On AsatekUP, recruiters do not only receive applications: they also search for profiles. They filter by technology, open a dozen pages, and keep two or three. Your profile works for you even when you are not applying — provided it can be read.
Here is what a recruiter looks at, in order, and what you can change today.
A title that names a job, not a person
"Developer" says nothing. "Passionate about IT" says even less. A useful title names the job you are after and the technology behind you:
- Back-end developer, PHP / Symfony
- Mobile developer, Flutter
- Front-end web integrator
If you are after two very different jobs, pick the one you have the most evidence for. The other one can be argued in the interview.
Five technologies, not twenty
The temptation is to list everything so you show up in as many searches as possible. The effect is the opposite: a profile claiming React, Angular, Vue, Laravel, Django, Spring and Flutter claims nothing at all. The recruiter reads "someone who has skimmed a lot of things".
Keep the technologies you could hold a ten-minute conversation about with no preparation. The rest belong inside the detail of an experience, not in your stack.
Levels you could defend
AsatekUP lets you set a level on each skill. That slider is not a wish: it is a promise. A recruiter who opens an interview on the skill you rated highest and meets hesitation will remember nothing else.
Simple rule: the top level is reserved for what you have already shipped to production, on your own, and fixed when it broke.
A bio in three sentences
Three sentences are enough, and each has a job:
- What you do, and for how long.
- The kind of project where you are most useful.
- What you are looking for now.
Back-end developer, four years on PHP and Node APIs. I am at my best on projects where the database already exists and has to hold up under load. I am looking for a permanent role in Antananarivo or remote.
No adjectives about yourself. The recruiter will decide whether you are thorough.
Certificates change how a profile reads
A declared skill is a claim. A certificate earned through a technical assessment is a check, with a score and a public identifier. Between two comparable profiles, the one carrying a certificate goes first — not because that person is better, but because contacting them carries less risk.
Start with the technology in your title. One well-placed certificate beats four on side topics.
Salary and availability: silence is expensive
Many people leave these fields empty for fear of closing a door. In practice, a recruiter who knows neither what you expect nor when you are free moves on to the next profile, because theirs has a budget and a date.
Give a range and an availability. You lose the conversations that were going nowhere and keep the ones that can land.
The twenty-second test
Open your profile as if you did not know yourself. In twenty seconds, could you say what job this person does, on which technology, at what level, and whether they are available?
If the answer is no on even one of those four points, that is where the work is — before sending one more application.
To see what the market is asking for on your technology, the jobs by technology pages show open roles, the skills other profiles list, and the seniority they declare.