The first impression is important: global structuring: is the CV organized, readable, ventilated? Reassure you, it's not size that counts ... On the contrary, a too long resumé, on several pages can mean a difficulty of synthesis.

1. Adress:
 
Is it within a reasonable area of ​​the company?
If no, go to: Ratp.fr in order to check if the travel time is envisageable.
Advice to candidates who live outside the targeted areas: the geographical area you are considering must appear somewhere in your resume, if you are conveyed too, this can reassure the recruiter.

2. Nationality:
 
For non-EU citizens, indicate your statement: work permit, student visa etc. (The process of obtaining a job can be long and costly for the employer and not all are open).
 
3. The title:
 
Sometimes this one does not correspond to 100% to the past experiences example: a candidate having only experiences in development, titles his CV "technical project manager". This allows the recruiter to have a first idea on the position targeted by the candidate or his will in terms of career development.
 
4. The techno stack:

The technologies used are often summarized at the beginning or at the end of the resumé of a developer, this allows us of course to check the adequacy between the tools mastered by the candidate and the post but also (and very important from the point of view Of a recruiter) of the interest or not of this one for the evolutions market and its practice of the technological watch.
 
5. Length of experiments:

This can become one of the most crucial criteria for the recruiter if the candidate multiplies the short experiences (except of course if he has many missions in IT services for example).
We will have to dig on all the reasons related to his departures and take a maximum of references from his ex-employers (do not hesitate to put some of them directly on the CV).

6. The "empty spaces":

Considering the fact it is quite easy for a developer to find a job, too long periods between his past experiences can be an "alarm" for the recruiter.
 
7. Positions / missions: too much or not experienced enough?

For example, we will not offer a a candidate (apart from a specific request from him) who is currently not developing anymore, a full time developer job because even if he has the required technical skills and finds the project attractive, there is a real risk : a position with a smaller spectrum can lead to a disappointment.
 
8. Details of missions:

Often the job title differs depending on the company, especially in startups or a title may represent only a tiny part of the work done. It is therefore necessary to detail as much as possible the roles you may have had previously. This helps to improve the SEO of your profile on certain job-boards (still less than the techno stack).
 
9. Name of company:


Some companies are known for training and developing skills of the junior developers. Others, on the contrary, are known to have a poor overall development level or even outdated technologies. If your previous experience was in this type of business, the next point is even more important.
 
10. "Personal projects":

Many candidates do not think of putting the sideprojects on their resumé which is a pity knowing that this is a real asset for the recruiter. Often indicative of a true passion for development as well as an experience and a very positive state of mind for a startup for example (editing project from scratch, entrepreneurial spirit, height of view ...)
 
11. Contributions:

This aspect is greatly appreciated and valued by the recruitment firms and the companies. If you are an active contributer, please indicate your Github, Stackoverflow profiles ...

12. Languages:

The recruiter will scan this section only if it is an important prerequisite for the position. When a company is looking for a bilingual profile, the recruiter will be wary of 'fluent' or 'read, written, spoken', if you are bilingual, use this word!
 
13. The Academic Journey:

In some cases companies are specifically looking for engineering profiles (usually for questions of status (JEI, tax credit research etc ...) or a search for specific know-how that is more easily found on profiles with a background Engineer example: algorithmic level). For the rest, the school course will be perceived as a "+", rather than a true criterion of selection. The courses of the engineering schools reassure many companies on the technical level of a profile and its ability to quickly build skills.