(s) in the first 1/3 of
the page?
Yes
No
4. Is the page layout of the rsum pleasing to the eye and attractive? Do you want to read it?
Yes
No
5. Have you used a font and style that are computer scannable in the rsum? (Most templates are not
scannable).
Yes
No
6. Does the rsum have ALL the necessary "key words" to survive a key word scan? Are the key words
easily located for visual review in the rsum?

Yes
No
7. When you look at the rsum, do you get excited about the value of your qualifications, or does it just
read like all the rest? Could someone else cut and paste your content?
Yes
No
8. Does the rsum quantify and qualify your achievements, challenges and results instead of sounding like
a laundry list of responsibilities?
Yes
No
9. Are you aware of what valuable information you may have left out or taken for granted in your rsum?
Yes
No
10. If you have already sent out your rsum, have you received at least a 25% interview response rate?
Yes
No
Yes
No
11. Does your rsum really sell YOU?
The oldest, shortest words - "yes" and "no" - are those which require the most thought.
- Pythagoras
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EXAMPLE OF AN INEFFECTIVE RSUM

An ineffective rsum is a document that may look like a laundry list of tasks, difficult to navigate,
lacking assertive language/content, and does not show the unique value of the applicant. It will most
likely end up in the trash bin.
Minds are like parachutes. They only function when opened.

- Lord Thomas Dewar
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WHY IS IT CRITICAL TO HAVE A

POWERFUL RSUM?
Everyone should have a powerful rsum! In order to gain employment, candidates must develop a
strong marketing campaign with all of the necessary materials for a pro-active search. A powerful
rsum is a key element in this campaign. If a rsum is requested, the job-seeker should be prepared!
You never know when you will have chance meeting with someone who says Send me your rsum.
The last thing you want is to throw it together and provide something less than stellar. Again, a rsum
is a marketing tool. To craft one properly, it requires a strategy, time, research, and an understanding of
what is required in this difficult market.
The beautiful thing about learning is that nobody can take that away from you.
BB King
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WHAT YOU WANT VS.

WHAT THE EMPLOYER WANTS
THE PROBLEM: People have a tendency to write

rsums strictly from the What I want perspective.
As a result, the wrong information, incomplete
information, or irrelevant information is communicated.
Do employers care about what you want or, do they
want to know what value you offer combined with what
the company needs?
THE SOLUTION: Prepare your rsum with job

requirements in mind sell what the employer
is buying!
Take a complete inventory of your skills,
experience, attributes, and education and
compare it to what the employers are looking
for.
If your rsum doesnt clearly communicate what

employers are looking for, your rsum is passed over.
WHAT YOU HAVE TO OFFER
SKILLS
EXPERIENCE
ATRIBUTES
EDUCATION
VS.
WHAT THE EMPLOYER

WANTS TO SEE
POWERFUL
RSUM!
SKILLS
EXPERIENCE
ATRIBUTES
EDUCATION
"In order to succeed, your desire for success should be greater than your fear of failure."
-Bill Cosby
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WHAT MAKES A POWERFUL RSUM?

A decent rsum is a document that outlines specific skills, qualifications, and experience. It may or
may not prompt an interview.
A POWERFUL RSUM. is a FOCUSED and AGGRESSIVE MARKETING tool that SELLS YOUR VALUE to a
company. It compels the reader to call you and discuss opportunities.
You cant base your life on the past or the present. You have to tell me about your future.
- Chuck Palahniuk
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SECTIONS OF A RSUM
CONTACT
INFORMATION:
Include your name and the best way to get in touch with you.
Dont list every phone number you havechoose one
designated phone number that only you answer and that has
a professional voicemail message recorded, just in case you
miss the call or you are not in an appropriate place to answer
it when it rings.
Include a personal email (no cute names or aliases). Never
use your employers e-mail. It does not belong to you.
E-mails should be in hyperlink format.
Include your LinkedIn profile address in a hyperlink format and
make sure your profile is up to date.
Contact information always goes at the top of your rsum.
Make sure name, number, and e-mail address are on all pages.
HEADER:
May include the job title/level of position that you are seeking.
May include a branding statement.
PROFILE:
Include a snapshot of your top skills, attributes,

and qualifications.
Position yourself for how you want to be perceived.
Great place to put keywords and keyword phrases.
This is where you can really sell yourself. Present information
designed to sell you into your next position.
OBJECTIVE:
Objectives are self-serving and a weak introduction. Consider a

powerful header and profile combination instead.
CORE
COMPETENCIES:
An expected and crucial section of the rsum that enhances

chances of being found by applicant tracking systems and
serves as a checklist for many potential rsum screeners.
Overcome the notion that you must be regular. It robs you of the chance to be extraordinary.
- Walter Lippman
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SECTIONS OF A RSUM
(CONTINUED)
PROFESSIONAL
EXPERIENCE:
Also called Employment History, Career History, Work

Experience, Career Summary, etc.
Describe the scope of your responsibility, what you were hired
to do (but try not to just list duties). Suggested format for job
descriptions is paragraph form under the title.
Differentiate your job description from your achievements with
layered formatting. Highlight achievements with bullets so they
stand out.
Make sure to tell the entire story and utilize the CAR formula
Challenge, Action, and Result.
Be specific wherever possible, including #s, $$, %, etc.
Highlight either your job title or the organization, whichever is
more marketable.
EDUCATION:
Can also include Training, Professional Development,

Certification, etc., or create a separate section for these areas.
Include the program name and where you got it. Years may be
left off if they will not work to your advantage.
List only whats relevant and professional.
Generally placed toward the end unless newly graduated or
relevant to the job search.
AFFILIATIONS/
MEMBERSHIPS:
Professional Affiliations, Memberships, Committees, Board

Positions.
OTHER:
Might include Volunteer Experience if relevant, Languages,

Other Experience, or Personal Achievements.
Personal power is the ability to take action.

-Anthony Robbins
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TYPES OF RSUMS
CHRONOLOGICAL:
The traditional rsum is chronological, focusing on the experience

section of the rsum where each job is described in detail. This
rsum is most commonly used when a person is staying in the same
profession. This type of rsum often appeals to the more conventional
reader and can be very effective if the potential candidate wants to
highlight some prestigious employers. Career experience is listed in
reverse chronological order.
FUNCTIONAL:
The functional rsum highlights your major skills and accomplishments

from the very beginning; important skill sets and qualifications are
presented under functional headings and the reader does not need to
scan through several employers to see what youve done. This type is
effective for persons changing careers, people with gaps in their
rsums, return to work candidates and students/graduates entering
the workforce.
Employment history, dates, etc., are de-emphasized or even omitted.
May raise a red flag with employers.
TARGETED / HYBRID: The hybrid rsum gives the best of both possible worlds because it
presents work history in chronological order AFTER a strong
introduction that allows you to highlight your skills and key selling
points. To create a hybrid rsum, start with an introduction that shows
employers exactly what you bring to the table, then detail your work
chronology, focusing mainly on your accomplishments.
Even if you are on the right track, you will get run over if you just sit there.
Will Rodgers
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RSUM FORMAT GUIDELINE

If you are uncertain which format to use, use the chart below as a very simplified guideline. If your
situation could justify either a Chronological or a Functional, try a Targeted/Hybrid rsum.
YOUR CAREER SITUATION
CHRONOLOGICAL
Strong career progression over the past 5 or

more years.
You are seeking a position similar to your
current or most recent position.
Youve worked for very impressive
companies with well-known names.
Re-entering the workforce after several years
off (sick leave, raising family, etc.)
Changing careers (entirely new function
or responsibility).
Changing careers (same function but
new industry).
Lots of volunteer experience related to your
career goal
Just starting your career, with experience
related to your chosen field
Just starting your career, with no experience
related to your chosen field
Held similar positions, with similar
responsibilities, for all past employers, and
looking for same position again
Unstable work history (changed jobs often,
gaps in your history, etc.)
FUNCTIONAL
"Nothing you wear is more important than your smile."

- Connie Steven
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CONTACT INFORMATION BE MEMORABLE

WHICH CANDIDATE WOULD YOU CALL?
Mary Sue Johnson
11 Umbrella Drive
Freehold, NJ 07728
Home: 732.555.1212
Cell: 732.555.1212
OR
MARY SUE JOHNSON
11 Umbrella Drive Freehold, NJ 07728

732.555.1212 MarySueSample@gmail.com
LINKEDIN URL
EXECUTIVE MANAGEMENT
Operations Training and Standardization Air Traffic Analytics
An exceptional leader and motivator who would be a positive asset to any
Aeronautical or Educational/Training environment.
TIPS:
Is your contact information clear and easy to read? Your name should be positioned in a style
and format that makes it easy for your reader to remember it.
Is the font size too small? Employers do not appreciate it if they need to take out their
reading glasses.
Do you have more than one number listed? Employers do not like to track people down and
leave multiple messages. Have a designated phone number and professional e-mail address.
Your voicemail must have a professional message in your voice on the other end.
Excellence is not a skill. It is an attitude.

- Ralph Marston
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RSUM STRATEGIES
STRATEGY #1 RSUM WRITING STRATEGIES
WHO ARE YOU AND HOW DO
YOU WANT TO BE PERCEIVED
Who you are relative to what you
have done professionally.
How you want to be perceived

relative to your career goals.
Examples: Financial Executive, CEO,

English Teacher, Data Analyst,
Customer Service Manager
Examples: Business Development,

organization leadership,
strategic planning.
Before you even begin to work on your rsum, you must ask yourself some important questions.
What are my strengths?

What are my accomplishments?
What are contributions I have made to my previous employers? Volunteer activities?
What do others say about my successes?
How have I been able to help an organization move forward?
What are the results of my successes?
How do my strengths, accomplishments and results relate to the position I am applying for?
Your answers will then guide the process. Be specific with yourself about who you are and how you
would like to be perceived. With a good understanding of both, you can better create a strategy for
your focus / direction.
In order to be irreplaceable, one must always be different.

- Coco Chanel
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STRATEGY #2 FOCUS AND DIRECTION
Your rsum needs focus and direction...
SAMPLES
SENIOR GEOLOGIST
Environmental Physical Research
.............................................................................................................................
HUMAN RESOURCES PROFESSIONAL
HR INITIATIVES I ORGANIZATIONAL EFFECTIVENESS I BENEFITS AND COMPENSATION
..............................................................................................................................
SENIOR-LEVEL MARKETING DIRECTOR
Product Branding Marketing Communications On-line Marketing
A good strategy for making it very clear who you are, is to begin with a header and strong profile. If a
reader needs to go digging through the document to see where you might potentially fit into their
organization, they will not bother to do so. Make it easy on you reader and ensure that your rsums
direction is unquestionable.
A little more persistence, a little more effort, and what seemed hopeless failure
may turn to glorious success. -Elbert Hubbard
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STRATEGY #3 DONT TELL IT TO ME... SELL IT TO ME.

Keep in mind... you are the product that needs to be sold!
TELLING IT....
SELLING IT....
...describes features, tells what you

did and detailed activities.
...describes benefits, sells why what you did

was important, includes results and details how
added value.
Sales Assistant
Sales Assistant
Outfitted customers with

apparel, footwear, and
sports gear.
Possess strong skills in customer service.

