INDUSTRY STATS
According to the U.S. Bureau of Labor Statistics, Talent Manager positions are at a 9% growth rate, which is as fast as average. With that said, there are currently 161,700 jobs in the market right now. The total number of jobs is expected to increase by 14,800 to 176,500 in the period of 2020-30.
What’s more, the median annual wage for the Talent Manager jobs was $121,220 in May 2020. The lowest 10% earned less than $71,180, and the highest 10% more than $208,000.
Our conclusion? The Talent Manager job market is wide open for candidates.
Top Talent Manager sections that make the best resume
- Header
- Professional summary
- Experience (with numbers and results)
- Relevant skills
- Education
- Certifications
How to write a Talent Manager resume experience section
Talent Manager Resume’s Job Experience Checklist:
- Use 4-6 bullet points per job title;
- Don’t go further than a decade behind when describing your job history, unless you’re applying for an executive position;
- Combine job responsibilities as well as achievements with numbers in results when you describe your past work;
- Start each sentence with a power verb and avoid overused buzzwords;
- Use either C-A-R or S-T-A-R methodology, when describing your experience.
The work experience samples below come from real Talent Manager resumes that got people hired at top companies. You can use them as an inspiration to build your own resume:
- Scoping e qualificazione dei lead
- Ricezione brief, analisi dettagliata e brainstorming interno
- Analisi attività social e digital marketing del brand
- Definizione concept della campagna e selezione degli influencers
- Preparazione della proposta commerciale
- Preparazione contratti cliente e talent
- Gestione campagna
- Report fine campagna
- Gestione talent: primo contatto cliente, analisi brand, definizione concept, contratti, gestione campagna, report, pushing commerciale
- Responsibilities: Placement of Models, Talents , Makeup Artists and Stylists
- Understand the requirement and work as per client's brief and budget
- Ensure that communication flows effectively
- Handle budget, negotiations and manage campaign costs
- Pitch models, talent and artists with the aim of diversifying their work portfolio through new campaigns and contracts
- Developing a fully-operational HR function within the organization.
- Managing a full scope of HR areas with main focus on recruitment, employer branding, performance management, leadership and internal communication.
- Designing and implementation of a new organizational structure to improve operational effectiveness and support future growth.
- Managing a comprehensive HR budget covering ~70% of total yearly company costs (incl. salary, benefits, recruitment, employer branding etc.).
- Implementing a compensation policy and improving benefits package.
- Design and implementation of a performance evaluation system based on a feedback 360˚ model.
- Establishing a previously non-existent HR function within the organization.
- Managing a full scope of HR areas with main focus on talent management, employee engagement and company culture.
- Increasing employee retention rate from 76% to 89% year to year.
- Driving overall headcount growth by 34% in 2017.
- Creating an exceptional candidate experience through continuous improvements in recruitment and on-boarding processes, based on an ongoing feedback from our candidates and employees.
- Developing a unique and recognizable employer brand on a local market through original employer branding initiatives like Monterail Academy and Girls in IT events (over 1 000 participants in 2017).
- Supporting the company owners, people managers and team leaders on every people-related matters on a daily basis.
- Developing a fully-operational HR function within the organization.
- Managing a full scope of HR areas with main focus on recruitment, employer branding, performance management, leadership and internal communication.
- Designing and implementation of a new organizational structure to improve operational effectiveness and support future growth.
- Managing a comprehensive HR budget covering ~70% of total yearly company costs (incl. salary, benefits, recruitment, employer branding etc.).
- Implementing a compensation policy and improving benefits package.
- Design and implementation of a performance evaluation system based on a feedback 360˚ model.
- Establishing a previously non-existent HR function within the organization.
- Managing a full scope of HR areas with main focus on talent management, employee engagement and company culture.
- Increasing employee retention rate from 76% to 89% year to year.
- Driving overall headcount growth by 34% in 2017.
- Creating an exceptional candidate experience through continuous improvements in recruitment and on-boarding processes, based on an ongoing feedback from our candidates and employees.
- Developing a unique and recognizable employer brand on a local market through original employer branding initiatives like Monterail Academy and Girls in IT events (over 1 000 participants in 2017).
- Supporting the company owners, people managers and team leaders on every people-related matters on a daily basis.
- Project manager of Europe's dedicated program for Emerging Talents: e-Talent, involving 8 countries
- End to end facilitation of various HR projects (Career Path, Int Mentoring)
- Talent reviews, succession planning, assessment and follow up of individual development plan
- Coordination and facilitation of Europe's Talent managers' and Training managers' communities
- Coaching of identified Europe talents
- Project manager of International Talent program: e-Talent (8 countries)
- End-to-end organisation and facilitation of International HR projects (Career Path, International Mentoring)
- Talent reviews, succession planning, assessment, development plan
- Coaching and building personal development plan
- Build relationships with exisiting Pinoy and Australian Creators.
- Pitch Creators to Brands, Media Agencies and Advertisers.
- Handle Talent Contracts and Deals.
