1) I agree with the overall thrust of listing achievements instead of just generic duties. However I would say that it can be difficult to do in some instances

1) I agree with the overall thrust of listing achievements instead of just generic duties. However I would say that it can be difficult to do in some instances and so shouldn't be taken as dogma. It's even more difficult to do when you work in very large enterprises (where there are multiple layers of management and you own a very small bit but you do it exceedingly well) 2) I disagree with the listing of job title unless it's generic i.e. instead of 'Senior Product Manager', I think hiring managers should instead expect 'Product Manager'. This is important because titles differ wildly across companies. I have seen a large number of companies (especially startups) title a job as 'Director Product Management' or 'Head of Product' but the requirement is looking for someone with 3+ years of experience. In some other companies, a 'Director' must have multiple reports including a manager of others reporting to them while in others a Director is an Individual Contributor. Blend (the FinTech company) has an article on this - [a] 3) Unfortunately, companies (including Recruiters) still filter by Name brand schools (unless you have some exceptional public profile) so putting your brand name school at the top still looks good. If LinkedIn generates your resume, it will put your school at the top. [a] - https://blend.com/blog/life/job-titles/ https://blend.com/blog/life/job-titles/