How much CV optimization is enough?

How much CV optimization is enough? I am wondering…

A couple of weeks ago, I updated my LinkedIn status as ‘Open to work’ , looking for a contract role where my skills and experience would be useful, and where I would face a new challenge, something I genuinely miss.

I wrote a sincere description of myself and the response was immediate! Friends, colleagues, former collaborators and people who truly know my work reached out and encourage me.

Many recruiters too and people I wasn’t connected with before, reached out congratulating me on my experience and offering opportunities.

‘That was easy’, I thought!

Very quickly, after a few questions, the mini-interview type of conversation on what I can bring to the organization, what I am looking for and my rate, came the request for and the review of my CV.

And the feedback on it ‘it needs further optimization’. Apparently, it always does.

Optimization for AI. Optimization for platforms. Optimization for algorithms.

And, of course, there’s always someone who can do this “better” for me and get my CV “in front of the right people.”

I already have many multiple versions of my CV, both in English and Greek, including:

• A detailed CV with full Projects’ history and qualifications

• A few summary-level CVs

• The PMO/Project Management CV

• The Coaching-focused CV

• The Consultant-focused CV

• The personal profile

• The Change Agent CV

And many more versions, in different folders depending on the period. Excluding of course the cover letters versions.

All created by me, reviewed and validated by my mentors or supervisors and even run through AI for optimization multiple times. I sincerely believe they represent well and accurately who I am becoming professionally over the years, my achievements and character.

And as you know, this work takes a lot of time.

So, why do I still need to keep optimizing my CV?

Why do I need someone else to tell my story better than me?

Please don’t take me wrong. There are highly skilled professionals out there who understands the market and bring real value. But it does make me wonder:

Am I not the best person to describe myself?

Where does authenticity go if we all look the same on paper?

What happens to diversity when our CVs become perfectly standardized?

These are the same values, the elements that are so important in ‘human-centric’ leadership.

In building growth cultures within the organisations.

As a Coach and a practitioner of Time To Think, I know first-hand that diversity of thought and genuine difference are welcome and essential for development, whether individually or within teams.

Are we not risking our uniqueness when we become over-optimized?

How true is this polished version of ourselves?

Does it reflect the same qualities organisations say they are looking for?

And how can we, as Coaches, continue encouraging people who are looking for new opportunities if the message they keep receiving is that who they are is never “optimized” enough?

I’ll continue adjusting my CV in line with my development journey; not to fit a template, but because I’m committed to learning and refining how I show up professionally. And I will do that without sacrificing my voice or my authenticity.

To everyone who reached out with support and compliments, thank you so much!

I am certain there is at least one organization out there looking for exactly what I bring, for an ‘incident commander’, who isn’t afraid to get their hands dirty…as my mentor behind the heart describes me ;)

And on the topics of ‘difference’ and ‘diversity’, stay tuned!

I will be sharing more about it as I wrap up my practicum as Thinking Environment Facilitator!