Brag Doc Template

    Recruiter Brag Doc

    A brag doc for a Recruiter is the deal book of the people you closed. The trap is listing requisitions filled without showing the difficulty: who was the contested hire, which req was 6 months stuck, what loop did you fix. This template captures both the volume and the texture.

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    What to include

    Recruiters are graded on hires closed, quality of those hires (90-day, 1-year retention), and the partnership with hiring managers. Each section maps to one. Be specific about req difficulty, level, time-to-fill, and the hires you saved when offers were at risk.

    Personalize

    Optional · Appears in download

    The template

    01

    Hires Closed

    Who you closed. Level, function, deal complexity.

    • ·How many hires did you close this period? What levels and functions?
    • ·Which strategic or contested hire was yours? What made it hard?
    • ·Which hire's 1-year retention or trajectory validates your screening?
    • ·What's your offer-acceptance rate — and how does it compare to team average?
    02

    Pipeline Sourcing

    Where you built pipeline from — inbound, outbound, referrals, events.

    • ·How much pipeline did you self-source vs. inbound?
    • ·Which sourcing channel did you build out or test (e.g., specific community, conference, BD partnership)?
    • ·Which passive candidate did you cultivate over multiple quarters who eventually joined?
    • ·What targeted outbound campaign did you run with measurable response rates?
    03

    Hiring Manager Partnership

    Trust built with HMs — the calibrations, the difficult conversations about scope, the loops you rebuilt.

    • ·Which hiring manager did you build a deep working relationship with?
    • ·Which HM did you push back on productively about scope, level, or expectations?
    • ·What loop did you redesign with an HM after seeing it false-negative on strong candidates?
    • ·Which difficult debrief did you mediate that landed on the right decision?
    04

    Process & Tooling

    The operating-system work: ATS hygiene, interview kits, scorecards, sourcing tools.

    • ·Which interview kit, rubric, or scorecard did you author?
    • ·What ATS or sourcing-tool improvement did you make?
    • ·Which onboarding-to-recruiting handoff did you tighten?
    • ·What recurring report or dashboard did you ship that recruiting leadership uses?
    05

    Candidate Experience

    Withdraw rates, NPS, response-time SLA, comms quality.

    • ·What's your candidate NPS or feedback signal this period?
    • ·Which candidate did you reject in a way that they later referred someone?
    • ·What candidate-experience friction did you remove (slow scheduling, confusing comms, slow debrief)?
    • ·Which negative feedback (Glassdoor, withdrawn candidate) did you act on?
    06

    Diversity & Inclusion Outcomes

    Measurable shifts in pipeline diversity, slate composition, or representation.

    • ·What diversity-of-pipeline metric did you move (and how)?
    • ·Which slate did you push to expand or rebalance?
    • ·What outreach to underrepresented communities did you run?
    • ·Which interview process change improved fairness or reduced bias?

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    Weak vs. strong bullets

    The format does the easy part. The bullets carry the weight. A few examples to set the bar.

    Weak

    Hired engineers this year.

    Strong

    Closed 14 hires in 2026: 9 Senior/Staff engineers, 3 designers, 2 PMs. Offer-accept rate 81% (team avg 66%). 1-year retention on prior cohort: 93%. Top close: Staff Eng for the platform team after 7-month search through 4 prior candidates.

    Weak

    Sourced candidates.

    Strong

    Built out conference-and-meetup sourcing channel from zero: attended/sponsored 4 events, generated 280 conversations, 22 became candidates, 6 hired. CPH for the channel: 38% lower than agency.

    Weak

    Improved the interview process.

    Strong

    Rebuilt the senior eng loop after 3 contested debriefs in Q1 — replaced one whiteboard round with a paid take-home + design review. Time-to-fill on the role dropped from avg 87 days to 52; offer-accept rate climbed 18 points.

    Weak

    Worked on candidate experience.

    Strong

    Cut scheduling-to-onsite SLA from 11 days to 4 by setting up shared HM calendar holds + a self-serve scheduling tool. Candidate-withdraw rate at the scheduling step dropped from 14% to 3%.

    Manual template vs. Bloom generated report

    Manual brag doc

    • Works when you already remember the right examples.
    • Requires manual sorting, rewriting, and evidence cleanup.
    • Best for a one-time draft or printable structure.

    Bloom generated report

    • Starts from the work you captured when it happened.
    • Organizes entries by goals, skills, impact, and review period.
    • Turns daily evidence into shareable summaries and PDF reports.

    You don't fill out a Bloom report. Bloom writes it.

    The template above is the manual version. Bloom is the generated version. Thirty seconds when something good happens — speak it or type it — and at review time the entire document is in your share sheet. Same shape as the template. Your numbers, your names, your dates. Already written.

    Get Bloom for iPhone

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    Build the evidence before you need the template

    Templates help with format. A career journal helps with memory. Use these pages together: learn the structure, generate a quick outline, then keep the source material current in Bloom.

    Brag document guide

    What to include and how to write stronger bullets.

    Brag doc generator

    Turn role, goals, and wins into an outline.

    Bloom career journal

    Capture the evidence that feeds your brag doc.

    Frequently asked questions

    Can I use this as a Recruiter brag doc app replacement?▾

    You can use the template manually, but it will only stay useful if you update it consistently. Bloom is the app version: capture wins daily, then generate reports when you need them.

    What should a brag doc include?▾

    A strong brag doc includes dated wins, measurable impact, collaborators, skills, feedback, decisions, evidence links, and review-category alignment.

    Is Bloom a brag doc app?▾

    Yes. Bloom is a brag doc app and career journal that keeps the source material current, then turns entries into performance reports, recaps, and reusable career stories.

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