Able to multi-task in high pressure, fast paced
environment and skilled at working with diverse
personalities and clientele.
Exceed sales expectations by...
Top salesman in department exceed monthly
quota by...
DONT JUST SAY THIS
SAY THIS
Increased sales of corporate

security services.
Increased corporate security sales by 43% and secured

12 new enterprise accounts, generating over $6 million in
new revenue.
Conducted vendor negotiations, which

reduced expenses.
Slashed expenses by 23% within 6 months by renegotiating

key vendor contracts.
Sold services to companies across the

East Coast.
Recruited to revitalize stagnant sales and reverse declining

profit performance in East coast markets.
Promoted to assistant manager.
Earned promotion to leadership role and assumed

increasingly responsible challenges that showcased
proven achievements.
Sold high-end ladies apparel.
Delivered stellar client-service to challenging clientele;

utilized consultative sales skills to best understand customer
needs and to meet expectations.
Increased club membership numbers.
Doubled membership within a 1-year period by

implementing innovative, family-oriented programs to
expand and enhance club service offerings.
Your self-image should not come from the job you do, but how well you do your job.
Martin Luther King Jr.
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STRATEGY #4 CORE COMPETENCY SECTION

Many rsums today are scanned electronically and searchable by keywords.
Include a core competency section. This is another strategy that is expected on todays rsums.
THE IMPORTANCE OF KEYWORDS

WHAT IS A
KEYWORD?
A keyword is a noun or short phrase that describes a specific area

of skill or expertise. Some keywords apply to very specific careers
and industries (Network Infrastructure Design) while others can
be applied to a wide range of careers (Customer Service).
WHY IS IT
IMPORTANT?
Many employers use keywords and phrases to match candidates

with job openings. This approach is used by employers, by
recruiters, and in online job boards.
They also position you as a specialist, someone with exactly what
they are looking for!
HOW DO I KNOW
WHAT KEYWORDS
TO USE?
The best source for the right keywords and phrases is to do a little
research into your desired position. Look through the job postings
and see what theyre looking for. If you have those skills, be
certain to include them in your rsum.
TRY THESE PLACES:
WHERE DO
KEYWORDS GO?
online job boards (Workopolis.com)

job descriptions from your targeted companies
networking / information interviews
classified ads
professional rsum books that have samples matching your
specific career
Computer software will find keywords no matter where they are in

your rsum; however, if these are what employers are looking
for, it stands to reason that they should be displayed prominently.
The Core Competency / Value Added section is an excellent place
to display keywords.
To achieve greatness, start where you are, use what you have, do what you can.
- Arthur Ashe
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EXAMPLES FOR CORE COMPETENCY SECTION

EXAMPLE 1 SALES & MARKETING
CORE COMPETENCIES
- Sales & Marketing
- Business Development
- Account/Territory Management
- Client Relations/Customer Service
- Market Analysis/Needs Assessment

- Project Management
- Strategic Planning
- Vendor Relations
- Merchandising
- Strategic Sourcing
- Event Planning
- Presentations
EXAMPLE 2 LEGAL
CORE COMPETENCIES
Depositions Discovery Docket Management Interrogatories Legal Analysis
Legal Research Legal Writing Negotiation Pleadings Subpoenas Trials (Jury/Bench)
Victim/Witness Coordination Westlaw and Lexis Nexis
EXAMPLE 3 GENERAL MANAGER COUNTRY CLUB

CORE COMPETENCIES
Club Management Building Maintenance Systems Golf Tennis Pool Operations
Event Planning Food & Beverage Operations Membership Development & Retention Marketing
Customer Service Budgets/Cost Controls Employee Relations Training & Development
EXAMPLE 4 BUSINESS AND TECHNOLOGY EXECUTIVE

VALUE ADDED, BUSINESS TRANSFORMATION & IT COMPETENCIES
Technology & Business Strategy

Business & Technology Strategy
Alignment
Large-Scope Product & Service Delivery
Internal/External Trust-based
Relationship Development
Profit Delivery & Growth
Multi-location Team Building & Leadership

Mentoring & Talent Development
System Standardization & Automation
New Product / Service Launch &
Management
Business Process & Change
Performance & Quality Improvement
Believe you can and you're halfway there.

- Theodore Roosevelt
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STRATEGY #5 THINK BIG... KEEP IT BIG!

Show off your accomplishments!
Anything substantial that has been achieved should be included, but save the little stuff for the
interview. This is no time to be shy! May people are uncomfortable bragging about themselves, but it
is crucial to do just that! The best indication of what you can do for a potential employer is what you
have already done. Your reader needs to see how valuable you can be to their organization and you
need to showcase your accomplishments.
If you are the best person to help them solve their problems and challenges, tell them that. Tell them
about your successes, how you have solved problems in the past, helped an organization grow etc. AND
the results. Past performance is a great indicator for future behavior. Dont sell yourself short!!
STRATEGY #6 ELIMINATE CONFUSION
With about 6 seconds for your reader to decide if you are going in the consideration pile or the trash
can, your rsum should be as easy on a potential employer as possible. If it is difficult to follow, not
clear, tough to read, etc., then the reader will simply move on to the next rsum in the pile.
The information should be clear, consistent and easy to find...

A reader must be able to immediately grab the information.
Headers should be visible, contents should be aligned.
It should be easy to ascertain where youve been and what you did.
Utilize white space, appropriate size and organization.
Simplicity will stand out, while complexity will get lost in the crowd.
Kevin Barnett
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STRATEGY #7 CAR CHALLENGE, ACTION, AND RESULTS

DID:
ACHIEVED:
1. Recruited for all exempt and non

exempt positions.
2. Renegotiated purchasing contracts.
3. Part of team that directed
refueling missions.
1. With 20+ open positions at any given time,

successfully sourced, identified, and placed
employees keeping recruitment costs under 6%.
2. Reduced material costs in 2008 by $161,000
through renegotiating purchasing contracts and
optimizing buying cycles. Projected 2009
material cost savings compared to 2007 material
costs exceeding $300,000.
3. Through combined efforts of a cross-functional
team, successfully directed more than 3,400
combat refueling missions safely offloaded over
401 million pounds of fuel and delivered over
300 million tons of cargo.
ACTION-ORIENTED / BENEFIT-ORIENTED
Start bullets with action verbs, preferably strong ones.
Make certain the benefit of the action comes across.
Consider putting the benefit first.
BE SPECIFIC!
Quantify what you did (or the results of what you did) wherever possible.
Express things in #, $, %.
SELL THE CONTEXT
Sometimes the context of your work makes even mundane results look great.
What was the situation when you started vs. when you left?
What challenges or obstacles did you have to manage your way through?
What were you specifically hired to do?
HIGHLIGHT ACCOMPLISHMENTS
Dont just tell them what you did, tell them how well you did it.
Accomplishments demonstrate your value, how you made a difference in the role, and the
positive impact that you had on your employer.
Best accomplishments are measurable in a quantitative or qualitative way.
Even the greatest was once a beginner. Dont be afraid to take that first step.
- Unknown
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STRATEGY #8 KEEP IT REAL

While your rsum is a sales tool, dont overstretch and put yourself in a position where you need to
defend what youve presented. Make sure its the truth.
STRATEGY #9 PORTRAY CONFIDENCE
USE LANGUAGE THAT SELLS!

This is your marketing tool. Be assertive & confident.
It must sell you.

Highlight YOUR qualifications & YOUR achievements.
If youre good, say so.
If you did something well, tell them how you did it and how well
you did it.
Dont be shy! This is your chance to brag.
As we express our gratitude, we must never forget that the highest appreciation is not to utter words,
but to live by them John F. Kennedy
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RSUM STRATEGIES FORMATTING,

LAYOUT & VISUAL APPEAL
CONSISTENCY
Be consistent with the formatting of headings, bullets, text, etc.
WHITE SPACE
Never cram your rsum onto the page just to make it fit. (The one-page only rsum is
a myth!)
White space ensures that the text can be read it distinguishes information and gives the
reader a mental break.
Put ample white space between headings, between employment positions, even
between bullets.
FONTS, BOLDING, ITALICS, ETC.

Stick to standard fonts (unless you are in a creative industry, where some creative fonts
might help). A list of common fonts include:
ARIAL
ARIAL NARROW
BOOK ANTIGUA
CALIBRI
CAMBRIA
GARAMOND
GEORGIA
IMPACT
LUCIDA GRANDE
LUCIDA SANS
MICROSOFT SANS
PALATINO
TAHOMA
TIMES NEW
ROMAN
VERDANA
Minimum font size is the equivalent of Times New Roman 10pt.

Use bolding, italics, underlining to highlight important text, but dont overdo it.
Each page of the rsum needs your name, e-mail address, phone number. (Page 2 of 2)
UNIQUE AND NOTEWORTHY

Try to make your rsum look unique, make it stand out. Remember, in a pile of hundreds,
you want yours to catch the readers eye and land on the top of the pile.
Avoid using MS Word templates (or any template for that matter.
Without continual growth and progress, such words as improvement, achievement,

and success have no meaning. - Benjamin Franklin
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IMPORTANT COMPUTER FORMATS

MICROSOFT
WORD
Fully formatted
Use for in-person delivery, faxing, networking, and interviews
Can be submitted as an email attachment (many employers
request this)
PLAIN TEXT
(ASCII)
PDF
Takes a picture of your formatted Microsoft Word rsum that

can be read on almost any machine exactly as you formatted it
(Acrobat PDF Reader can be downloaded for free on the Internet)
Not too common, but can be handy to offer to employers as an
alternate version
Some employers like them because they dont transmit viruses
when sent as an email attachment
Requires Acrobat PDF Writer in your word processing software.
Lacks all formatting

Used for rsum posting and application over the Internet
Convert to plain text
Cut and paste into online fields or insert into the body of an email
You can observe a lot by just watching.

- Yogi Berra
http://www.mbrownassociates.com
http://www.riklanresources.com
24 | P a g e
FINAL THOUGHTS
Sell what the company wants, not what you want.
Page 1 is CRITICAL.
Use the language of your target audience.
A 2-page rsum is a good guideline, but not a rule.
Make certain your name is on every page.
Avoid using I and me.
Organize content to work for you.
Tell them what they need to know show them how you can make their company/department
.better by showing them how youve done it before.
9. Proofread, proofread, PROOFREADand then have someone else proofread.
10. Before electronically sending your rsum to potential employers, make sure it transmits properly
.by sending it to a few trusted friends/colleagues.
1.
2.
3.
4.
5.
6.
7.
8.
AND HERES ANOTHER HELPFUL HINT

LinkedIn is the number one social network for professionals and, arguably, the most
important website for jobseekers with more than 150 million members worldwide. Not
only are people you know already on the site, but so are people you should get to know
recruiters, hiring managers, and your future co-workers. It is important to have your
customized LinkedIn URL on your resume and make sure your LinkedIn Profile is up to date.
"Everything will be all right in the end... if it's not all right then it's not the end."
The Best Exotic Marigold Hotel
http://www.mbrownassociates.com http://www.riklanresources.com
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10 QUICK TIPS FOR YOUR COVER LETTER

Although this e-book is about developing a powerful resume, we wanted to include a few easy tips to
help you develop a strong powerful cover letter as well.
1. YES, they are important and ARE read, and YES, they influence decisions. NOT attaching a cover
2.
3.
4.
5.
6.
7.
8.
9.
10.
letter may be construed as lazy.

