Time-to-fill, offer acceptance rate, source of hire mix, cost-per-hire, and annual hiring volume are all relevant recruiting metrics. 'Filled 120 roles annually with average time-to-fill of 28 days and 89% offer acceptance rate across technical and non-technical functions' provides a strong performance snapshot. If you've improved metrics over time, showing before and after values is compelling.

Reference specific initiatives: HBCUs and minority-serving institution partnerships, diverse job board sourcing, structured interview implementation to reduce bias, or diverse slate requirements. If you have demographic hiring data showing improved diversity outcomes, that may be worth sharing at an aggregate or percentage level without identifying specific individuals.

Agency recruiting involves client development, business development, and working multiple requisitions across industries simultaneously. Corporate recruiting involves deep partnership with internal hiring managers and alignment with company culture. Both are valid backgrounds — when applying to agency roles, emphasize business development and volume; for in-house roles, emphasize hiring manager partnership and cultural fit assessment.