- .Communicate with Creators and Agencies on behalf of Amplify.
- Handle social media pages.
- Manage offices/groups ranging in size from 40 to 150 people
- Partner with senior leadership across all disciplines in order to identify talent needs in order meet client deliverables
- Provide casting recommendations based on the understanding of individual skill sets across all agency departments
- Partner with the HRBP to escalate any information related to retention/employee relations and contribute to employee performance reviews with the strictest of confidentiality
- Collaborate with Talent Managers across a global network of over fifteen offices in order to address the needs of the business
- Working on roles in the field of Marketing, Sales, HR, Operations, IT
- Finding potential candidates for all seniority levels through using advanced sourcing techniques (e.g. Boolean search), networking tools (e.g. LinkedIn, Xing)
- Acting as an advisor to the candidates throughout the whole hiring process
- Different projects e.g. process standardization
- Generated 5-digits revenue in FY2016
- Placement in November 2016 among the top 5 fees
- Performance achieved 130% in 2017 Q1
- Negotiate, create, and manage multiple brand and endorsement deals between Fortune 500 companies and social media influencers.
- Identify emerging trends, worlds, talent and marketing concepts.
- Create strategic paths for social media influencers and traditional talent to build sustainable 360 careers. Which Includes casting, voice over, music, publishing, consumer products, and touring.
- Optimize and grow clients following on Social media platforms like Youtube, Instagram, Snapchat, Facebook, YouNow, and Twitter.
- Develop, pitch, and sell IP and original content.
- Navigated client’s (Rob Riggle, Kerri Kenney-Silver, Megan Ferguson, Sophia Grace and Rosie, Damian Dante Wayans, Catherine Reitman, etc.) careers and placed them in pilots, TV Series, and feature films.
- Developed and produced THAT'S A FRIEND with Damien Dante Wayans for one of the original Youtube funded channel initiatives.
- Promoted in January 2011 from Peter Principato's assistant to Talent Manager.
- Develop, pitch, and sell IP and original content.
- Create strategic paths for social media influencers and traditional talent to build sustainable 360 careers. Which Includes casting, voice over, music, publishing, consumer products, marketing, and touring.
- Negotiate, create, and manage multiple brand and endorsement deals with Fortune 500 companies.
- Optimize and grow clients following on Social media platforms like Youtube, Instagram, Snapchat, YouNow, and Twitter.
- Navigated client’s (Rob Riggle, Kerri Kenney-Silver, Megan Ferguson, Sophia Grace and Rosie, Damian Dante Wayans, Catherine Reitman, etc.) careers and placed them in pilots, TV Series, and feature films.
- Developed and produced THAT'S A FRIEND with Damien Dante Wayans for one of the original Youtube funded channel initiatives.
- Developed two network pilots with Rob Riggle.
- Promoted in January 2011 from Peter Principato's assistant to Talent Manager.
- Develop, pitch, and sell IP and original content.
- Create strategic paths for social media influencers and traditional talent to build sustainable 360 careers.
- Negotiate, create, and manage multiple brand and endorsement deals with Fortune 500 companies.
- Optimize and grow clients following on Social media platforms like Youtube, Instagram, Snapchat, YouNow, and Twitter.
- Navigated client’s (Rob Riggle, Kerri Kenney-Silver, Megan Ferguson, Sophia Grace and Rosie, Damian Dante Wayans, Catherine Reitman, etc.) careers and placed them in pilots, TV Series, and feature films.
- Developed and produced THAT'S A FRIEND with Damien Dante Wayans for one of the original Youtube funded channel initiatives.
- Developed two network pilots with Rob Riggle.
- Promoted in January 2011 from Peter Principato's assistant to Talent Manager.
- Providing End-to-End Recruitment Process including client acquisition candidate onboarding and candidate retention & maintain communication and support with candidates and clients throughout the interview process, offer & onboarding process
- Acquiring knowledge on Clients & Candidates, ensuring the best match between Company & Workforce
- Sourced High-Profile candidate for a key position within client company
- Artist Relation
- Advancing Artist Hospitality & Run of show
- Hospitality Management (i.e restaurant reservations, hotel reservations, transportation arrangements)
- Booking Private Events
- Artist Handling
PRO TIP
Include quantitative data throughout your Talent Manager resume to impress the hiring manager. Real facts and figures that show off your competency as an audit manager go a long way. Did you reduce the costs of audits? Manage a large team? Boosted efficiency? Show off the real numbers!
Action Verbs for your Talent Manager Resume
Recommended reads:
Talent Manager Resume Skills’ Tips & Tricks to Impress Recruiters
Resume Skills Section Checklist:
- Ensure your hard skills section (including technologies) are exactly matching the job description.
- Don’t simply list your soft skills. Apply the “show, don’t tell” principle - let your job achievements speak for themselves.
- Find a way to showcase your skills beyond the skills section.
- Your resume’s skill section is important to ATS systems - so don’t skip it.
