Blind CV Template and Anonymised CV Example

A good blind CV template hides the identifiers selected for the recruitment process without turning the candidate's experience into a vague summary. The reviewer should still see enough evidence to decide whether the person meets the role requirements.

Below is a reusable structure, followed by a before-and-after anonymised CV example. If you already have a source document, the free blind CV anonymiser can create a separate version for review.

Copyable blind CV template

Candidate reference

Candidate SR-1042

Use an internal reference that authorised recruiters can map back to the candidate. Do not use initials if they would reveal identity.

Professional profile

[Role] with [number or range] years of experience in [relevant sectors or functions]. Evidence includes [two or three job-relevant strengths].

Core skills

• [Skill or tool required by the role]
• [Relevant methodology or domain]
• [Second essential capability]
• [Language, licence or clearance only when job-relevant]

Employment history

[Role title] — [generalised employer description]
[Dates, duration or sequence according to your screening rules]

• [Responsibility with useful scope]
• [Achievement with measurable evidence]
• [Relevant tool, stakeholder group or environment]

Repeat this section for earlier relevant roles.

Education and qualifications

• [Qualification type and subject] — [institution category or name, according to the process]
• [Professional certification or licence]

Additional information

Keep only information needed for screening, such as work authorisation, location range or availability, and only when the process has a valid reason to use it.

Before-and-after blind CV example

Original candidate header

Maya Shah
Manchester, UK · maya.shah@example.com · +44 7700 900000
linkedin.com/in/mayashah · Photograph included

Senior Data Engineer at Northbridge Retail Bank
March 2021–Present

• Led a five-person team migrating an on-premise warehouse to Snowflake.
• Reduced overnight processing time by 38% by redesigning orchestration jobs.
• Partnered with risk and finance stakeholders across the UK business.

BSc Computer Science, University of Manchester, 2016

Blind screening version

Candidate SR-1042

Senior Data Engineer — UK retail banking organisation
Recent role · more than three years

• Led a five-person team migrating an on-premise warehouse to Snowflake.
• Reduced overnight processing time by 38% by redesigning orchestration jobs.
• Partnered with risk and finance stakeholders across a regulated business.

BSc Computer Science — UK university

This example removes the name, contact details, social link, photo, precise location, employer name, university name and exact dates. It keeps the role, sector context, team scope, technologies and outcomes needed for screening.

That is only one policy. Another employer may keep company names and employment dates while removing direct identifiers. Consistency with the agreed process matters more than copying one universal format.

What should be removed from a blind CV template?

Start with a written checklist. Common fields include:

• name, honorifics and initials;
• phone number, email and home address;
• photos and signatures;
• LinkedIn, portfolio and social links;
• date of birth or age;
• nationality and marital status;
• school or university names;
• graduation and employment dates;
• employer names and precise locations;
• hobbies, memberships or awards that reveal identity.

Some of these fields may be necessary for a particular vacancy. The blind CV recruitment guide explains how to distinguish direct identifiers from role-relevant information.

What should stay in the template?

Avoid deleting the evidence the hiring manager needs. Preserve:

• actual responsibilities rather than generic claims;
• measurable achievements;
• relevant job titles and seniority;
• skills, tools and methods;
• sector or organisation context where it affects suitability;
• qualification type where it is essential;
• chronology or duration where experience level matters.

If an employer name is an identity cue, replace it with a useful descriptor such as “global logistics company” or “NHS trust” rather than removing all context.

Blind CV formatting rules

The screening version should be easy to compare with other candidates:

1. Use the same headings and ordering for every candidate.
2. Replace removed text cleanly; do not leave black boxes that disrupt reading.
3. Remove identifying filenames, headers, footers, comments and document properties.
4. Keep a visible candidate reference on every page.
5. Label the document “Anonymised screening version” so it is not mistaken for the original.
6. Review hyperlinks, images and embedded objects before export.

Template QA checklist

Before a blind CV is shared, ask:

• Can the reviewer see the candidate's name anywhere?
• Do contact details survive in a header, footer or link?
• Does the filename reveal identity?
• Are employer or education names handled according to the rule?
• Are dates treated consistently?
• Is enough evidence left to assess the essential criteria?
• Does the candidate reference match the controlled source record?
• Has a recruiter reviewed the final PDF or DOCX?

For the complete processing workflow, use how to anonymise a CV. To prepare several screening copies, see blind CV software for recruitment teams.

Blind CV template FAQs

Should a blind CV include a name?

No candidate name is normally shown. Use a controlled reference so the recruitment team can reconnect the screening version with the source record.

Should a blind CV include dates?

It depends on the process. Dates can reveal age, but durations and chronology may be needed to assess experience. Some teams replace exact dates with ranges or durations.

Can I send a blind CV as a PDF?

Yes. Check the visible pages as well as the filename, links and document metadata. Visual redaction alone may not remove underlying text, so use a method that actually removes or replaces the data.

Is this a candidate CV template or a recruiter submission template?

It can support either. Recruiters often create the blind version after receiving the original so the controlled source and client-facing copy remain separate.