Editorial Standards
Last reviewed 2026-05-30
Every piece of content on ResumeGeni is informed by real hiring technology experience, not generic advice recycled from the internet. Here is how we create our content and why you can trust it.
Who Writes Our Content
ResumeGeni content is created by Blake Crosley, who spent 12 years at ZipRecruiter rising from Design Engineer to VP of Design. During that time, he:
- Designed interfaces used by 110 million+ job seekers
- Built systems processing 7 million+ resumes per month
- Conducted user research with hundreds of recruiters and hiring managers
- Observed firsthand how ATS systems parse, score, and surface resumes
This insider experience means our advice reflects how hiring actually works —not how people think it works.
Our Content Process
Every article and guide on ResumeGeni follows a structured process:
1. Research
We start with real data. Our programmatic content draws from the Bureau of Labor Statistics, actual job postings, and ATS vendor documentation. We cross-reference industry claims against what we observed inside ZipRecruiter.
2. Expert Writing
Content is written with a product designer's eye for clarity. We use the same user-centered approach that informed our UX work: clear structure, scannable formatting, and actionable takeaways. Every recommendation is something we would stand behind in a conversation with a recruiter.
3. Technical Accuracy
Our ATS advice is based on direct experience with how these systems work. We test formatting recommendations against actual parsing engines. When we say a format is "ATS-compatible," we mean it has been verified through technical testing.
4. Regular Updates
The hiring landscape evolves. We review and update our content regularly, adding freshness timestamps so you know when advice was last verified. Outdated content is flagged, reviewed, and either updated or retired.
What Makes Our Advice Different
Inside-Out Perspective
Most resume advice comes from career coaches or writers. Our advice comes from someone who spent 12 years inside the platform where resumes are reviewed, watching how recruiters actually use them.
Data-Informed Claims
We cite our sources. When we reference statistics, they come from the Bureau of Labor Statistics, peer-reviewed studies, or industry reports. We do not invent numbers.
Technical Verification
ATS compatibility claims are tested against actual parsing systems. We do not repeat common myths about keyword stuffing, PDF rejection, or column-based layouts without verifying them.
User Research Grounded
Our formatting and structure recommendations come from watching how recruiters actually scan resumes. The "6-second scan" is real — we designed the interfaces where it happens.
How We Use AI
ResumeGeni uses AI as a tool, not as a replacement for expertise. Here is how:
- Resume optimization: Our AI features help tailor your resume to specific job descriptions, improving keyword alignment and structure.
- Content assistance: AI helps us produce content at scale, but every piece is reviewed and guided by Blake's hiring technology expertise.
- What AI does not replace: The insider knowledge, the recruiter research, and the UX perspective that inform our advice. Those come from 12 years of real experience.
Corrections & Feedback
We take accuracy seriously. If you find an error, an outdated statistic, or advice that does not match your experience, we want to hear about it. Reach out to Blake Crosley directly — corrections are made promptly and transparently.
How to Verify the Useful Parts of ResumeGeni
Editorial standards are only useful if they point to pages that help a candidate make a better application decision. Use these pages to inspect the current evidence spine rather than treating the blog archive as one flat set of claims.
- Coverage shows which role resources are published, planned, parked, or refused so ResumeGeni does not promote thin placeholder pages.
- Research, ATS methodology, and keyword benchmarks explain the first-party analysis behind product and ATS guidance.
- RN resume guidance, full-stack developer guidance, and ATS system guidance are examples of the role and screening-system pages we want candidates to use first.
What We Promote, Park, or Refuse
ResumeGeni publishes a large career library, but we do not want every possible page to carry the same editorial weight. A page earns promotion when it helps a candidate make a concrete application decision: what to change in the resume, which evidence to gather, which ATS constraint to respect, or which company-specific application step to handle next.
Pages that cannot do that should stay secondary. Some belong in a broad archive, some need more source work before they are promoted, and some should not exist as public citation surfaces at all. The coverage inventory is our public map for that standard: it names the kinds of role pages and resource pages we consider ready, planned, parked, or refused.
This matters for readers and for search engines for the same reason. If a candidate lands on ResumeGeni from Google, the page should quickly prove why it exists. It should not be a generic keyword page wrapped around vague advice. It should point to a document change, a stronger application decision, or a clear reason to use a more specific page instead.
Our internal rule is to prefer fewer, stronger promoted surfaces over a busier public index. The best page for a user is often the narrowest page that can answer the application question without exaggerating what the evidence supports.
