Three Ways to Create a Powerful Online Portfolio for Recruiters

We work with recruiters, hiring managers and career experts on a daily basis. One of the biggest frustrations they often talk about? The amount of time it takes for them to truly get to know the candidates they’re recruiting for open positions within their organizations.

According to, every corporate job opening attracts an average of 250 resumes.

Several years ago, their initial review process began and ended with a resume and a cover letter.

Now, they want to see your online footprint—review examples of your previous work, check out content you’ve created on your own (like guest blogs you’ve written or speeches you’ve delivered) and take a look at your social media presence.

Which means hiring managers are tasked with sorting through 250 resumes, 250 cover letters and then, in many cases, conducting independent searches to better understand what they can about the candidate’s online presence.

Which, in the case of most candidates, is scattered across the internet and difficult to find.

And while the people hiring for these jobs want to devote time to getting to know you—there’s only so much time they can devote to each person.

If you’re serious about finding a job and want to make it easy for recruiters and hiring managers to review ALL of your unique accomplishments and successes, here are three ways to create an online portfolio:

1) Apply for AmazeTal’s Spotlight platform. AmazeTal (that’s us!) is an online career and talent marketplace committed to making the recruiting process faster, easier and more transparent for both job seekers and employers in the technology and data science industry. In order to help candidates consolidate all the most important—and enticing—information about themselves in one place and make that information searchable for employers, we created our Spotlight platform.

Through Spotlight, you can include everything you’d include in an online portfolio—work experience, skillsets, credentials, links to blogs, speeches and past work and anything else you think is relevant for employers to see—all in one place.

Through Spotlight, we then highlight and vet top candidates (that’s you!). Instead of reaching out to employers, we have employers reach out to you. You don’t have to go through the hassle of reaching out to employers who never get back to you and employers appreciate all that incredible information about you in one place.

You can learn more about Spotlight and apply here.

2) Build a website. While this takes considerably more work, it’s also a way to create an online portfolio.

If you decide to build your online portfolio on a website, you’ll want to tell people who you are, what you do, the types of roles you’re looking for, links to previous work, links to your own content, links to your social media profiles and a downloadable resume.

If you choose to build a website, keep in mind that you want the website design to look polished and professional. While the content you include is important, the look and feel of the website is also something hiring managers and recruiters are going to consider. (If you were considering working with someone and came across an outdated looking website with a mishmash of designs, you’d be less impressed than if you came across a beautifully designed, polished website. Right?)

If you go this route, we suggest checking out Squarespace. They offer website templates so your website is easier to create, design and keep consistent. And they don’t require the coding that most website platforms do, which, if you’re not a coder or designer, is a plus!

3) Supercharge your LinkedIn Profile. Most people copy and paste their resume into LinkedIn and hope for the best. But if you want to make it easier for recruiters to understand the true extent of your work experience and achievements, add links to your profile so they can see easily review the content you’re most proud of.

Here’s the deal: You can have the most impressive credentials, the most enticing pieces of work or the most active social media platforms—but if all of that information isn’t curated in one, easy to access place, recruiters are never going to know the depth and breadth of what you have to offer.


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