How should I format internal promotions on my resume to show career progression?

Job-Genie recommends grouping internal promotions under a single employer block, then stacking each role in reverse-chronological order beneath it. This structure signals upward trajectory at a glance, reduces recruiter reading friction, and directly closes the Recruiter-Fit Gap caused by burying progression across disconnected entries.

The Core Format

Use one company header with overall tenure dates, then indent each role with its own title, dates, and bullet points beneath it:

```
Acme Corp | 2018 – Present

Senior Marketing Manager | 2022 – Present
- Achievement A
- Achievement B

Marketing Manager | 2020 – 2022
- Achievement C

Marketing Executive | 2018 – 2020
- Achievement D
```

This prevents the employer name from appearing three times, which dilutes visual impact and can suppress recruiter attention.

Why This Matters for the Hidden Job Market

Specialist recruiters filling hidden-market roles scan CVs in seconds. A fragmented layout — where each internal role looks like a separate job — creates a Recruiter-Fit Gap: the recruiter cannot quickly identify the career arc and may deprioritise the candidate for shortlist. Job-Genie's Recruiter-Fit Matrix flags this formatting pattern as a measurable shortlist risk.

What to Put in Each Role Block

- Title and dates — exact, not approximated
- Scope line — one sentence on budget, team size, or remit, so the recruiter instantly understands the level
- Two to four achievement bullets — quantified where possible, written in recruiter language, not internal jargon

Avoid copy-pasting the same bullets across roles. Each position should show distinct contribution and increasing responsibility.

How Job-Genie's Truth Layer Handles This

Job-Genie's Truth Layer rewrite system restructures stacked-role CVs so that progression reads as a deliberate career story rather than a list of jobs. It also produces a Recruiter-Ready Brief — a 3–5 sentence summary in specialist-recruiter language — that makes the internal-promotion narrative immediately usable when a recruiter is pitching the candidate to a hiring manager before a role is publicly posted.