Top Skills for your Talent Manager resume
- Microsoft Office
- Project Management
- Jira
- Slack
- Taleo
- Workday
- Organisation
- Communication
- confidentiality
- Time management
- Team work
- Adaptability
PRO TIP
Add a Talent Section to your resume, where you can pick your top 3 soft skills and describe how you used them to complete a project or balance departmental communication.
Recommended reads:
Talent Manager Resume Header: Tips, Red Flags, and Best Practices
CHECKLIST For Your Talent Manager Resume Header
- Your name and surname in a legible and larger resume font
- The job title you’re applying for or your current job title as a subheading to your name
- Link to your portfolio or online profile, such as LinkedIn
- Address (City and State for the US; just your city for rest of the world)
- Email address
- Headshot (required or welcomed in the EU; not required and sometimes frowned upon in the US)
Stick to popular email providers such as Gmail or Outlook. And use these professional formats to create your username:
- first.last@gmail.com
- last.first@gmail.com
- firstlast@gmail.com
- f.last@gmail.com
- first.l@gmail.com
Recommended reads:
PRO TIP
Some companies, states, and countries have non-discrimination policies about what kind of information can be included on your Talent Manager resume. This might include a photo (which is often included in a resume header and might be on personal web pages you link to). You can always email the company’s HR department to ask about their policies before you apply.
Talent Manager Resume Summary Best Practices
Checklist: What to include in your Talent Manager resume summary:
- Years of experience;
- Highlight top 3 skills and proficiencies;
- One big professional accomplishment you’re most proud of, that you can tie with the aforementioned skills;
- Use short, direct sentences - but no more than three - to keep the HRs interested.
Resume Summary Formula:
PRO TIP
Read the job description carefully and understand what the hiring company is exactly looking for. After that, write your summary accordingly while highlighting your potential and ability to be the best at that job.
Recommended reads:
Listing Your Education, Certifications and Courses
Resume Education Section Checklist:
- Ensure your hard skills section (including technologies) are exactly matching the job description.
- Don’t simply list your soft skills. Apply the “show, don’t tell” principle - let your job achievements speak for themselves.
- Find a way to showcase your skills beyond the skills section.
- Your resume’s skill section is important to ATS systems - so don’t skip it.
Top Certifications for your Talent Manager resume
Recommended reads:
PRO TIP
If you hold a certain major and a minor, your majors should be mentioned first.
Talent Manager Resume: Additional Writing & Formatting Tips
There are three basic resume formats you can choose from:
- Reverse-chronological resume format;
- Functional resume format;
- Hybrid (or Combination) resume format;
The most optimal format for your particular case will depend on your years of experience, as well as whether you’re switching industries or not.
Reverse chronological resumes are best suited for experienced individuals who are sticking to their industry. The experience section takes a central place, and its bullets contain your responsibilities and achievements, coupled with numbers and results.
Functional resumes are used by less experienced jobseekers or career changers. Note that it’s not a format that recruiters prefer, as most are used to the classic chronological alignment. Instead of a list of job titles, functional resumes focus on your skills, and through what experiences you gained them.
Hybrid resumes are great for both experienced and entry-level candidates, as well as career changers. They combine the best of both worlds - most often in a double column format, where one side of the content is focused on your experience, whereas the other - on your skills, strengths, and proudest moments.
Talent Manager Resume Summary best practices
Here are more resume tips regarding your layout and style:
- Clear and legible 12p resume font size;
- Use 10’’ resume margins - that’s default for a great resume design;
- Use a one-page template resume length if you’ve got less than 10 years of experience; otherwise, opt for a two-page resume;
- Save your resume as PDF before sending it to the recruiter.
To take it a step further, check out how your resume can stand out without leaning too much on the creative side.
Recommended reads:
PRO TIP
If you feel that you don’t have high chances in a particular company, due to lack of relevant experience, then you can still consider using a creative layout. That might help you get noticed and invited for an interview, as most of the other applicants will have boring resume designs.
Other sections to include in your resume
Depending on the type of company (corporation or start-up; innovative or traditional), job seniority level and your location, you may want to include more sections to your Talent Manager resume:
Talent Manager Resume: How to Make Yours More Creative & Stand Out
When you send your resume to a potential employer, chances are it's the fiftieth one they've seen that day. That's why you need to make your Talent Manager resume stand out for the right reasons. That means showing your personality, not just your professional experience. Employers are far more likely to remember a candidate who seems like a genuine person and not a robot. Do this by including your passions (which is also a great place to demonstrate skills on a resume), share your favorite books, or even what your usual day looks like.
What Makes a Great Talent Manager Resume: Key Takeaways
- Choose a resume layout that sends the right message across and fits your current career situation;
- Create a resume header that shows your desired job title, and easy to find contact numbers;
- Be specific about your experience, accomplishments and future goals in your summary;
- Feature detailed metrics and specific examples that show the impact you made in your previous roles when describing your experience;
- List soft skills backed by examples;
- Add all of your technical skills and certifications that you have and match the job description;
- Show off a dash of personality in your resume that will demonstrate your culture fit and the right mix of hard and soft skills.