Be sure they are customized to the needs of the employer and not yours.
They are a great way to highlight how your strengths and successes will help them grow. Tell them
your stories and how they relate to what they need.
Be conversational but professional. Be direct and to-the-point.
Sound confident and show your valuemake it strong, fresh, and compelling.
Play with different strategies and note what is working best for you.
Market your qualifications and achievements to really capture the readers attention.
Use keywords and phrases that are from the job description or competencies that you know will
be required for the position.
Address it to a specific person.
End the letter with a statement suggesting an action you are going to take as follow-up. Reaffirm
your interest and invite next steps.
What is not started today is never finished tomorrow.

- Johann Wolfgang von Goethe
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SAMPLE RSUMS
The following samples are based on actual clients.

Information has been fictionalized to maintain confidentiality.
27 | P a g e
LISA BLOCK
11 Hollow Lane Freehold, NJ 07728 Lisab555@sample.com 917.555.1212
ENTRY-LEVEL MARKETING
Lisa Block focused on various marketing tasks for membership. It is with great
pleasure to say that she exceeded every expectation the Club had.
Director of HR, Majestic Golf Club
EDUCATION
PROFILE
Bachelor of Science, Major: Marketing

Overall GPA: 3.9/4.0
Major GPA: 3.8/4.0
Hofstra University, Hempstead, NY, 2012
Deans List (6 semesters)
Future executive with proven potential,

passion, and enthusiasm. An asset to any
organization seeking a personable, resultsdriven, entry-level college graduate to join its
team and make a positive impact.
CORE SKILLS
Administrative Support
Branding & Marketing
Client Relations
Customer Insight
Customer Service
Adherence to Deadlines
Interpersonal Communication
Needs Assessment
Organization
Problem Solving
Product Marketing
Project Management
Team Leadership
Social Media
Sales
Computer Skills:
Microsoft Office,
Adobe Photoshop,
Facebook, Twitter
Relevant Coursework:
Professional Selling
Strategic Brand Management
Marketing Strategy and Policy
Integrated Marketing
Communications (Advertising)
Marketing Research
VALUABLE INTERNSHIPS
MAJESTIC GOLF CLUB, Toms River, NJ
2011 to Present
http://www.majesticgolfclub.com
Private golf club with world-class golf course designed by Jerry Pate and refined
under the direction of the visionary Tom Fazio II. An outstanding aquatic
facility with tennis complex, formal and casual dining rooms, and lavish
banquet facilities. The club further differentiates itself by a one-of-a-kind 19th
hole, a par 3 island green viewable from the indoor and outdoor dining
facilities along the back of the luxurious 75,000 square foot clubhouse. Membership: 300
Annual Gross Revenue: $3 million
Annual F&B Sales: $1.5 million
Marketing Intern / Front Desk Administrator

Report to Executive Assistant and Director of Human Resources; maintain daily
interaction and collaboration with General Manager and Director of
Membership & Marketing. Project a positive image as the face behind the front
desk and the voice of the club by phone.
Key Achievements
Learned and utilized effective sales skills to upsell / suggest member
services and promote club activities.
Contributed to revenue growth by developing promotional materials for
distribution that apprised members of upcoming events.
Participated in efforts to enhance member satisfaction through targeted
program offerings.
Ensured the clubs member website / intranet were maintained and up to
date to provide accurate / timely communication with all members and
enhance membership experiences.
Provided superior customer / member service; gained exposure to multiple
facets of organization including operations and food & beverage, with a
focus on marketing / membership development.
28 | P a g e
LISA BLOCK
Lisab555@sample.com 917.555.1212
PAGE 2 OF 2
Internships continued
BIG WEST SPORTS AND ENTERTAINMENT PROPERTIES, Hartford, CT
March 2012
http://www.bigwestse.org
Promotions Assistant, Big West Womens Golf Tournament

Worked and partnered with management, sponsors, and contestants to fulfill given objectives.
Key Achievements
Instrumental in successful execution of promotions during media time outs for prestigious clients
such as Hersheys and Abercrombie.
LEADERSHIP CAPABILITIES AND TEAM EXPERIENCE

TOYOTA CAMRY MARKETING COMPETITION
Marketing Competition Participant (Spring 2012)
Integral member of project involving 20 colleges that was responsible for Toyota Camry product marketing efforts
including advertising themes, slogans, and promotions.
Planned and promoted on-campus event to feature the 2012 model.
Utilized social media (Facebook and Twitter) to promote campaigns.
Developed flyers for distribution and garnered awareness for contests among students and throughout the
campus.
Created interactive display and giveaways that attracted attention at the event and increased traffic to the
display table.
EPSILON SIGMA THETA, PROFESSIONAL BUSINESS FRATERNITY

Member (2010 to Present) / Vice President, Chapter Operations (Fall 2011)
Serve as liaison with national headquarters on chapter activities. Collaborate with executive board members to
facilitate key fraternity decisions.
Continually support fraternitys activities by participating in LEAD, community service events (on and off
campus), faculty dinners, fundraising, and recruitment.
Mentored new fraternity member; assisted with assimilation into fraternity culture.
Presented in several venues to help increase membership and raise funds for fraternity efforts.
Part of the leadership team that earned the chapter acknowledgment by the national governing body as
Chapter of Recognition.
HABITAT FOR HUMANITY ALTERNATIVE SPRING BREAK

Member (2010)
Volunteer position; collaborated with local Habitat affiliate, local community, student group, and partner families
in efforts to reduce poverty housing and promote the wellbeing / security of the partner families through
completion of housing projects.
Made positive impact by working on two homes (painting, environmentally friendly installation to reduce
energy bills) and repurposing/distributing salvage materials from a closed elementary school to distribute to
needy families throughout Habitat.
29 | P a g e
What piece of your IT Management Team is missing?
Question:
Answer:
Solution:
NIEN NED SUNG

Contact Ned at 917.777.7777 or NSung@sample.com
Steady career progression as an IT professional with historical opportunities to expand knowledge, develop skills, and grow
within an organization. Possess a unique blend of conceptual/visionary thinking towards improving business processes,
analytical skills to define objectives, and hands-on technical acumen. Ability to rapidly comprehend complex environments
and communicate effective improvements to both technical and non-technical staff at all levels. Able to manage production
incidents and envision long-term impact of technical decisions. Experience guiding teams through the SDLC to improve
efficiency of systems on time and under budget and able to motivate / mentor staff to achieve performance goals.
LEADERSHIP
Team Leadership & Motivation

Project & Program Management
Process Improvement
Client Relationship Management
AND
TECHNICAL COMPETENCIES
Vendor Sourcing & Management

Contract Negotiation & Cost Control
Demand & Change Management
Strategic & Tactical Planning
Business Analysis
Technology Infrastructure
Enterprise Application Integration
Technology Deployment & Evaluation
Skills & Languages:
UML, Data Modeling, XML, XSLT, ESQL, SQL, Java, C, VB, COBOL, EDI X12, SWIFT
Tools:
SalesForce.com, MOSS 2007, Internet Information Services (IIS), WebSphere, MQ, WebSphere
Message Broker, WebSphere Business Integrator, WebSphere Transformation Extender, QPasa,
ETI*Extract, Business Objects
Databases:
DB2, SQL Server, Oracle
Operating Systems:
Windows Servers, AIX, MVS/TSO
Software:
Microsoft Office Suite (including Vision and Project)
Version Control:
PVCS, Librarian
KEY ACCOMPLISHMENTS
STAFF MANAGEMENT
Directed team of two senior WebSphere MQ engineers managing messaging infrastructure of BTMU North America
with daily responsibilities for monitoring operational support of 15 production queue managers and 50+ development
queue managers on various platforms including Z/OS, AIX, Solaris, Tandem, and Windows servers.
Successfully coached, mentored, and motivated underperforming systems officer through weekly one-on-one sessions.
Employee became engaged in performance process and empowered to take ownership for expected responsibilities.
LEADERSHIP
Identified serious data quality problems in SalesForce CRM system that contributed to unnecessary operational risks
and persuaded business units to assist in presenting information to senior management. Subsequently, a cleanup
effort across multiple branches was authorized.
Led technical team to rebuild infrastructure for four Internet sites, including Cash Management and Trade Finance.
Managed e-Fax project team with seven IT staff, 1 telecom vendor (MCI/Verizon) and three business people; oversaw
$140,000 budget. Effectively utilized existing resources and infrastructure to keep project below budget. Assembled
and led e-Gateway project team that proved to be a revenue-generating project.
30 | P a g e
NIEN NED SUNG PAGE 2 OF 2

CONTACT NED AT 917.777.7777 OR NSung@sample.com
PROJECT MANAGEMENT
Functioned as project manager for the migration of banks antiquated intranet to Microsofts SharePoint technology.
Standardized look, feel, and content publishing process of the corporate intranet. Obtained buy-in from 25+ business
units via internal marketing efforts and pro-active communications. Planned and executed project following strict PLC
guidelines, including vendor management, budget control, development, testing, training, and migration activities.
Recommended combining database server with web server, ensuring data security and resulting in a cost savings of
approximately $100,000.
ARCHITECTURE/DESIGN
Developed 50+ integrations based on asynchronous message broker architecture, utilizing several EAI patterns
including pipes and filters, dynamic routers, splitters, aggregators, request-replies, and canonical data models.
Created e-Gateway application to leverage EDI VAN capabilities for external file transfers. Internally, files are
dynamically routed using WebSphere MQ and the WebSphere Message Broker, providing data transformation services
as needed. The web UI allows business users to monitor their transmissions, supports resubmission, and automatically
notifies users of missed, scheduled transmissions. Responsible for designing both the user interface (written in VB6)
and messaging architecture.
Designed e-Fax application, an outbound fax gateway, replacing a legacy system with a high failed delivery rate.
Designed both the web UI (written in C# and ASP.NET 1.1) and messaging architecture. The system was the first
application designed for SOA support and the application exposes a web service so any system can call it.
PROCESS IMPROVEMENTS
Consolidated cross-departmental projects recognizing similar needs and eliminating repetitive work. Emphasized
building application to be extensible in order to on-board additional departments at a later time. Application was
written in C# and ASP.NET 3.5 with AJAX and reduced processing time by 50%.
Automated all outer branches reporting by creating mini data repository (precursor to the data warehouse), utilizing a
combination of Visual dBase and Excel VBA macros and template. Moving the process from manual input to
automation allowed for smaller margins of error and freed up personnel for additional responsibilities. Reduced
original two-three day process to five hours. The mini data repository served as an excellent source for investigations
and historical data for ad-hoc analysis when controllers had questions.
CAREER HISTORY
BANK OF JAPAN, New York, NY
1995 to Present
Largest bank in Japan providing a broad range of domestic and international services from its offices in Japan and around
the world. Products include Corporate and Investment Banking, Commercial Banking, Capital Markets, Forex & Treasury,
M&A Advisory, Syndicate Loan, Securitization, Structured Finance, Lease Finance, Trade Finance, and Cash Management.
Senior Architect CRM/Business Intelligence
Project Manager Web Development / Web Hosting
Manager WebSphere MQ Administration
Lead Architect Enterprise Application Integration
Programmer Comptrollers Group
2009 to Present
2008 to 2009
2006 to 2008
1999 to 2006
1995 to 1999
EDUCATION
AND
TRAINING
Master of Science, Information Systems Major, New York University, New York, NY
Bachelor of Business Arts, Finance Major, Adelphi University, Garden City, NY
Languages: Fluent in Chinese (Cantonese)
Training: Business Objects Web Intelligence Report Design Apex and Visualforce Controllers (DEV-501) SharePoint
Technologies Comprehensive Introduction New Manager Training
31 | P a g e
513.331.1111 AJR@sample.com www.linkedin.com/in/sampleallison
CHIEF EXECUTIVE OFFICER
AREAS OF EXPERTISE
Association Management
Strategic Planning
Customer Service
Journal / Publishing Management
Relationship Management
Fundraising
Government Affairs
Public Policy
Marketing
Expense Control
Business Start Up / Turnaround
Driver of organizational growth & change in

multidisciplinary environments.
BUSINESS TURNAROUND | REVENUE & PROFIT GROWTH | STRATEGIC
DIRECTION | MENTORING & STAFF DEVELOPMENT
Passionate leader with innovative ideas and commitment to furthering
the professional and personal development of future leaders. Respected
executive offering high-caliber management qualifications as evidenced
by a results-charged career. Expert in identifying opportunities or creating
them from a seed concept.
Effective in high-profile roles, making high-stakes decisions, and gaining
trust and consensus from key decision makers.
EXECUTIVE LEADERSHIP
International Society for Pharmacological Research, Cleveland, OH
2002 to present
The International Society for Pharmacological Research (ISPR) is committed to promoting and advancing scientific research
rd
of human pharmacology for the benefit of patients and society. The Society is the 3 largest scientific and professional
organization serving the discipline of pharmacological research.
CHIEF EXECUTIVE OFFICER

