Credit Controller CV: what actually gets you shortlisted
We read hundreds of Credit Controller CVs a year, and most of them make the same mistake: they list duties instead of proving impact. "Chasing overdue payments" and "allocating cash" tell an employer what your last job was, not why you were good at it.
The fix is numbers. Not every Credit Controller tracks DSO (Days Sales Outstanding) formally, but almost everyone can reconstruct a rough version of it: how much was on the aged debt report when you started versus when you left, how many accounts you managed, what proportion you brought below 30 or 60 days. "Reduced aged debt over 90 days from £180k to £62k across a 400-account ledger" gets read twice. "Responsible for chasing outstanding invoices" does not.
Second, be specific about the hard parts, because that's what a hiring manager is actually trying to assess. Anyone can chase an invoice that's a week late and apologetic. What did you do with the customer who disputed the invoice, ignored three calls, and then threatened to switch supplier? What happened when you had to start a legal/collections process rather than a friendly one? A single well-told example of handling a genuinely difficult account is worth more than a full page of software names.
Third, list the systems you've actually used, but don't lead with them. Sage, Xero, SAP, and the credit-control-specific tools (Chaser, Credit Hound, Esker) are worth including, but they're a filter question, not a differentiator — most candidates we place have used two or three of the major ones and pick up a new one within a fortnight.
Finally, keep it to two pages and put the numbers near the top. A hiring manager or recruiter reading forty CVs for one role spends under a minute on each at first pass — if your best evidence is in paragraph four, it may never get read.
If you'd rather talk it through than guess, send us your CV — we review credit control CVs from a recruiter's seat every week, and we'll tell you honestly what's working and what isn't.