I Built the Kind of Community I Wish Still Existed

For a long time, most of the “community spaces” in our industry have been tied to individual associations.

And those absolutely serve an important role.

But there hasn’t really been a single place where resume writers and career experts can connect across those lines — or without needing to belong to one at all.

Years ago, LinkedIn Groups filled some of that gap. You could jump into a conversation, ask a question, share ideas, and connect with peers from all over the industry, regardless of which association you belonged to.

But those groups have largely faded. And nothing has really replaced them.

So I decided to build one.

Introducing: Career Expert Collective

It’s a FREE private community, on Facebook, for professional resume writers and career experts who care about doing high-impact work.

Not just getting words on a page, but actually helping clients move forward. 

This isn’t tied to any one organization, or even to BeAResumeWriter membership.

If you’re part of NRWA, CDI, PARWCC, Career Thought Leaders (or all of them), you’re welcome.

If you’re not part of any association, you’re welcome too.

That was intentional. I named it “collective” because we’re not just another Facebook group. We’re a community, building on shared ideas, shared standards, and shared responsibility for the quality of work we put into the world.

The job market is changing. Client expectations are changing. And the work we do as resume writers and career experts continues to evolve.

But there aren’t a lot of spaces where we can talk openly about that, especially across different backgrounds, experiences, and perspectives. That’s what this group is for. 

If this sounds like your kind of space, you can join here:

Career Expert Collective (a free Facebook group for resume writers and career experts)

If this works the way I think it can…it won’t just be another Facebook group. It will be a community that works together to help jobseekers and our members be successful.

Professional Resume Writers Aren’t Disappearing … They’re Adapting

By Bridget (Weide) Brooks

There has been a lot of concern in the professional resume writing community lately about the impact of artificial intelligence on the profession. I’ve been a resume writer since 1996 and have seen a lot of changes in the industry during that time. The threat from AI-written documents has had an impact on the profession — but so did resume-in-a-box software, the introduction of LinkedIn, and the rise of Applicant Tracking System (ATS) software. The industry adapts.

Hot take: AI is making the good resume writers even more valuable than ever.

Jobseekers are flooding the market with AI-generated resumes. 67% of hiring managers say AI resumes are slowing down hiring. And 65% report it’s harder to verify real skills because the resumes sound the same.

AI-written resumes lack strategy, storytelling, and the ability to position someone for a specific career move. Recruiters and hiring managers recognize AI-generated content, and it doesn’t stand out in a sea of identical applications.

Professional resume writers aren’t disappearing. They are adapting, applying their skills (career strategy, personal branding, interview preparation, etc.) to help jobseekers with the resume, other career documents, and more.

Jobseekers who use AI to write their resumes may be unprepared for the job interviews, as they weren’t invested in creating the content. One of the best things about working with a professional resume writer is the process of self-discovery and validation as the career documents are created. I can’t tell you the number of clients who have told me over the years, “Wow! I sound great!” My response is always: “You did the work. I just helped tell your story.” 

In the resume development process, a good resume writer elicits accomplishments and added value from the candidate. My extensive client questionnaire requires clients to reflect on what sets them apart from other candidates with the same job title. If you post a job description and a job posting into AI, it will return results that contain the right keywords, but there’s no “soul” to the document. It still reads like a job description. There’s no transformation, no insight into how the results were achieved. That’s the difference between an AI-written and a professionally written resume.

Hiring managers can spot AI-written content more easily (generic phrasing, perfect-but-generic bullet points).

Demand for human expertise and assistance in the job search isn’t disappearing. It’s shifting to higher-value services.

Clients aren’t just paying for a "resume" anymore. They need real strategy, storytelling, personal branding, executive positioning, job interview preparation, and help fixing bland AI-written resumes.

Career professionals who pivot will develop their skills in:

• Career coaching
• Career counseling
• Career assessments
• Job search strategy
• Job interview preparation
• LinkedIn optimization
• Executive positioning

AI can draft basic documents, but clients value the human-centered, strategic side of getting help — career advising, coaching, training, and helping jobseekers stand out.