Challenged in executive leadership role to spearhead transformation of
small-scale organization to a modern, best-practice association.
Serve as trusted advisor to board of directors; integrally
involved in identifying, engineering, and steering the
organizations strategic direction.
Direct objectives and oversee execution of top-rated scientific
journal and leading scientific education conference.
SNAPSHOT
Serve as organization lead for international

society with 1,900 members and $4 million
budget.
Report to President / Board of Directors.
Manage internal / cross-functional and
outsourced / consulting teams comprising ~
16 individuals.
PEAK LEADERSHIP AND REVENUE SUCCESSES

Utilized talent for relationship management to foster beneficial
alliances with federal agencies and international colleague
organizations.
Pioneered streamlining initiative for governing board and
committees. Led board self-assessment to determine strategy;
reduced
governing board
from 38 to 11 and
committees from
17 to 6.
Propelled societys total asset growth by 300%
($1.2 million to more than
$4 million).
32 | P a g e
ALLISON J. RICH
513.331.1111 AJR@sample.com www.linkedin.com/in/sampleallison Page 2 of 2
PEAK LEADERSHIP AND REVENUE SUCCESSES CONTINUED

Revamped exhibit program, introduced new sponsorship program, and championed revenue growth initiatives that
substantially boosted non-dues remuneration (from $235,000 to more than $2.5
million annually).
Enhanced advertising and journal-related revenues.
Initiated member fundraising planned giving program, developed online giving, and created donor
recognition program.
Led negotiating team for publishing contract and the purchase of Pharmacology Today journal; managed
editors, publisher, and staff transitions.
American Association of Medical Executives

(Subsidiary of International Hospital Organization), Miami, FL
1995 to 2002
The American Association of Medical Executives (AAME) is the national organization of physicians who design, facilitate,
and manage care. The organization provides leadership, professional development, advocacy, and research to advance
medical practice and patient care, promote physician leadership excellence, and shape public policy for health care.
DIRECTOR, FEDERAL RELATIONS & POLICY

Recruited to establish Miami office for Cleveland-based
organization and to define role as subsidiarys first
employee lobbyist / policy director.
SNAPSHOT
Reported to Chief Executive Officer.
Served in leadership role of 3,300-member
organization with a $2.8 million operating budget.
NOTEWORTHY CONTRIBUTIONS
Consistently increased funding for National Institute of Medical Research; achieved AAMEs top legislative. Spearheaded
PAC fundraising efforts; strengthened top level of giving by board members and bolstered annual member contributions.
Partnered with board task force to successfully launch AAME Institute for Patient Care Research and Education (501 [c][3]
foundation), planned and actualized profitable inaugural fundraising activities.
Earlier Career:
American Medical Directors Association, POLICY ANALYST / PROGRAM ADMINISTRATOR

Ohio Nurses Association, ADMINISTRATIVE COORDINATOR
EDUCATION AND PROFESSIONAL DEVELOPMENT

Master of Public Administration, Ohio University, Athens, OH
Bachelor of Science, Business Administration, Princeton University, Princeton, NJ
Certified Association Executive, American Society of Association Executives
PROFESSIONAL ORGANIZATIONS AND AFFILIATIONS

American Society of Association Executives (ASAE)
Council of Scientific & Engineering Society Executives (CESSE)
American Association of Medical Society Executives (AAMSE)
33 | P a g e
Totally outstanding performance characterized

by tact, diplomacy, and commitment. A selfmotivated leader who manages with foresight,
technical expertise, and efficiency. Encourages
professional development at every opportunity.
Performance Review
JASON KENT
18791 Trident Square Alexandria, VA 22302
703.222.1111 JasonKent@riklan.com
EXECUTIVE MANAGEMENT PROFILE

Operations Training and Standardization Leadership Development
An inspiring leader / motivator who would be a positive asset to any
educational/training environment.
Possess a broad range of accumulated and actualized expertise in operations with extensive knowledge of
complete project lifecycle. Adept at directing projects, programs, and operations from initial analysis through
quality outcomes. An innovative problem solver; produce solutions and achieve maximum results while limiting
liabilities. An inspirational leader, skilled in training and mentoring employees so they can facilitate
organizational advancement to new levels of achievement. Foster teamwork and promote high morale. Strong
aptitude for cultivating and synchronizing collaborative relationships across diverse organizations. Extraordinary
record of professional accomplishments, willingly assume all challenges with enthusiasm and determination,
display exceptional leadership, and exhibit
management skills.
Exceptional, hands-on mentor and leader who maximizes potential, and

develops and motivates personnel for career advancement . Colleagues/Peers
Key Strengths
Operations Management
Training and Development
Mentoring and Coaching
Administrative & Human Resource Management
Change Management Leadership

Cost Analysis/Reduction
Communications
Process Design & Improvement
CAREER PROGRESSION
An assertive manager with outstanding interpersonal, communications, and
people management skills who consistently produces the Navys best and
brightest controllers. - Performance Review
UNITED STATES NAVY
1998 to PRESENT
The United States Navy (USN) is the naval warfare service branch of the United States armed forces and one of
the seven uniformed services of the United States. It operates 289 ships in active service and more than 3,700
aircrafts.
DEPARTMENT OF DEFENSE (DOD), AIR TRAFFIC CONTROL SYSTEMS COMMAND CENTER, Herndon, VA
DoD Liaison to the FAA (2009 to Present)
2009 to Present
Assigned to the joint DoD/FAA Notice to Airmen (NOTAM) office, Air Traffic Control System Command Center
(ATCSCC), as U.S. Navy and Marine Corps representative/liaison to the United States NOTAM System global
responsibilities for 400+ facilities and 3,500 personnel.
34 | P a g e
JASON KENT
703.222.1111 JasonKent@riklan.com
Page 2 of 2
Key Accomplishments
Developed and implemented standardized training/quality assurance program for over 3,500 DoD users worldwide
resulting in an 80% reduction of NOTAM errors.
Through successful and proactive collaboration with FAA management, guaranteed alignment with DoD and FAA
NOTAM policy/procedures and assisted in FAAs digital NOTAM migration.
NAVAL AIR STATION Paris, France

2003 to 2009
Air Traffic Control Leading Chief/Equal Opportunity Manager (2006 to 2009)
Spearheaded design and implementation of base-wide Equal Opportunity (EO) program for 5,200
cross-functional personnel.
Key Accomplishments
Earned reputation as a human capital expert; ensured proper implementation of DoD EO program for 5,200
personnel. Conducted, analyzed, and debriefed two separate command surveys for over 800 military and civilian
employees.
Masterfully crafted pragmatic solutions using human performance improvement (HPI) techniques including gap
analysis, SWOT analysis, needs assessment, and strategic planning.
Developed and implemented user-centric EO training; facilitated over 70 classes, conferences, and mediations
regarding EO. Actualized a reduction in personnel grievances by over 70%.
Air Traffic Control Training and Standardization Chief (1998 to 2006)

Provided support for Mediterranean, NAVCENT, U.S. SIXTH Fleet units, and 45 tenant commands while maintaining and
operating facilitates for a base complex with a DoD population of 7,200 at seven separate areas. Planned and
supervised all air traffic control training and standardization for 42 personnel. Responsible for the operational
efficiency and management of the Flight Planning watch teams.
Key Accomplishments
Recognized leader who flawlessly filled a chief billet. Renovated flight planning and division training programs and
reduced qualification times by 53%, yielding an 80% advancement rate.
Awarded Navy/Marine Corps Achievement Medal (NAM) for successfully bringing all Navy Europe commands
online with the Air Forces Integrated Flight Management System (IFMS), resulting in a mission readiness increase
by more than 300%.
Revamped outdated procedures and equipment in Flight Planning branch, increasing efficiency by over 43%.
Overhauled and modernized Flight Planning procedures critical to mission readiness and customer support,
resulting in an increase in efficiency and reduction in delays by 30%.
LEADERSHIP DEVELOPMENT / TRAINING AND SKILLS

Completed Training Programs:
Command Managed Equal Opportunity Program Manager Seven Habits of Highly Successfully People
Computer skills:
Languages:
Clearance:
Microsoft Office, Lotus Notes, and Adobe

Conversational fluency Spanish, French, and Italian
Top Secret (TS) valid through April, 2016
EDUCATION
JOHNS HOPKINS UNIVERSITY Washington, DC
Master of Arts in Education and Human Development (Educational Technology Leadership ETL)
GPA: 4.0
UNIVERSITY OF DELAWARE College Park, DE

Bachelor of Arts in Psychology (English Minor), Graduated Summa Cum Laude
GPA: 4.0
35 | P a g e
Z ACHARY K AUFMAN
12 Cater Way Miami, FL 33125 305.777.9999 ZK@sample.com www.linkedin.com/in/sampleZK
SENIOR LEVEL MARKETING

BRAND STRATEGY INTEGRATED MARKETING CONSUMER INSIGHTS MARKETING COMMUNICATIONS
Versatile marketing and communications executive with proven success managing a diverse range of projects from vision
and strategy to execution and delivery. Result-oriented leader with extensive experience planning, organizing, and
managing complex ventures. Innovative, branding champion and business developer with strong team management skills.
Bottom-line and result-oriented professional, adept at leading consumer and B2B brand building projects towards
exceptional growth.
CORE COMPETENCIES
Business Development
Client Relations
Market Analysis/Research
Internet Marketing
Product Marketing
Sales Forecasting
Event Planning
Branding
Social Media
Public Relations
Merchandising
E-Commerce
CAREER HISTORY
FLORIDA MARLINS, Miami, FL
2004 to Present
SENIOR DIRECTOR OF MARKETING (2006 to Present) DIRECTOR OF MARKETING (2004 to 2006)
Selected from a competitive candidate pool of 1200 applicants to oversee $10 million operating budget, all brand and
consumer marketing and activation for franchise. Manage brand marketing, research, sales support; digital enterprise
integration and environmental graphic design for 2 major construction projects. Responsible for event/project
management and supervision of 5-20 interns at any given time.
Challenge:
Relaunch FLMarlins.com website to bring site into web 2.0 space, drive revenue and engage fans in
May 2007. In 2011, charged to relaunch site on MLB digital platform.
Action:
Developed proprietary custom system for 2007 launch. Procured vendors/partners to attain proper
result. Submitted RFP to six agencies. Migrated to MLB platform while maintaining productive
aspects of previous site, and found new ways to continually increase traffic, revenue, and
opportunities.
Results:
Actualized enterprise wide sit with 75% revenue increase, and doubled traffic during 2007 launch.
Increased revenue opportunities more than 20% and time on site more than 50% during relaunch.
Challenge:
Create an environment in a shared stadium, that resonates with Marlins spirit and is
visibly/undeniably Marlins for game days and events. Introduce personal seat license (PSL)
concept to marketplace during a time of economic downturn and sell out stadium for Marlins
baseball games.
Chose best partner from six environmental graphic designers to collaborate on challenges and
unique needs of branding shared stadium. Created integrated marketing materials across all
mediums; educated fans, demonstrated value of PSL's, and various seating products in the stadium.
Achieved 96% of total building sold in less than 2 years and with tough economic obstacles.
Action:
Results:
Challenge:
Action:
Results:
Generate new revenue streams and extend Marlins brand.

