Criador de currículo gratuito

Modo de usar

Preencha as informações de cada seção. Use os botões « Adicionar » para incluir várias experiências profissionais e entradas de formação. Pré-visualize seu currículo, depois baixe-o no formato HTML para editá-lo, imprimi-lo ou compartilhá-lo.

Dicas para um ótimo currículo

Seja conciso e focado. Use verbos de ação nas descrições de cargos (realizou, liderou, melhorou). Destaque resultados mensuráveis. Mantenha o resumo breve (2 a 3 frases). Liste competências que correspondam à vaga-alvo.

Resume vs CV: Which One Are You Writing?

The terminology depends on where you're applying. In the United States and Canada, "resume" is the everyday word for a one-to-two-page summary of your relevant work history; "CV" in North American business usage is reserved for academic, scientific, and medical roles. In the United Kingdom, Ireland, Australia, New Zealand, India, and most of mainland Europe, "CV" (Curriculum Vitae, Latin for "course of life") is the standard term and is functionally equivalent to a US resume, typically two pages. An academic CV anywhere in the world is a different document: a comprehensive multi-page record of every publication, talk, course, grant, and fellowship, growing over a career and used for faculty positions and tenure dossiers.

This builder produces a clean, structured one-to-two-page document, the right starting point for resume submissions in the US and Canada, and equally usable as a UK / Australian / EU business CV. For an academic CV, you'll likely outgrow the form's structure and want to manage publications and talks in a separate document.

The ATS Reality

Most large employers don't read resumes directly. They pipe applications through an Applicant Tracking System (ATS) that parses, indexes, and ranks them. According to Jobscan's 2025 manual review of every Fortune 500 career page, 97.8% of Fortune 500 companies use a detectable ATS (489 of 500). Workday alone accounts for over 39% of Fortune 500 ATS deployments, with SAP SuccessFactors at 13.2%, together more than half the market. The same study found over 90% of employers initially filter candidates by parsed skills and credentials before any human review.

The practical takeaway: a resume that looks beautiful on paper but is unreadable to a parser never reaches a human. ATS parsers extract text linearly, top to bottom, left to right. Anything that interrupts that flow risks being scrambled or dropped entirely.

What Breaks an ATS Parser

• Multi-column layouts. Sidebar text gets interleaved into your work experience bullets. Stick to single-column.
• Tables. Cell contents read out of order or get skipped.
• Graphics, icons, charts, skill bars, photos. Often read as unprintable characters or cause whole lines to be skipped.
• Headers and footers. Some older ATS versions ignore them; putting your contact info in a Word header can mean it never reaches the recruiter.
• Image-only PDFs. Scanned documents or PDFs that flatten text into vector shapes have no extractable text and parse to almost nothing.
• Non-standard section headings. "My Story" or "Where I've Been" instead of "Work Experience" can prevent the parser from finding a section at all. Use the standard names.
• Decorative or display fonts. Substitution fallbacks may corrupt characters. Stick to Arial, Calibri, Cambria, Garamond, Georgia, Helvetica, Times New Roman, Tahoma, or Verdana at 10–12 pt for body text.

The form here was designed to produce an ATS-friendly single-column structure with standard section headings, so the HTML it exports parses cleanly when converted to PDF for submission.

The Sections That Belong on a Modern Resume

1. Contact information: full name, email, phone, city and region (state, province, or country), LinkedIn URL or personal website. Full street addresses are no longer expected on a US resume; city and state is enough, and skipping a postal code reduces privacy exposure.
2. Professional summary: two or three sentences naming who you are, the experience you have, and the impact you've had. This replaces the older "Objective" statement, which described what the candidate wanted; the modern summary is about what you bring.
3. Work experience: reverse-chronological. Each entry: job title, employer, location, dates, then three to six achievement-led bullets. Reverse-chronological is favoured by both recruiters (clear progression) and ATS (the date-then-employer-then-title pattern parses cleanly).
4. Education: degree, institution, dates, optional honours, and (for early-career applicants) GPA if recent and strong, plus relevant coursework.
5. Skills: relevant tools, languages, frameworks, certifications. Place this section near the top so the parser sees the keywords early; ATS keyword matching weights skills sections heavily.
6. Optional sections: projects, publications, languages spoken, awards, volunteer experience. Include only when directly relevant to the role you're targeting.

Achievement Bullets: Action Verb + Impact

Modern career-services advice from Harvard, Yale, Columbia, and Indeed converges on the same formula for each bullet: action verb + what you did + measurable impact. The verb goes first because that's the most-read position on the line. The result quantifies the work in money, time, percentage, scale, or measurable customer / business outcome.

Weak:   Responsible for team management.

Strong: Led team of 5 engineers to ship a new billing system in
        6 weeks, reducing customer churn by 12%.

The strong version names the action (Led), the scope (team of 5), the deliverable (new billing system in 6 weeks), and the impact (reduced churn by 12%). When you can't put a clean number on an outcome, name it qualitatively ("improved customer satisfaction," "adopted across three departments," "cited in the team's annual review"), anything that describes a result rather than a duty.

How Long Should It Be?

The general rule across every career-services source: a resume should be as long as needed to make the case for the role, and not a single line longer.

