How to convert a Brazilian CV for the US
Last updated August 2026 · Written by the HappyHire team
Short answer
Remove the photograph, date of birth, marital status and any declaration block — all standard in Brazil, all a liability in the US. Then cut it to the length the US expects: One page is the strong default under roughly ten years of experience. Two pages is acceptable for senior and technical profiles; beyond that you are asking a recruiter for a favour. After that, do the three things that actually decide whether you are shortlisted: state your grade alongside its American equivalent, add a six-word descriptor after every employer an American recruiter would not recognise, and put your English evidence somewhere visible. Most rejections at this stage are not judgements about your experience — they are a recruiter failing to interpret it.
What to take off a Brazilian CV
None of the conventions below are mistakes. They are correct in Brazil and they are what a Brazilian recruiter expects to see. The problem is that in the US they are either unlawful for an employer to consider or simply illegible — and an illegible resume gets set aside without anyone deciding against you.
- Photograph
- Date of birth, age, marital status, nationality
- CPF and RG identity numbers
- Full home address
- Personal interests unless genuinely relevant to the role
The photograph is the one to take seriously. American employers routinely discard CVs carrying a photo to protect themselves against discrimination claims — the rejection is procedural and you will never be told it happened.
What American recruiters expect instead
In the US the document is a resume. 'CV' means specifically an academic curriculum vitae — long, publications-first — and is used only for university, research and some medical roles. Sending a two-page European-style CV to a US corporate recruiter signals unfamiliarity before they read a word.
- A three-line professional summary loaded with the job's own keywords
- Quantified achievements in almost every bullet — US recruiters read for numbers and skim past everything else
- Strong action verbs to open each bullet: led, built, shipped, reduced, negotiated
- GPA only if it is strong and you are within a few years of graduating
| Convention | Expected in the US |
|---|---|
| What it is called | resume |
| Length | One page is the strong default under roughly ten years of experience. Two pages is acceptable for senior and technical profiles; beyond that you are asking a recruiter for a favour. |
| Spelling | American spelling — organize, analyze, program, center, specialized. |
| Dates | MM/DD/YYYY. On the resume itself use 'Mar 2023 – Present' and the ambiguity disappears. |
| References | References and background checks come after a verbal offer. Notice periods are short — two weeks is the norm — and employers expect fast starts, so a three-month overseas notice period is worth flagging early. |
Making your grades legible
Brazilian universities grade out of 10, and a 7.5 is a good result that reads as mediocre to anyone assuming a percentage. State the scale explicitly and give the equivalence beside it.
This matters more than it sounds. A recruiter spending eight seconds on your resume will not stop to research a foreign grading scale — they will form an impression from the number in front of them and move on. Stating the raw result and its equivalence in the same line costs you six words and removes the guess entirely.
Getting your qualifications recognised
Degrees are assessed by UK ENIC for the UK and WES for North America. For regulated professions the destination's own registration governs — and note that within Brazil the reverse process, revalidação, is equally demanding, so the principle will be familiar.
Start this before you start applying, not after you get an offer. Recognition and attestation run in months, and a candidate who cannot evidence their qualification when asked loses the offer to someone who can.
Making your employers legible
Petrobras, Vale, Embraer, Itaú and Nubank carry international recognition. Most Brazilian employers do not; add a bracketed descriptor with sector and size.
The failure mode is invisible: an American recruiter who cannot size your employer does not investigate, they assume it was small, and your resume quietly loses to a candidate whose last job was at a company they had heard of. Six words in brackets after the employer name is the entire fix.
Your name on the application
Brazilian names commonly carry both maternal and paternal surnames, which forms abroad read as a compound last name or as a middle name. Pick the surname you will use as your working last name — usually the final one — and keep it consistent with your passport.
Consistency is the actual requirement. Your resume, your LinkedIn, your application forms and your right-to-work documents must all carry the same name in the same order, because a mismatch surfaces at exactly the worst moment — the pre-employment check after you have already resigned from your current job.
Proving your English
Portuguese is the national language and English proficiency is the first thing a foreign recruiter will wonder about. Close the question with a test score on the CV and, better, with evidence of English-language working — international clients, an English-speaking team, time spent abroad.
Whatever your actual level, put the evidence where it can be seen. Recruiters are pattern-matching under time pressure and will resolve an unanswered question in the direction that costs them least, which is not you.
Work authorisation in the US
Every application asks two questions: are you legally authorised to work in the US, and will you now or in future require sponsorship. Many companies filter automatically on the second. Students on OPT have a window of unsponsored work and should say so explicitly — it changes a recruiter's calculation entirely.
| Route | What it means for you |
|---|---|
| OPT / STEM OPT | Post-study work authorisation for F-1 students, extended for qualifying STEM degrees. No employer sponsorship required, which makes you meaningfully cheaper to hire. |
| H-1B | The main specialty-occupation route. Employer-sponsored and subject to an annual lottery, so timing dominates strategy. |
| L-1 | Intra-company transfer. If your current employer has a US entity, this is often the fastest realistic path. |
| O-1 | For individuals with extraordinary ability. Evidence-based rather than lottery-based, and more attainable than its name suggests. |
Rules change with every budget cycle. Check the current position at uscis.gov and travel.state.gov rather than relying on any guide, including this one.
What to lead with
Converting a resume is mostly subtraction, which can leave people feeling they have been asked to erase where they came from. They have not. These are genuine advantages Brazilian candidates bring, and they belong at the top of the document rather than buried:
- Experience in Latin America's largest economy, directly relevant to employers with regional ambitions
- A genuinely advanced financial technology sector, which is internationally respected
- Portuguese and Spanish alongside English, a combination that is a listed requirement for many international commercial roles
Compensation is discussed early and openly, and is quoted as a total package — base, bonus, equity. A growing number of states require a pay range in the advert. Several states and cities prohibit asking your salary history, so you can decline that question without friction; give a target range instead.
Frequently asked questions
Should I put a photo on my resume for the US?
No. American employers routinely discard CVs carrying a photo to limit their exposure to discrimination claims, and many applicant tracking systems handle them badly. This is true even though a photo is standard practice in Brazil.
Is it called a CV or a resume in the US?
In the US the document is a resume. 'CV' means specifically an academic curriculum vitae — long, publications-first — and is used only for university, research and some medical roles. Sending a two-page European-style CV to a US corporate recruiter signals unfamiliarity before they read a word.
How do I explain Brazilian grades to an American employer?
Brazilian universities grade out of 10, and a 7.5 is a good result that reads as mediocre to anyone assuming a percentage. State the scale explicitly and give the equivalence beside it.
How long should my resume be for the US?
One page is the strong default under roughly ten years of experience. Two pages is acceptable for senior and technical profiles; beyond that you are asking a recruiter for a favour. This is often shorter than the Brazilian convention, and the compression is not optional — length signals an inability to prioritise rather than a depth of experience.
Do I need my qualifications formally assessed?
Degrees are assessed by UK ENIC for the UK and WES for North America. For regulated professions the destination's own registration governs — and note that within Brazil the reverse process, revalidação, is equally demanding, so the principle will be familiar.
Will employers in the US sponsor a visa for a Brazilian candidate?
Every application asks two questions: are you legally authorised to work in the US, and will you now or in future require sponsorship. Many companies filter automatically on the second. Students on OPT have a window of unsponsored work and should say so explicitly — it changes a recruiter's calculation entirely. The routes worth knowing by name are OPT / STEM OPT, H-1B, L-1, O-1. Check the current requirements at uscis.gov and travel.state.gov.