Conducted proprietary consumer research to define opportunities and optimum direction, given
market propensity.
Launched first private label wine(Napa 2006 merlot), achieving successful outcome with 60% of
inventory committed to purchase by large distributors within 60 days of launch.
36 | P a g e
Z A C H A R Y K A U F M A N 305.777.9999 ZK@sample.com www.linkedin.com/in/sampleZK

CAREER HISTORY CONTINUED
DISCOVER CARD INTERNATIONAL, Miami, FL
1997 to 2004
Recognized for exceptional performance with consistent promotions, career advancement and opportunities to
increase responsibilities and experience.
Facilitated Discovers brand communications to a diverse constituency including consumers, member financial
institutions and merchants. Led Discovers advertising efforts, supported integrated Promotions and Relationship
Marketing group, developed marketing strategy for the U.S. Hispanic market, and led acceptance advertising across
all industries, including T&E and retail.
VICE PRESIDENT, AMERICAS BRAND BUILDING (2003 to 2004), SR. DIRECTOR (2001 to 2003),
DIRECTOR (1999 to 2001), MANAGER (1997 to 1999)
Challenge:
Action:
Rejuvenate Discover brand and create brand integration, promotions, direct response and B2B
marketing programs.
As an integral member of the original launch team, strategized and executed award-winning
Rewarding Ways to Work campaign. Directed all budgeting, planning and Discovers 7 marketing
agencies to create brand integration, promotions, direct response, and B2B marketing programs.
Results:
The esteemed Rewarding Ways to Work campaign exists in approximately 150 countries and 66
languages. The campaign continues strong as Discovers calling signature. Achieved 55% increase in
gross dollar volume contributions per Marketing Mix Model research tool.
Challenge:
Increase activation with top-merchant and bank clients including Microsoft, Pepsi, Lowes, Wendys,
Bank of America, Chase and HSBC.
Action:
Partnered with and collaborated across all business development teams to actualize goal.
Results:
Successful and profitable efforts earned recognition as go-to team leader on top 10 accounts.
Early Career History includes rapid promotions through a series of increasingly responsible positions.
AGENCY
POSITIONS
CLIENTS
Grey Advertising
SENIOR ACCOUNT EXECUTIVE
Revlon Maybelline, Skinsoft, Tampax
Foote, Cone, and Belding Advertising
ACCOUNT EXECUTIVE
Discover, Coach, Nabisco,
William, Douglas McAdams
MEDIA PLANNER
LOCAL BROADCAST BUYER
Van Munching; Heineken / Amstel Light
EDUCATION AND AFFILIATIONS

Bachelor of Science, Marketing
State University of New York, Stony Brook, NY
Member, New York American Marketing Association
37 | P a g e
CAPPY MARCH
123 Pastry Street Port Jefferson, NY 11777 631.666.6666 Cappy.March@sample.com www.linkedin.com/in/samplecappy
ENGINEERING MANAGEMENT EXECUTIVE

Bi-lingual, seasoned, and detail-oriented engineering professional with experience designing,
planning, operating, and managing complex projects.
ENGINEERING PROFILE
Respected and progressive background of responsible achievements in engineering design
and project management with strong technical, analytical, and engineering qualifications.
Recognized for success in forecasting, analysis, development, planning, engineering,
testing, operations, and leadership from conception to completion.
Environmental Engineer
Project Design
Facilities Engineer
Process Engineer
Environmental Trainer
Skilled at orchestrating complex projects, defining priorities, and delegating assignments. A

record of high performance standards with expectations for high-quality work and attention to schedules, deadlines, and budgets.
MANAGEMENT PROFILE
Strong leadership, problem-solving, and team-building expertise with talent for effectively
managing resources and leading teams to achieve desired goals, on time , and within
budget.
Experienced and skilled at operations management for busy engineering and
construction office, including personnel and office administration.
Adept at streamlining engineering processes and delivering reduced costs and cycle
times.
A trusted advisor and consultant with exceptional communication skills and the ability to
translate complex technical issues to advise management on best solutions.
Computer Skills: Microsoft Office; AutoCAD
General Management
Consulting
Project Management
Plant Supervision
Team
Leadership/Motivation
Risk Management
EPA/Regulatory
Compliance
Process Improvement and
Optimization
Languages:
Spanish
Licenses:
Professional Engineer, License No. 0000 State of New York Registered Environmental Manager, No.
000 National Registry of Environmental Professionals Certified Environmental Auditor, No. 0000 National Registry of Environmental Professionals
Career History
KAPLAN ENGINEERING SERVICES Centereach, New York 2005 to Present

Environmental Engineering Manager
Provide consultative expertise and hands-on management of engineering design projects, including planning, preparation and submission
of permits, and assessments. Adhere to all applicable standards. Conduct comprehensive training in environmental compliance.
ENVIROTEC Yaphank, NY 1999 to 2005

National environmental, engineering, construction, and radiological services consulting firm.
General Manager / Project Manager / Project Engineer
Oversaw operations of local office while accountable for project compliance aspects and managing full-cycle engineering and
environmental projects. Directed workforce flow of external professionals and
successfully led cross-functional teams. Reviewed project quality and adherence to plans and
revised projects to ensure technical accuracy.
38 | P a g e
Cappy March 631.666.6666 Cappy.March@sample.com www.linkedin.com/in/samplecappy Page 2 of 2
Examples of Qualifications in Action
ENVIRONMENTAL CONSULTING/MANAGEMENT
Project Scope: 120,000 sq. ft. medical devices manufacturing facility - Emission sources permitting, NPDES permit exemption
status, and preparation of environmental assessment documents for manufacturing of new products.
Project Scope: 176,000 sq. ft. vehicle refrigeration equipment manufacturing facility - Emission sources permitting, NPDES
storm water discharge permits, industrial wastewater discharge permit, Toxic Release Inventory Reports, Oil Spill Prevention Control
and Countermeasure (SPCC) Plan, Non-Hazardous Solid Wastes Permit applications and reports, and environmental compliance
and audits.
Overall Results:
Achieved compliance with applicable regulations.
PROJECT MANAGEMENT
Project Scope: 96,100 sq. ft. ophthalmic goods manufacturing facility and 65,100 sq. ft. clinical diagnostic materials
manufacturing facility - Wastewaters characterization projects; characterizations covered the wastewater streams from individual
manufacturing activities for parameters not in compliance with the discharge permit.
Results:
Purchaser able to continue facility use for other activities.
Project Scope: Wastewater Treatment Plant - Upgrade design and inclusion of additional treatment units; (contact-stabilization
package treatment plant, sludge handling facilities, chlorine disinfection systems, pumping stations, and monitoring systems).
Results:
Increased treatment capacity from 1.00 MGD to 2.00 MGD and provided
additional growth capabilities to one city.
PROJECT ENGINEERING
Project Scope: Engineering design company - Sanitary sewerage system assessment of 1 sq. mile in metropolitan area.
Assessment included location of manholes, identification of pipe connections to sewerage systems, and flow monitoring on key
locations.
Results:
Updated previous systems drawings, identified several illegal storm water

connections, provided flow information for design of pumping station.
Project Scope: 106,500 sq. ft. and 176,000 sq. ft. vehicle refrigeration equipment manufacturing facilities. Two emission
sources permits that included existing sources under current permits, without permits, and planned sources.
Results:
Production increased under new manufacturing configuration in compliance

with the applicable local regulations.
Earlier Career
Trainer for process control and safety procedures.
Project Manager for wastewater treatment plants assessment to provide monitoring facilities in 50+ locations.
Environmental Scientist for 1.5 mile tidal water body stretch sediment sampling.
Education and Certifications

UNIVERSITY OF MARYLAND College Park, MD
Master in Civil Engineering (MCE)
HOFSTRA UNIVERSITY Hempstead, NY
Bachelor of Science in Civil Engineering, Minor: Surveying
39 | P a g e
10 Billboard Avenue Port Jefferson, NY 11777

(777) 777-7777 Ellensample@sample.com
ELLEN RADCLIFF, ESQ.
COMPLIANCE OFFICER | SENIOR CORPORATE COUNSEL

New York Bar Admission
Senior level attorney with a unique blend of consultative and in-house counsel/compliance experience.
Established notoriety as Corporate Integrity Expert within financial services firms. Strong working
knowledge of industry laws and regulations including Anti-kickback Laws, Product Liability, False Claim
Acts, FDA and CMS Rules/Regulations. Accomplished in writing policies/procedures, corporate codes of
conduct and clearly communicating same to all levels of personnel. Adept at instituting corporate
compliance programs, identifying risk areas and gaining key stakeholders alliance to achieve a favorable
end product. Exceptional interpersonal skills with a natural ability to build rapport and establish trust with
clients, management and co-workers. Recognized expertise in:
Regulatory Compliance
OIG Compliance
Proposal Development
Communication Skills
Advertising Review
Change Management
Streamlining/Engineering
Staff Management
Staff Development
Internal Investigations
Presentations
Compliance Training
Policy Development
Policy/Procedure
Implementation
Computer skills: Proficient in Microsoft Word, Outlook, PowerPoint, Excel. Grants/Request Management
Systems and Compliance Training software.
CAREER HISTORY
XYZ FINANCE, Greenlawn, NY
2007-Present
Management consulting firm helping financial services companies with their compliance, sales and marketing
processes. Offers a suite of services that specifically target the compliance risks confronting the financial industry.
Compliance Manager
Recruited by XYZ for subject matter expertise in Corporate Compliance, servicing small and large financial
companies. Provided interpretation, management consulting and advise in state law requirements and
advertising/promotional review.
Integral part of consulting team challenged to identify project scope, resources for clients and
consultants, deliver presentations under attorney client privilege to direct client and senior
management, communicate to senior management findings and recommend course of action.
Collaborated with clients to assess direction, establish vision and implement action plan towards
change. Developed compliance tools, code of ethics and branded corporate compliance programs.
40 | P a g e
ELLEN RADCLIFF, ESQ.
777. 777.7777 | Ellensample@sample.com | www.linkedin.com/in/rellen
ABC FINANCIAL DATA CORPORATION, New York, NY