There are 7,000-8,000 pure “resume writers” in the U.S. as of 2025-26. 

These are:

• People who treat resume writing as a primary or significant professional service — typically independent practitioners, certified writers, or those in small agencies who specialize in client-facing resume/career document services. Many in this group are self-employed freelancers or small business owners. 
• PARW claims 2,800-3,000 members
• Additionally, there are writers employed at larger resume services/agencies (estimated at around 1,880 professionals).

This market is expected to remain steady over the next 5-7 years, with retiring practitioners replaced by newcomers in the market. 

The resume writing service market in the U.S. is estimated at around $1 billion (2024-26 figures). For dedicated ”resume writing and editing services,” as of 2026, IBISWorld estimates the market size at approximately $304.6 million.

The larger figure of $1-$1.5 billion includes:

• Related services (LinkedIn optimization, career coaching, outplacement services, etc.)
• DIY tools, resume builder software platforms, and enterprise offerings 

If you want to be part of a connected careers community that is helping jobseekers for the now and the next, join BeAResumeWriter.com. 

Lies, Damn Lies … and Statistics (From the Editor)

Originally published in the January/February 2008 edition of Resume Writers’ Digest

From the Editor: Behind the Numbers of the Industry Survey

By Bridget Ann Brooks, CPRW

There’s some famous quote about “lies, damn lies … and statistics” that always pops into my head when we talk about surveys. Not that the results of the Resume Writers’ Digest 2007 Industry Survey aren’t anything but factual — I’m referring to the fact that you can often manipulate data to say whatever you want it to say.

In that vein, I could tell you that things are looking up for the industry — our “average” resume charge has gone up from $250 (2005’s average) to $629; the range of services practitioners are offering is growing (more resume writers are providing career assessments than in the past, for example); and the “seasonality” of resume demand seems to be evening out (except for the summer months).

But the reality is that the looming “crisis” I talked about in the 2005 Industry Survey (we did not conduct one in 2006) is still a threat.

While I’ve been buoyed by a number of new writers in the field in recent months, the reality is that the aging of the providers in this industry continues. While it’s a testament to the career services industry that we’ve been able to create a profession out of resume writing, we’re not doing a lot to ensure it’s still going to be around 20 years from now. Fewer than 1 in 5 of the respondents to the survey have been writing resumes for at least five years.

What that says to me is that new businesspeople aren’t taking a chance on the industry. Perhaps they see resume writing as the “horse-and-buggy” of career services … with the Internet and certain new screening and hiring processes heralding the era of the “horseless carriage.”

Maybe, like the vast majority of the general public, they don’t realize that people do pay to have their resumes prepared.

While the barriers to entry are fairly low (computer, Internet connection, and writing skills, at a minimum), the challenges to succeed in the field are markedly more difficult.

This is supported by the feedback I hear from new resume writers … as well as by the names of former colleagues that come up as returned postcards and bounced e-mails … and “ghost” website domains.

Things are changing too quickly for individual resume writers to keep up. For example: You’ve got social media sites (like LinkedIn and Facebook) to learn about. I learned last week that some resume writers aren’t including physical addresses on resumes anymore. There’s a concept called “Structured Interviewing” that I just blogged about.

How can you be effective as a careers industry professional if you don’t keep on top of this stuff?

If we do not do a better job as an industry of promoting the profession and keeping abreast of changes impacting the job search process, this industry will be irrelevant in 10 years.

We need to work together to make things happen. I’m disappointed there isn’t more cooperation between the various professional associations. (For example, a planned joint 2008 conference between Career Directors International and the National Resume Writer’s Association was scrapped.)

I’m still frustrated by the inability for someone to create a comprehensive technology system to manage this process (combined with the absence of a consistent method of production). Surely someone can come up with a “Salesforce.com”-type of solution to help resume writers manage their clients and connect with/reactivate past customers.

