Expert Insights: The Changing Role of the CV in SaaS Hiring

Featuring Insights from Oakstone CEO Paul Rayner, Divisional Director Tristan Heywood and Recruitment Consultants Libby Atkinson and Jessica Walsh.

For as long as most SaaS professionals can remember, the CV has been positioned as the vital element in the hiring process. It has often been treated as the primary document that determines whether a candidate progresses to the interview stage or not.

The CV has always been a gateway, a means to secure an interview, not the mechanism that ultimately gets someone hired.

What is changing in today’s SaaS recruitment landscape is not the existence of the CV, but the level of strategy required behind it. With the rise of AI-powered applicant tracking systems (ATS), the increasing importance of LinkedIn, and a more competitive executive talent market, candidates are being forced to rethink how they present themselves.

The CV is no longer only a summary of experience, but an essential strategic document that must perform across both machines and humans, while sitting alongside a larger personal brand.

The CV Was Always a Gateway, AI Has Just Reinforced It

In many SaaS organisations, particularly those using AI-powered ATS platforms, the CV is assessed before a human ever sees it, meaning optimisation is no longer optional.

As Paul Rayner explains:
“The CV still matters, but largely as a gateway. AI screening means your CV is often just a filter, not a decision-maker.”

If a CV lacks the right structure, keywords, or clarity, it may never reach a recruiter or hiring manager if you’re actively applying to open roles. The technical importance of the CV has increased, and it must now be written with algorithm-based visibility in mind, not just human readability.

However, this does not mean the CV has become more influential in hiring decisions; in fact, the opposite is often true. Once past the initial filter, its role becomes more limited.

Paul Rayner adds, “What’s changing is not the need for a CV, but its role: The CV is no longer your sales pitch, it’s your passport through the system.”

AI Has Raised the Bar

The influence of AI in recruitment goes beyond filtering. It is also determining how CVs are written.

Candidates are increasingly using AI tools to:

• Generate CV content

• Tailor applications to certain roles

• Optimise language for job descriptions

While this can improve baseline quality, it has introduced a new challenge.

As Paul highlights, “With AI-generated CVs flooding the market, everything starts to look the same.”

On one hand, CVs are more polished than ever; on the other, they are often less distinctive.

Employers and recruiters are responding by placing less emphasis on static career narratives and more on evidence of capability. The focus is shifting away from what someone says they have done, towards what they can prove they have delivered.

This is especially relevant in SaaS GTM roles, where metrics, outcomes, and commercial impact hold considerable importance and proof of capability.

LinkedIn Has Expanded the Playing Field, Not Replaced the CV

Alongside the rise of AI, LinkedIn has become an increasingly powerful platform in SaaS recruitment. It is often the first touchpoint between candidates and recruiters, and in many cases, the place where preliminary interest is generated.

However, the idea that LinkedIn replaces the CV is misleading.

“LinkedIn is a great way to showcase experiences, network, and highlight key achievements, but a CV still serves an important purpose because it offers more detailed metrics and responsibilities,” says Libby Atkinson, Oakstone recruitment consultant.

LinkedIn operates as a discovery and engagement platform, enabling visibility, networking, and inbound opportunities. A strong profile can effectively position a candidate in the market and prompt conversations.

The CV, by contrast, provides depth and structure, giving candidates the opportunity to present their experience in a controlled format, with greater detail and clarity.

In SaaS companies, hiring managers still expect a CV that demonstrates:

• Career progression

• Ownership and responsibility

• Quantifiable successes

• Consistency of narrative

There is also a more subtle, but equally important, signal attached to producing a CV: it demonstrates intent.

Tristan adds: “Over all the years I've been doing what I do, and even now I'm highly dubious if somebody can't be bothered to put a CV together. I think it's a sign of attitude and mindset, and it gives you a chance to show off in the format you want to. People fail to realise that.”

Taking the time to create or update a CV shows that a candidate is willing to invest effort into a specific opportunity or process. It reflects preparation, professionalism, and a level of seriousness that goes beyond passive interest. In contrast, reluctance to provide a CV or submit an outdated one can raise questions around motivation and engagement.