2004-2007
Mid-sized financial services firm.
Director, Compliance
2006-2007
Manager, Compliance
2004-2006
Established compliance department and implemented corporate integrity agreement (CIA), reporting to the
VP of Compliance. Responsibilities increased to support US sales and marketing teams and further
acknowledged for exemplary performance with promotion, supporting business heads globally.
Implemented first year corporate integrity agreements and IRO (Internal Review Organization)
without findings and diligently filed annual report.
Worked in tandem with senior management to brand company corporate compliance program.
Served on Direct to Consumer Advertising Review Committee to assess palpability of potential
advertisements to consumers. Reviewed storyboards, provided input and recommendations to
Advertising department.
Reviewed, updated and negotiated speaker and consulting agreements.
Delivered required training programs by developing/conducting live training, creating online
training programs, creating CD-ROM and collaborating with Software Company to launch training.
PRICEWATERHOUSECOOPERS, Florham Park, NJ

2003-2004
PricewaterhouseCoopers is one of the leading healthcare professional services organizations providing assurance,
advisory and tax services to Health Industries leaders. PricewaterhouseCoopers works with organizations that
represent the healthcare delivery spectrum: integrated delivery systems, hospitals, payer and managed care
organizations, pharmaceutical and health science companies, government, policymakers, and professional
associations.
Senior Associate, Healthcare Consulting Group
An integral member of cross-functional team reporting to Partners within Healthcare Consulting
Group during government investigation. Served as advisor to clients during investigation process and
liaised with government representatives.
Assisted process by identifying gaps, recommending corrective action and implementing corrective
action plan.
Investigated Sales and Marketing practices including on/off label requests for information.
Gathered market research regarding perception of company during investigation by proactively
surveying all sales and marketing personnel.
Assessed need and developed strategy to ensure sales force awareness of regulatory
environment/compliance and presented recommendations to senior management.
EDUCATION, AWARDS AND RECOGNITION

Juris Doctor, Law School, Seton Hall University, Newark, NJ
Masters of Public Policy, The American University, Washington, DC
Bachelor of Arts, Social Science, Bennington College, Bennington, VT
Awards and Recognition: Appellate Advocacy, Best Oralist Eugene Grossman Moot Court Competition,
Participant Centennial Scholarship
41 | P a g e
85 Crest Circle
Freehold, NJ 07728
732-555-5555
AT@sample.com
ANDREW THOMAS
PARAMEDIC:
EMERGENCY MEDICINE / DISASTER RESPONSE / SPECIALIZED CERTIFICATIONS
www.linkedin.com/in/sampleAT
Skilled paramedic with experience providing emergency medical care in urban and rural environments, inner-city
emergency room, and following natural disasters. Effective trainer of emergency medical care providers; advocate for
educating communities about life-and-death health issues impacting their lives. Volunteer with non-profit agency in thirdworld country, living in austere conditions.
LICENSURE & CERTIFICATIONS

Paramedic Pre-hospital Trauma Life Support (PHTLS) Pediatric Advanced Life Support (PALS) Emergency Medical
Technician (EMT) Advanced Cardiac Life Support (ACLS) Basic Life Support (BLS) Fire Fighter I (civilian) Shipboard Fire
Fighting (military) FEMA certifications: ICS-100, ICS-200, IS-700, IS-800
MEDICAL SKILLS & EQUIPMENT KNOWLEDGE
Cardiac Monitors/Defibrillators
Ventilators
Airway & Venous Access
IV Pumps
Glucometers
Invasive Techniques/Life-Sustaining Intervention
PROFESSIONAL EXPERIENCE
PARAMEDIC/FIELD TRAINING OFFICER
Huron Valley EMS Ann Arbor, Michigan
2000Present
Respond to emergency calls; provide life-saving care and stabilize patients for transport.
Collaborate with other first responders and law enforcement officers on scene.
Perform thorough documentation of care for medical charting and insurance billing purposes.
Transport non-emergency patients to/from medical appointments and between facilities.
Provide field/clinical training for new employees. Act as mentor following training.
PARAMEDIC [PART-TIME/SEASONAL/EMERGENCY]
Community Ambulance Chelsea, Michigan, (2009Present)
Milan Cycle City Motocross Milan, Michigan, (2008Present)
FEMA [Hurricanes Katrina and Ike] New Orleans, Louisiana & Houston, Texas, (2005, 2008)
Lifeline EMS Detroit, Michigan, (19931999)
DEVELOPMENT INSTRUCTOR [VOLUNTEER]

International Institute for Cooperation and Development Zambia, Africa
20022005
Educated Zambians on epidemic health issues, especially HIV, malaria, and TB.
(5 trips, 20022005)
Developed rudimentary knowledge of languages Chitonga and Chinyanja.
Acted as development consultant during short-term stint in India. (2002)
EARLIER EXPERIENCE
EMERGENCY ROOM TRAUMA TECHNICIAN Detroit Receiving Hospital EMT/FIRE FIGHTER Manchester
Fire Department OPERATIONS SPECIALIST U.S. Navy
EDUCATION AND TRAINING

Washtenaw Community College Medical-related prerequisite courses
St. Joseph-Mercy Paramedic School Paramedic training
Beyer Hospital EMT School Emergency Medical Technician training
Manchester Fire Department Fire fighting training
42 | P a g e
(19982001)
(1992)
(1990)
(1990)
RACHEL JOY HASTINGS

400 Langly Drive Marlboro, NJ 07746 racheltest@riklan.edu (732) 555-5555
FASHION DESIGN EVENT PLANNING PUBLIC RELATIONS

PROFILE
EDUCATION
Future leader with proven potential, passion,

and enthusiasm. An asset to any organization
seeking a personable, results-driven college
graduate to join their team
Bachelor of Arts, Communication Sciences

New York University, New York, NY
May, 2011
3.75/4.00 GPA
VALUE ADDED
Organizational Skills Scheduling
Event Planning Public Relations
Interpersonal Communications
Public Speaking Creative
Design Leadership Team
Motivation Mentoring
Coursework
Public Relations - Media Effects Public Speaking - Interpersonal
Communication - Persuasion
Technical Skills
Microsoft Office - Word, Excel,
PowerPoint; Social Media
RELATED EXPERIENCE
Delta Phi Epsilon Phi Sorority
2009Present
HOMECOMING LIP SYNC DANCE CAPTAIN (Present)
Elected to direct and organize Homecoming Lip Sync event.
Efforts include: partnering with lip sync dance captains on
choreography, coordinating schedules, teaching dances to
sorority, and organizing weekly practices.
HOMECOMING SET AND DESIGN CHAIR (2010)
Recommended and assembled costumes for sororitys annual
lip sync dance competition.
Created stage props and back drops for event.
Collaborated with numerous homecoming chairs to finalize
design for homecoming float and banner.
IMPACT LEADERSHIP REPRESENTATIVE (2010)

Selected by sorority executive board to represent the chapter at the university leadership retreat. Chosen for
exceptional demonstration of leadership abilities.
Acquired leadership training and skills through interactive leadership development and team-building
workshops and exercises. Introduced to leadership style assessment facilitation.
Conducted educational meetings with sorority on improving Greek-life community relationships and
encouraging leadership participation.
FASHION SHOW MODELING CAPTAIN
20092010
Raised $1000 for fashion show; coordinated team of 20 models to ensure profitable and successful
event.
Organized all fittings and rehearsals to guarantee event stayed on schedule and communicated all
event information to sorority.
Green Hills Day Camp
Summers (2008, 2009, 2010)

GROUP HEAD COUNSELOR AND BUS CAPTAIN
Managed team of counselors, delegated tasks and oversaw scheduling. Facilitated group activities for
more than 20 9-year old girls to guarantee a positive summer experience.
Planned camping trips and offsite activities; demonstrated quality supervision and ensured safety and
enjoyment of all campers.
43 | P a g e
STACEY GAINES
1600 Barker Avenue | Freehold, NJ 07728 | 732-303-0000 | StaceyG@sample.com
HUMAN RESOURCES EXECUTIVE
Benefits and Compensation | Organizational Effectiveness | HR Initiatives
Seasoned Human Resources Executive with expertise in legal aspects of HR compliance, compensation, benefit plan
design, and taxation. Utilize respectful and skillful communication to enhance positive work culture and inspire
collaboration. An assertive manager with outstanding interpersonal, communications, negotiation, and people
management skills. Strategic thinker with innovative program ideas and the ability to execute same.
Core competencies include:
Benefits/Compensation Design & Administration

Workforce Planning
Process Improvement
Strategic Planning
Operational Streamlining
Staff Management
Team Leadership
Training & Development
EXECUTIVE PERFORMANCE
BENEFITS/COMPENSATION
Expertise in benefit administration processes and compensation plans while affirming alignment with business
strategies, and ensuring proper implementation and execution of said programs and initiatives.
Achieved annual savings of $1.5 million for Access through successful renegotiation of vendor agreements with
emphasis on executive benefits.
Collaborated with Accesss legal department to define executive benefit administration process, ensuring parity
and non-discriminatory practices in executive pay agreements.
Consultative Projects:
Redesigned annual incentive compensation plan for 5,000+ personnel client including base pay plan and full
reorganization of job descriptions. Rewrote and reduced job descriptions from 5,000 to 1,000 in order to provide
parity, ensure company-wide consistency in function description, enhance cross-departmental job sharing and
promotional opportunities, as well as to properly align job descriptions with new compensation plan.
Provided oversight for full compliance review for Fortune 50 clients qualified retirement plans. Reviewed 32 plan
acquisitions over a 5-year period, identified issues, and suggested/implemented problem-resolutions to ensure
ongoing compliance. Developed and furnished plan administration procedures/protocols for corporate management
to confirm effective plan management and execution.
ORGANIZATIONAL EFFECTIVENESS
Adept at assisting organizations achieve goals with a proven ability for analyzing and improving corporate structure
and procedures, staffing initiatives, and employee development programs.
Influenced corporate culture at Access through education and communication surrounding the benefits and need
for diversifying the workforce. Established, implemented, and conveyed policies and procedures for nondiscrimination hiring practices corporate wide.
Consultative Projects
Improved job analysis/workforce process ensuring adequate staffing plans, budget development, and succession
planning.
Enhanced clients hiring process through development of 5-year workforce plan.
HR INITIATIVES
44 | P a g e
STACEY GAINES | 732-303-0000

PAGE 2
| StaceyG@sample.com
CAREER HISTORY
MAXIMUM HR, LLC, New York, NY

2005Present
Maximum specializes in providing experienced human resources executives for just-in-time interim positions and
special initiatives. Consultants are matched to clients based on client needs and consultants areas of expertise.
Human Resource Consultant
Service clients by managing a variety of projects. Accomplishments include redesign of incentive plans, compliance
reviews of benefits acquired through mergers and acquisitions, restructuring of company's salary plans for non-union
employees, redesign of company's employee competency requirements, and development of job family and function
structure for non-bargaining employees.
DELOITTE AND TOUCHE, New York, NY