I hate to be the harbinger of “doom and gloom,” but I talk to resume writers every day who are struggling. Can’t we do a better job of working together as a profession to ensure our own survival??

Best Practices for Resumes in 2025

By Bridget (Weide) Brooks

The job search landscape evolves quickly — and so should resumes. Whether you're a professional résumé writer striving to keep client documents cutting-edge, or a jobseeker looking to stay competitive in today’s hiring environment, staying aligned with current best practices is essential. These 2025 guidelines reflect what employers and recruiters expect right now, and how to make sure your resume stands out in the modern job market.

• Eliminate the Excess

A resume isn’t a jobseeker’s life story (or “career obituary”) — it’s a marketing document. Focus on the most relevant, recent experience (generally the past 10–15 years). Two pages is the sweet spot for most professionals. Cut outdated or unrelated details so hiring managers can quickly see what makes the jobseeker the right fit.

• Lead With a Personal Brand Statement

Open with a concise summary that captures who the candidate is, what they do best, and the value they have to offer to the next employer. This 3-4 sentence section is prime real estate — make it count by showcasing the jobseeker’s professional identity and unique strengths.

• Demonstrate Continuous Learning

Employers want adaptable, growth-minded professionals. Include certifications, workshops, or online courses that show the jobseeker’s commitment to professional development — especially in rapidly changing fields like technology, marketing, and healthcare.

• Focus on Accomplishments, Not Tasks

Modern resumes highlight impact, not job descriptions. Lists of duties should be replaced with bullet points showing measurable results, skills, and contributions. For example:
“Led a 25-member cross-functional team that redesigned a 200-page SOP manual, improving efficiency by 30%.”

• Quantify Results

Numbers catch the eye and build credibility. Use metrics (percentages, dollar amounts, headcounts, timelines) to demonstrate performance and results. Quantifying achievements gives hiring managers a clear sense of the jobseeker’s impact.

• Highlight Remote or Hybrid Work Experience

If the candidate has successfully worked remotely, show it. Mention tools used (Zoom, Slack, Trello, Microsoft Teams) and emphasize communication, collaboration, and self-management skills. Employers value proven remote-work proficiency, even in today’s hybrid and back-to-the-office environments.

• Tackle Employment Gaps with Intention

Gaps happen. How you present them matters. If the jobseeker took time off, note relevant activities like freelancing, volunteering, or professional development. A brief explanation can prevent assumptions and show continued engagement.

• Add Digital Links

Enhance the resume with links to a LinkedIn profile, digital portfolio, or personal website. Interactive elements — like QR codes — allow employers to explore work samples, certifications, or media features with one click.

• Design for Humans and Machines

While Applicant Tracking Systems (ATS) remain important, remember that a real person will eventually review the resume. A clean, visually appealing design with subtle color and strong formatting can set a candidate apart — as long as readability remains top priority.

• Optimize for ATS

More than 70% of employers (and nearly all Fortune 500 companies) use ATS to screen candidates. Use standard section headings, consistent formatting, and industry-relevant keywords to ensure the resume passes the initial scan.

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Bonus Tip: Don’t Let AI Do All the Talking

AI tools can help tailor cover letters and resumes, but resist the temptation to copy-and-paste. Review every AI-generated draft carefully — personalize it, add the jobseeker’s authentic voice, and incorporate specific details that show genuine interest and expertise. Recruiters can spot a generic AI letter a mile away.

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A well-written resume remains one of the most powerful tools in your professional toolkit — whether you’re crafting them for clients or fine-tuning your own. By staying current with resume trends and technology, you’ll position yourself (and your clients) to stand out in a competitive 2025 job market.

Bridget (Weide) Brooks is the founder and editor of Resume Writers’ Digest, a publication for career industry professionals. Since 1999, she has helped resume writers and career coaches grow their businesses and serve clients more effectively. Bridget also operates BeAResumeWriter.com, offering training and resources for career pros.

Follow her on LinkedIn or visit BeAResumeWriter.com for more resources.