How to Write a CV that Attracts Top Employers – Insights by Valeriia Virchenko, Head of Talent Acquisition at RedCore

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European Gaming Media joined RedCore and Valeriia Virchenko, Head of Talent Acquisition, at their SiGMA Central Europe booth in Rome to discuss a topic that resonates with every ambitious professional: how to write a CV that truly stands out to top employers.

As an accomplished recruitment leader with extensive experience across continents – from Europe to Latin America, Africa, and Asia – Valeriia brings a global perspective on what leading companies seek in candidates today. Under her leadership, RedCore’s talent acquisition strategy continues to attract and develop exceptional professionals across tech, marketing, and fintech.

Interview by Maria Emma Arnidou, HIPTHER – European Gaming Media 

Valeriia, from your experience leading large-scale recruitment projects across international markets, what makes a CV truly stand out to top employers today?

First of all, thank you for the invitation. From my experience, what really makes a CV stand out is when candidates clearly show their results and impact. Top companies want evidence of what you achieved, not just a list of responsibilities. It’s important to include metrics or numbers – for example, not just “I managed a large team,” but “I led a team of 15 and increased results by 20%.” These details matter. Employers want to see how your experience directly helped solve problems or improved something within the company.

What are the most common mistakes candidates make when writing their CVs, and what advice would you give them to avoid these pitfalls?

This is a big topic, but in my opinion the most common mistake is that some CVs are simply too long. Hiring managers can only scan a CV briefly, so two pages, three at most,  is enough. Writing a very long CV is a major mistake. Another point is simple but often overlooked: candidates really need to proofread their final draft. Small errors and little details matter because they show whether someone is attentive and pays attention to detail.

When reviewing applications at RedCore, what qualities or signals do you look for that show a candidate is ready to grow within a fast-paced, innovation-driven environment?

We mainly look for two things. The first is adaptability – people who can adjust quickly to change. The second is a genuine love of learning. We prefer hiring people with a growth mindset. How fast someone can learn new tools or approaches is very important for us, because our industry is extremely dynamic. If a person doesn’t like learning or isn’t open to new technologies, it becomes difficult to work together in such an environment.

On a CV, it helps a lot when candidates highlight this. If you started a new project, learned a new tool quickly, or solved a significant problem at work – mention it. These signals show us that you’re ready to grow with us.

RedCore is actively hiring specialists across various sectors – also C-level professionals. What can experienced candidates expect when joining your organization in terms of career growth and support?

We can talk about perks, benefits, high salaries – and of course we have all of that – but so does everyone. What I really want to highlight, especially for C-level candidates, is something different. If you look at our booth here at SiGMA Central Europe, you can see how big it is – because it houses the many brands : Mr. Booster, Frogo, PayPartners, and others. Each of these brands has its own C-level professionals, and these leaders grow inside our company.

What we offer C-level professionals is ownership and creative freedom: the opportunity to act like business owners. They can take a product from idea to market, understand what needs to be done, build the right sales strategy, and really drive the product forward. They get the freedom and responsibility of running a business, but in a comfortable environment and with minimal risk. You can focus purely on growth and vision.

And one more thing that’s very important for us: we always welcome C-level candidates to visit our booth at expos. We want to meet them, to get to know them, even if they are not actively looking for a new role right now. There are always opportunities, and we are always open to talent.

Finally, for those aspiring to join global companies like RedCore, what’s your number one piece of advice for crafting a CV that stands out and secures an interview?

Be very clear about your sector. If you work in fintech, iGaming, healthcare – mention it right away, because it immediately gives us an understanding of your background. These industries are not the same, and this context matters. The same goes for technical roles: if you’re a developer, list your full tech stack clearly. Which technologies, which tools – everything should be easy to find.

Structure and presentation are also important. It’s better to build your CV using a proper layout tool like Canva or Tilda, rather than leaving it as a plain Google Doc. Think of it like a user journey: recruiters and hiring managers should instantly know where to find the right information about you.

And finally, include a photo: a simple, professional portrait. Sometimes we see funny photos, and that’s not the impression you want to give when applying to a global company. You don’t need a studio shoot; even a phone photo taken against a white or grey wall is enough. People want to see who they might be working with in the future.

Thank you, Valeriia, for sharing your valuable insights on building a career-ready CV and giving us a closer look into RedCore’s approach to talent and professional growth.

RedCore is hiring – View the job openings & build your dream career with them!

Stay tuned for more exclusive interviews from SiGMA Central Europe 2025, brought to you by European Gaming Media, your trusted source for insights at the intersection of iGaming, tech, and innovation.

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