What to Leave OFF

• Photo. Standard practice in the US, Canada, UK, Ireland, and Australia is to omit it. Removes the risk that a hiring manager sees demographic information they cannot legally factor in. Continental Europe (notably Germany, Austria, Switzerland) and Japan still expect a passport-style photo on the document; check local convention before removing.
• Date of birth, age, gender, marital status, nationality, religion. Protected characteristics under US, UK, Canadian, and EU employment law. They invite bias claims and serve no purpose for the application.
• Full home address. City and region is enough. Resumes circulate widely inside an employer before any offer is made; the full street address creates an unnecessary privacy footprint.
• "References available upon request." Assumed by every recruiter. Wastes a line.
• Objective statements. The older "I am seeking a role where I can grow my skills" format reads as outdated. Replace with a professional summary that names the value you bring.
• Skills you don't actually have. Keyword-stuffing the skills section to game the ATS is detectable when the experience bullets don't back up the claim, and it's a fast disqualification at the human-review stage.
• Outdated baseline competencies. "Microsoft Word," "email," or "internet research" as listed skills read as filler in 2026; they're assumed.
• Irrelevant hobbies. Unless a hobby directly demonstrates a relevant skill or culture fit, it takes space from the work that does.

PDF, DOCX, or HTML?

All three have a place. Modern ATS platforms (Workday, Greenhouse, Lever) parse text-based PDFs reliably, so PDF is fine for most submissions, as long as it's a real text PDF and not an image of one. DOCX is the easiest format for any ATS to parse and is preferred by some recruiters because they can edit and annotate it. HTML is best treated as a portfolio / personal-site format that lives on your own website; ATS upload forms rarely accept it directly.

A practical workflow: keep one editable master (DOCX or this builder's form), export to PDF for submissions that accept PDF, fall back to DOCX when the application form requires Word, and keep an HTML version on your personal site for visibility outside the ATS pipeline. The download from this tool produces a clean HTML file you can open and Print → Save as PDF in any modern browser.

A Resume Is a Lot of PII

Full legal name, email, phone, employment history, education history, sometimes a home address, sometimes references. Under US privacy frameworks (NIST SP 800-122) and EU GDPR, the combination of name plus contact plus employment history is enough to identify and locate a single person, which classifies the document as PII (and under GDPR, personal data). Most online resume builders ask you to create an account and store your data on their servers; many monetise via aggressive paywalls at the download stage. This builder runs entirely in your browser: nothing is uploaded, no account is needed, and the only copy of your draft is whatever your browser remembers.

A Note on AI-Generated Resumes

A wave of 2024–2026 resume tools generate copy directly from a job-title prompt or a job description using a large language model. The output is grammatical and well-structured but recognisably generic: the same verb choices ("Spearheaded," "Leveraged," "Synergised"), the same sentence rhythms, the same impossible-to-verify metrics. Recruiters and hiring managers report identifying generic AI copy in seconds and treating it as a low-effort signal. AI is fine as a starting draft or editor, but rewrite every bullet with your actual project names, your real metric numbers, and the specific decision-making detail only you have. Original wording, real numbers, and specific projects beat any AI template.

Common Mistakes

1. Long paragraphs of duty descriptions instead of achievement-led bullets. Recruiters scan the first page in seconds; prose buries the value.
2. Inconsistent date formats. Mixing "Jan 2023," "01/2023," and "January 2023" in the same document looks careless to a human and confuses some parsers.
3. Spelling and grammar errors, especially in your own name, email, employer name, or job title. Single typos in those fields are common deal-breakers.
4. Lying or exaggerating about credentials, dates, or titles. Automated cross-referencing of LinkedIn against the resume catches discrepancies before the interview.
5. Submitting a graphic or multi-column resume to an ATS-driven application. The parser can't read it; the resume is rejected before any human sees it.
6. Listing baseline 2026 competencies as skills. "Email," "Microsoft Word," "Google search": they're assumed; listing them signals you're padding.
7. Unexplained employment gaps. A brief one-line explanation (caregiving, study, sabbatical, contract roles, health) reads better than leaving the gap silent.

Frequently Asked Questions

Is my data uploaded anywhere?

No. The form runs entirely in your browser. Your data isn't transmitted, logged, or stored on any server, and no account is required. The only copy is whatever your browser remembers in this session. If you close the tab without downloading, the draft is gone.

Can I get a PDF instead of HTML?

Open the downloaded HTML file in any modern browser, then use File → Print → Save as PDF. The output is a text-based PDF that ATS systems can parse cleanly. Adjust margins and orientation in the print dialog if needed.

Will it pass an ATS?

The structure produced by this builder follows the ATS-friendly conventions: single column, standard headings ("Work Experience," "Education," "Skills"), no graphics or icons, body-style fonts. The biggest risk to ATS parsing is usually the candidate's wording (clever section headings, missing dates, no measurable bullets) rather than the layout. Use the standard sections, keep dates consistent, and lead each bullet with an action verb.

Should I include a photo?

Depends on where you're applying. In the US, Canada, UK, Ireland, and Australia, omit the photo. Most employers actively prefer a photo-free resume to reduce bias. In Germany, Austria, Switzerland, and Japan, a passport-style photo is still expected. Check local convention; when in doubt, leave it off.

Can I write the work experience in something other than English?

Yes. The form fields accept any Unicode text and the HTML output preserves it. If you're applying internationally and want both English and a local-language version, build them separately and keep both files; some companies expect a CV in the local language plus an English summary for international roles.

What's the most important field to get right?

The professional summary at the top and the first bullet under your most recent role. Recruiters spend their first scan in the top quarter of page one: current title, current employer, dates, and the lead achievement. Make those land hard, then layer everything else underneath.

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