20032005
Deloitte and Touche is a global leader providing advisory services in assurance, tax, transaction, advisory
services and strategic growth markets.
Senior Manager, Human Capital
Recruited into senior management position to work with tax and audit clients in a consultative capacity in areas of
human capital, specifically targeting qualified and non-qualified retirement plans, health & welfare plans, stock option
plans, executive incentive plans, and compliance (404C).
COOPER-EPSTEIN CONSULTING, INC., Cherry Hill, NJ

19942003
Cooper-Epstein Consulting Inc. provided benefit design/implementation services to the health care industry.
Vice President, Client Services
Benefit Design Analyst
Rapidly promoted to position of increased scope and responsibility, managing staff of 2030 design analysts, financial
analysts, and marketing representatives. Provided oversight for design team maintaining highest number of ongoing
projects with a success rate surpassing 95%. Plan design approved and purchased by clients provided 50% new annual
revenue for
the organization.
ACCESS 2000, INC., Wyckoff, NJ

19901994
Fortune 100 company that manufactures and services elevators.
Manager of Benefits Administration
With 3 direct reports in compensation and benefits, responsible for complete benefit administration for Human
Resource division including qualified retirement plans, health & welfare, EEOC and risk management. Administered
all executive-level incentive, compensation, and non-qualified benefit plans.
EDUCATION, TRAINING AND CERTIFICATIONS

Bachelor of Arts, Psychology, Adelphi University, Garden City, NY
Membership: Society of Human Resource Management (SHRM)
NANCY LIU
45 | P a g e
1234 Chaste Drive Morganville, New Jersey 07751

Phone: 732-555-5555 Email: Nancy@Sample.com
HUMAN RESOURCES AND TRAINING PROFESSIONAL

Executive/Leadership Coaching | Organizational Effectiveness | HR Initiatives
Flexible service-oriented human resources professional with over 20 years experience in employee relations,
training program design, facilitation, and executive coaching. Utilize respectful and skillful communication to
enhance diverse work cultures and inspire collaboration. Experienced in coaching, counseling, and designing
performance development plans to enhance communication skills and leadership qualities of students, valued
employees, high potentials, and future leaders. Seasoned facilitator who engages learners and creates an inspiring
and motivating learning climate. Proven success in gaining support and commitment from colleagues, creating
systems for accountability of behavior, and realistic action plans for future growth.
Recognized expertise in:
Needs Assessment
Instructional Design
Group Facilitation
Training/Development
Performance Management
Coaching/Mentoring
Communication Skills
Leadership Development
Employee Relations
Diversity
Team Building
Team Motivation/Leadership
Computer skills: Proficient in Microsoft Word, Outlook, PowerPoint, Excel.
EXECUTIVE PERFORMANCE
RESEARCH, DESIGN, AND FACILITATION
Accomplished at achieving objectives through comprehensive assessments of organizational/employee needs,
creating training and development initiatives to align with corporate priorities, and facilitating customized
workshops to engage and inspire participants.
Key Accomplishments:
Designed and facilitated team-building retreats. Inspire participants by fostering appreciation of differences
and recognition of how said differences work in tandem to form a productive team.
Created an interactive secretarial team-building program, empowering newly formed secretarial teams to
establish guidelines for working collaboratively.
Spearheaded and conducted Change Management training for 900 employees. Fostered constructive
communication within and amongst departments, minimized resistance, and refocused efforts towards
overcoming challenges and seizing new opportunities.
HR GENERALIST RESPONSIBILITIES
Adept at balancing the companys best interests with the employees needs to achieve business goals.
Conducted employee relations meetings with managers and staff; formal performance discussions,
disciplinary action warnings and terminations of employment.
Provided oversight of mediation and conflict resolution by communicating expectations, conveying
consequences, and implementing appropriate action plans to achieve expected results.
Redesigned New Employee Orientation program, ensuring uniformed and inviting first day of employment.
Presented motivational and engaging new-hire materials designed to jump-start the employment process.
46 | P a g e
NANCY LIU
1234 Chaste Drive Morganville, New Jersey 07751
Phone: 732-555-5555 Email: Nancy@Sample.com
EXECUTIVE PERFORMANCE CONTINUED
LEADERSHIP
Recognized as a strong coach and mentor with entrepreneurial vision and a proven ability to recognize
opportunities, formulate a cohesive team, and take pro-active measures to accomplish given goals.
Launched consulting business providing exceptional professional development training, human resources
consulting, and executive coaching services targeting mid/large-sized businesses.
EMPLOYEE DEVELOPMENT
Provide leadership coaching and guidance for clients to identify personal goals, establish leadership development
plans and create action methods to achieve them.
Coached selected managers as they transitioned into leadership roles.
Designed and facilitated customized coaching programs within corporate curriculums to accelerate the
managerial learning process.
Facilitate training programs for non-management and management staff including Customer Service, MyersBriggs, DiSC, Team Building, Intergenerational Communication, Coaching for Commitment, The Leadership
Challenge, Situational Leadership, Changing Roles and Opportunities, Appreciating Diversity, Emotional
Intelligence, Conducting Performance Evaluations, Giving and Receiving Feedback.
CAREER HISTORY
LEXUS CONSULTING GROUP, LLC, Fairview, NJ
Managing Director/Executive Coach
1997-Present
COSMAIR, New York, NY

Manager of Training
Employee Relations Representative and Training Supervisor
Training Coordinator
1988-1997
1993-1997
1991-1993
1988-1991
EDUCATION, TRAINING AND CERTIFICATIONS

Master of Science, Industrial/Organizational Psychology, New York College, New York, NY
Bachelor of Arts, Psychology, State University of New York at Binghampton, Binghampton, NY
Diploma in Human Resources Management, New York University, New York, NY
Professional Certifications:
Emotional Intelligence (EQI Bar-on), Multi-Health Systems (MHS)
Myers-Briggs Type Indicator (MBTI), Consulting Psychologist Press (CPP)
DiSC Training, Resources Unlimited
Social Styles, Tracom Company
Memberships:
American Society of Training and Development (ASTD) Society of Human Resources Management (SHRM)
47 | P a g e
CARL S. SIEGEL
555-222-5555 CSS@SAMPLE.com
GENERAL MANAGER / CHIEF OPERATING OFFICER

SLASH EXPENSES INCREASE REVENUE CREATE WINNING TEAMS ENHANCE MEMBER SATISFACTION
Always honest, loyal, and operate with integrity.
Charismatic leader with strong communication skills and ability to collaborate well with Boards and
standing committees. Demonstrated success building member-focused cultures recognized for providing
exemplary service. Exceptional skill in assessing a facilitys challenges and partnering with leadership to
create profitable solutions quickly and cost-effectively. Empowering as a team lead and mentor;
consistently challenging staff to strive for excellence and provide positive member experiences. Motivated
and successful in creating family environments and communities.
KEY AREAS OF EXPERTISE
Club House Management

Food & Beverage Operations
Multi-unit Restaurants
Menu Planning / Catering
Event Planning / Family &
Youth Activities
Financial Planning & Cost

Controls
Business Development & Strategy
Change & Performance
Management / Restructuring
Talent Acquisition & Training
Mentoring
Team Leadership & Motivation
Membership Development
Facility Enhancements &
Renovations
Capital Projects
Cantor Golf and Country Club | Metuchen, NJ | 2007 to Present
The Club consists of 104 acres, including a well-manicured 18-hole golf course, heated pool, wading pool, and two
tennis courts. The Clubhouse consists of a clubroom, banquet room, formal dining room, full bar, locker rooms, and
golf shop. Additional services include full-time kids day camp.
Members: 380
Membership Annual Revenue: $1.2M

Food & Beverage Sales: $425K
GENERAL MANAGER
Multi-faceted leadership position overseeing all aspects of club including financials, golf course, golf
operations, golf shop, pool, food and beverage, office, and land development. Full P&L accountability.
Brought on board and challenged to turn around underperforming food and beverage department in 2007
and subsequently promoted to General Manager in 2008. Maintain extensive membership interaction, sit
on 10 committees, and serve as acting Food and Beverage Director, Banquet Manager, Membership
Director, and IT Tech in addition to full GM/COO responsibilities. Report to Board of Directors and
supervise cross-functional staff of 100 individuals.
Key achievements:
Slashed overall budget by more than $500,000 and reduced long term debt by 30%.
Spearheaded profitable improvement projects including: installation of $14,000 outdoor cookery,
expansion of patio with fire pit, $1M pool, new pool side snack bar, pond expansion, 2 full locker
room remodels, building of permanent cart path, extensive tree planting, and new grounds
department equipment. Accomplished all on a continuously declining budget.
Implemented day camp program for children of members ages 4 and up. (Monday -Friday,
8 a.m. to 5 p.m.) Program has grown 400% in 4 years.
STUART G. FANELLI
48 | P a g e
3 Tower Ave., Cliffside Park, NJ 07010 | (201) 555.5555

SGF@sample.com | www.linkedin.com/in/samplesgf
Senior Financial Management and Business Development Executive with a reputation for driving ROI and stakeholder
value in the highly competitive, rapidly changing Investment and eBusiness/Digital Media industries | Continually focus on
identifying, qualifying and capturing new opportunities and efficiencies | Deep understanding of the financial and technology
tools available for building success | Build and manage teams of up to 30 and budgets up to $10MM | Inspire groups to rise
and contribute to company success.
Highly skilled at developing financial forecasts and analyses, building financial budgets, generating management reports and
leading cross-functional teams.
Leverage technology, creative problem solving, strategy, quantitative analysis, and
professional network to deliver
superior results within organizations where failure is not an option.
Innovative, ambitious, personable, assertive, professional; deliver top and bottom-line results by working harder and smarter
than peers.
FINANCIAL & LEADERSHIP EXPERTISE
Financial Modeling
eBusiness
Social Media Marketing
Investment Identification Due
Diligence
Business Development
Sales & Marketing
Change Management
Organizational Restructuring
Strategic Planning
Cost/Benefit Analysis
Financial Reporting
Market Analysis
Venture Capital/Fundraising
Capital Structure Analysis
XPRESS MEDIA, EAST HANOVER, NJ, 2008 to PRESENT
SaaS platform enabling Small / Mid-sized local businesses to execute online marketing from one location
Vice President, Finance & Business Development
Scope: Executive committee member; Marketing/Operations/Account Management oversight | Reports: 40

Recruited by CEO to bring financial and operational expertise to this startup and drive company growth | Define and execute
business strategies and plans, implement policies and practices, recruit and develop sales talent, introduce automated
processes (including Salesforce.com), set pricing models, oversee fundraising efforts and drive business development and
expansion initiatives. | Built 40-member Sales team.
Doubled monthly revenue by orchestrating the largest co-branded opportunity in company history | Restructured business
operations generating 30% revenue growth month over month.
Negotiated and manage the companys largest partnership deal accounting for 25% of total monthly revenue and growing.
Raised more than $7M in seed, bridge and A Round capital.
ZIMMERMAN CAPITAL CORPORATION, CHICAGO, IL, 2004 to 2008