“LinkedIn-Only” Positioning

A trend that continues to emerge is candidates directing recruiters solely to their LinkedIn profiles, often in place of providing a CV, or submitting a copy of their LinkedIn profile as a replacement for a curated CV.

While this may demonstrate confidence in their profile, it can also be interpreted differently.

Tristan Heywood offers a direct perspective:
“Whenever somebody says ‘look at my LinkedIn’, to me they’re missing an opportunity to create a sales document that demonstrates what they’re about.”

This is where the strategic value of the CV becomes clear. Unlike LinkedIn, which has a fixed format, a CV allows candidates to shape their narrative intentionally.

It provides the opportunity to:

• Emphasise certain achievements

• Structure information in a rational flow

• Showcase strengths in a deliberate way.

Tristan expands on this idea:
“Treat the CV like any form of content… it gives you a chance to highlight how you want the world to see you in a format you want.”

In a market where differentiation is increasingly difficult, failing to leverage this level of control can be a significant disadvantage.

A Change Towards Evidence, Not Just Experience

As CVs become more standardised, both through AI and common formatting conventions, the way they are evaluated is also changing.

There is a clear movement in SaaS hiring towards evidence-based assessment.

Paul articulates this shift clearly: “Employers are responding by devaluing static career histories in favour of evidence of capability… that means a shift from titles to delivery, and from responsibilities to measurable outcomes.”

This affects how CVs should be constructed.

Rather than focusing heavily on:

• Job descriptions

• Responsibilities

• Generic achievements

There is a greater emphasis on:

• Revenue impact

• Deal size and complexity

• Market growth

• Team growth and management outcomes

This does not diminish the importance of the CV; it changes what “good” looks like.

The Need for Alignment Across Platforms

One of the more overlooked aspects of modern job searching is consistency. Candidates now operate across multiple platforms, including CV, LinkedIn, and often additional content or engagement channels. Misalignment between these can create friction or doubt.

“A lot of hiring managers will check their profile first, so if it doesn’t match up or feels weak, it can go against candidates straight away.” – Jessica Walsh, Oakstone Recruitment Consultant.

LinkedIn should provide enough information to generate interest and prompt engagement. The CV ought to reinforce and broaden that narrative with depth and detail.

Together, they create a more complete picture.

A More Purposeful Approach to CV Creation

The modern CV is no longer something that can be written once and left unchanged. It requires regular refinement, not just to reflect career progression, but to remain relevant.

This includes:

• Structuring content for ATS compatibility

• Using clear, outcome-focused language

• Ensuring alignment with LinkedIn

• Maintaining authenticity despite AI influence

Tristan offers a useful caution in this regard: “Your CV should be a reflection of you, not a reflection of the job. If your CV is reading like a slam dunk for a role, then it’s probably not true.”

The balance between optimisation and authenticity is increasingly important.

Oakstone International Perspective

The most successful candidates are not those who rely solely on a well-written CV, nor those who focus exclusively on LinkedIn. They are those who understand how the two work together, supported by clear evidence of impact and purposeful engagement with the market.

The CV is one part of a broader, more purposeful approach to positioning, one that reflects not just experience but also value, credibility, and direction.

---

• How do AI-powered ATS systems impact CV screening?

  AI-powered ATS platforms assess CVs before they reach human recruiters, scanning for relevant keywords, structure, and clarity. If a CV is not optimised for these systems, it may be filtered out early. This means candidates must balance writing for both algorithms and human readers to maximise visibility.

• Has LinkedIn replaced the CV in modern recruitment?

  No, LinkedIn has not replaced the CV, instead, it complements it. LinkedIn is primarily a discovery and networking platform, while the CV provides structured detail on experience, responsibilities, and measurable outcomes. Both are essential and should work together.

• What makes a strong SaaS CV in today’s market?

  A strong SaaS CV focuses on evidence over description. This includes:

  • Revenue impact and quota attainment

  • Deal size and sales cycle complexity

  • Market expansion and growth metrics

  • Team leadership and performance outcomes

  Hiring managers are increasingly prioritising measurable results over generic responsibilities.