Publicly traded, internally managed Business Development Company
Investment Professional
Performed due diligence, financial modeling and analysis of prospective mezzanine debt and equity investments | Built and
secured strong investor support, implemented and executed rigorous business intelligence processes, contributed to quarterly
and annual portfolio valuation assessments and fund reports and helped negotiate legal documentation governing various
classes of debt and equity securities.
Identified potential high-value investment opportunities in senior secured term loans, high yield bonds, mezzanine debt and
selected equity investments in middle market companies.
Key player in creating company-tailored capital structures and financing solutions.
Continued
49 | P a g e
STUART G. FANELLI
3 Tower Ave., Cliffside Park, NJ 07010 | (201) 555.5555
SGF@sample.com | www.linkedin.com/in/samplesgf | Page 2 of 2
PROFESSIONAL EXPERIENCE CONTINUED
TRIDENT SECURITIES, CHICAGO, IL 2002 TO 2004
$20B multi-strategy hedge fund and investment bank
Investment Banking, Leveraged Finance Capital Markets

Scope: Investments analysis, strategic advising, business development
t
Sold highly-complex securities across capital structure, performed credit risk analyses and comprehensive due diligence,
influenced new business development and modeled and structured a variety of leveraged loans, high yield bonds, mezzanine
debt and liability management transactions for leveraged buyouts, acquisitions and recapitalizations | Built and maintained
institutional databases for clients and prospects.
Recommended leveraged financial strategies that generated the highest ROI while remaining fully aligned with
client expectations.
CANTOR SECURITIES, NEW YORK, NY, 2001 TO 2002

Global investment bank | Focused on structured solutions and leveraged finance
Investment Banking Associate, High Yield & Leveraged Finance

Analyzed and evaluated high yield and leveraged loan financing transactions focusing on detailed financial modeling, credit
analysis and structuring | Analyzed financial statements, prepared marketing and transaction materials, conducted detailed
industry research and provided in-depth due diligence prior to presenting to internal credit committees in New York, London
and Paris.
Executed over $5B of high yield bond and leveraged loan transactions increasing Cantors rankings in industry
league tables by 75%.
EDUCATION AND TRAINING

Bachelor of Science, Finance
Stern School of Management, New York University, NY
Licensure
Series 7 | Series 63
Dale Carnegie Public Speaking Course
Member, MIU Finance Society
50 | P a g e
FOR MORE SAMPLE RSUMS VISIT...

riklanresources.com/samples/
OR
mbrownassociates.com/rsum-services.html
Success is not final, failure is not fatal: it is the courage to continue that counts.
- Winston Churchill
51 | P a g e
RECOMMENDED READINGS
101 Great Ways to Enhance Your Career, Michelle A. Riklan and David Riklan
202 Great Cover Letters, Michael Betrus
Cover Letter Magic: Trade Secrets of Professional Rsum Writers (4th Ed.), Wendy Enelow, and Louise
Kursmark
Gallery of Best Rsums: A Collection of Quality Rsums by Professional Rsum Writers, David F.
Noble
Gallery of Best Rsums: for People Without a Four-Year Degree (Gallery of Best Rsums for People
Without a Four-Year Degree), David F. Noble
High Level Rsums, Marshall Brown and Annabelle Reitman
How to Write Better Rsums and Cover Letters, Pat Criscito
I Got My Dream Job and So Can You, Pete Leibman
Knock 'em Dead Rsums: Features the Latest Information on: Online Postings, Email Techniques, and
Follow-up Strategies (Rsums that Knock 'em Dead ), Martin Yate
(The) Only Rsum and Cover Letter Book You'll Ever Need: 600 Rsums for All Industries, 600 Cover
Letters for Every Situation, 150 Positions from Entry Level to CEO, Richard Wallace
(The) Quick Rsum & Cover Letter Book: Write and Use an Effective Rsum in Only One Day, Michael
Farr
(The) Rsum Handbook: How to Write Outstanding Rsums and Cover Letters for Every Situation,
Arthur D. Rosenberg
Rsum Magic: Trade Secrets of a Professional Rsum Writer (4th Ed.), Susan Whitcomb
Rsums for Dummies, Joyce Kennedy
Top Notch Executive Rsums: Creating Flawless Rsums for Managers, Executives, and CEOs,
Katharine Hensen
I do not think much of a man who is not wiser today than he was yesterday.
- Abraham Lincoln
52 | P a g e
ABOUT MARSHALL A. BROWN
Marshall Brown is a career and executive coach with a passion for encouraging individuals and
organizations to reach exceptional levels of performance. He is founder and CEO of Marshall
Brown & Associates, an international coaching, training and leadership development company.
His mantra is simple: Get clear, get focused, get ahead.
Marshall is known for producing results, a critical strength in todays world of work. Many of
Marshalls clients have raved about his ability to help them to get unstuck and move forward.
A recent client who landed a new association CEO position after working with Marshall had
this to say: "Marshall Brown was my coach, supporter and cheerleader through my recent
search. He made me work. He made me examine what I truly wanted for the next success. He
challenged the way I presented myself in cover letters and in interviews. Working with Marshall
was absolutely the right move. If you want to be authentic, confident and a leading candidate
in your next search, Marshall will get you there."
In addition, Marshall has the ability to build strong teams and equip them to make a difference
in the workplace. He provides employees with the training and development that improves
their ability to understand their roles, to work more effectively together and show how they
can best support their organizations growth. He regularly shares his expertise on a global scale
in such countries as South Africa, Ethiopia, Kenya, Rwanda, Tanzania, Thailand, and Latin
America.
As a personal brand strategist, Marshall is committed to helping people identify their unique
promise of value. He encourages people to discover and use their true talents and passions in
life to achieve their goals and stand apart from their competition. Marshalls personal brand
attributes include: intuitive, connector, outgoing, sincere, honest and results oriented.
He is an active volunteer, serving as past board President of the DC Chapters of both the
International Coach Federation and the Association of Career Professionals International.
Marshall is an active member and volunteer leader for the American Society of Association
Executives and the American Society for Training and Development.
Marshalls professional experience is diverse, ranging from sales and marketing positions in
Fortune 500 companies to association management. He has worked with individuals and
teams in in both for-profit and non-profit settings including associations, government,
technology and health care. He has a Bachelors Degree in Psychology from the University of
Pittsburgh and is certified by the International Coach Federation, Coaches Training Institute
and Career Coaches Institute. He grew up in Pittsburgh and now resides in Washington, DC,
where he enjoys spending time with friends, bike riding and traveling.
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ABOUT MICHELLE A. RIKLAN

Michelle A. Riklan holds a B.A. in Theatre, English Literature and Speech Communications from Hofstra
University. While beginning her corporate career, she pursued and completed a M.A. in Speech and
Interpersonal Communications from New York University where she also served as an Instructor in Voice
and Diction/Public Speaking. Utilizing her education and presentation skills, she continued a career path
in Human Resource Management. Her generalist background is all inclusive, but her areas of expertise
include employment, employee relations and training and development.
With a combined 20 years + of in-house corporate and targeted consulting experience, Michelle services
large corporations as well as small businesses and individuals in all aspects of human resources and
career management. As a consultant, she has had the opportunity to work in a wide range of industries
including advertising, publishing, healthcare, pharmaceuticals, financial services, E-commerce and much
more.
Certifications/Training: Michelle is an internationally recognized, award winning rsum writer and a
member of several prestigious career and rsum writing organizations. The resources and support
afforded by being a member if this industry/community is plentiful and allow her clients to reap the
benefits of these affiliations. Rsums created at Riklan Rsums are unique, tailored for each individual
client and receive the individualized attention that such a service deserves.
As a Certified Professional Rsum Writer (CPRW) and Certified Employment Interview Consultant
(CEIC), Michelle has written hundreds of rsums and coached clients through all phases of the job
search. Her rsums get results!
Michelles training as a DISC administrator and Myers-Briggs assessment administrator is a benefit to her
clients to gain insight into a persons behavioral style, which impacts a clients chosen career path. She
works with her clients to identify specific talents, capitalize on a clients talents and his/her potential
and continuing value to an organization and offers tools to improve interpersonal skills and interviewing
performance.
Memberships: Michelle is a proud member of the Society of Human Resource Management (SHRM),
American Society of Training and Development (ASTD), Professional Association of Rsum
Writers/Career Coaches (PARW/CC), The National Rsum Writers Association (NRWA) and Career
Directors International (CDI).
Self Improvement OnLine: Michelle is also a co-founder of Self Improvement Online, Inc. a privately
held, New Jersey-based Internet company. The companys mission is to provide informative, quality self
improvement and natural health information to help people improve their lives with information
ranging from goal setting and stress management to natural health and alternative medicine. The
network is composed of four websites, SelfGrowth.com, NaturalHealthWeb.com,
NaturalHealthNewsletters.com and SelfImprovementNewsletters.com. Self Improvement Onlines
websites receive over 1,200,000 unique visitors a month and e-mail Newsletters or e-zines go to over
950,000 weekly subscribers. The websites and newsletters are read in over 100 different countries, with
the largest groups of readers and visitors coming from the United States, Canada, Australia, United
Kingdom, and New Zealand.
54 | P a g e

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PUBLISHED BY MARSHALL A. BROWN AND MICHELLE A. RIKLAN

INTELLECTUAL PROPERTY; LIMITED LICENSE TO USERS

relevant value you offer toward that goal?

easily located for visual review in the rsum?

a laundry list of responsibilities?

11. Does your rsum really sell YOU?

EXAMPLE OF AN INEFFECTIVE RSUM

Minds are like parachutes. They only function when opened.

WHY IS IT CRITICAL TO HAVE A

WHAT YOU WANT VS.

THE PROBLEM: People have a tendency to write

THE SOLUTION: Prepare your rsum with job

If your rsum doesnt clearly communicate what

WHAT YOU HAVE TO OFFER

WHAT THE EMPLOYER

WHAT MAKES A POWERFUL RSUM?

Include a snapshot of your top skills, attributes,

Objectives are self-serving and a weak introduction. Consider a

An expected and crucial section of the rsum that enhances

Also called Employment History, Career History, Work

Can also include Training, Professional Development,

Professional Affiliations, Memberships, Committees, Board

Might include Volunteer Experience if relevant, Languages,

Personal power is the ability to take action.

The traditional rsum is chronological, focusing on the experience

The functional rsum highlights your major skills and accomplishments

RSUM FORMAT GUIDELINE

YOUR CAREER SITUATION

Strong career progression over the past 5 or

"Nothing you wear is more important than your smile."

CONTACT INFORMATION BE MEMORABLE

MARY SUE JOHNSON

11 Umbrella Drive Freehold, NJ 07728

Excellence is not a skill. It is an attitude.

How you want to be perceived

Examples: Financial Executive, CEO,

Examples: Business Development,

What are my strengths?

In order to be irreplaceable, one must always be different.

STRATEGY #2 FOCUS AND DIRECTION

Your rsum needs focus and direction...

STRATEGY #3 DONT TELL IT TO ME... SELL IT TO ME.

...describes features, tells what you

...describes benefits, sells why what you did

Outfitted customers with

Possess strong skills in customer service.

DONT JUST SAY THIS

Increased sales of corporate

Increased corporate security sales by 43% and secured

Conducted vendor negotiations, which

Slashed expenses by 23% within 6 months by renegotiating

Sold services to companies across the

Recruited to revitalize stagnant sales and reverse declining

Promoted to assistant manager.

Earned promotion to leadership role and assumed

Sold high-end ladies apparel.

Delivered stellar client-service to challenging clientele;

Increased club membership numbers.

Doubled membership within a 1-year period by

STRATEGY #4 CORE COMPETENCY SECTION

THE IMPORTANCE OF KEYWORDS

A keyword is a noun or short phrase that describes a specific area

Many employers use keywords and phrases to match candidates