When To Use A Cover Letter And When is a key focus of this guide.
Get recruiter-backed job search tips
The conventional wisdom says always include a cover letter unless the application specifically says not to. The practical reality is more nuanced. Some roles genuinely value a well-written cover letter. Others go directly to the resume. Understanding which situation you are in helps you invest your writing effort where it will have the most impact.
Roles where cover letters genuinely matter
Cover letters matter most in roles where writing is itself a core competency, communications, marketing, public relations, consulting, policy, and similar fields. In these roles, a cover letter is a work sample. Recruiters read it to assess how well you write, how clearly you think, and whether your voice fits the company.
Cover letters also matter more at smaller companies where hiring is less process-driven. At a startup with a ten-person team, the hiring manager is likely reading every application personally and a compelling letter that shows genuine interest in the company and role can make a real difference.
For roles that are highly competitive and where your application needs differentiation, a strong cover letter can provide the context your resume cannot. If your career path is non-linear, if you are changing industries, or if there is something about your background that needs explaining, a cover letter is the right place to do it.
Roles where cover letters rarely get read
At large companies with high application volumes, especially in technical roles, cover letters often go unread in the initial screening phase. Recruiters reviewing 200 applications for a software engineering role are focused on the resume. The cover letter is opened, if at all, only after the resume has already passed the initial screen.
For roles where speed of screening is paramount, writing a cover letter is often a poor investment of your time relative to spending that same time optimizing your resume or researching the company for an interview. Know your audience.
Easy Apply applications on LinkedIn often do not include a cover letter option at all. When the application method does not support one, you obviously do not need one. When it does support one but does not require it, use the context to judge whether this is a role where it will be read.
How to write a cover letter that actually gets read
The cover letters that get read are short, specific, and direct. Three to four short paragraphs. The first sentence tells the recruiter exactly why you are excited about this specific role at this specific company. Not a generic opener, a specific one.
The middle section connects your most relevant experience directly to what the role needs. Not a summary of your resume, but a focused argument for why your background is specifically relevant to their situation. One or two concrete examples that are not already obvious from your resume.
The closing is confident and direct. Something like: “I would welcome the chance to discuss how my experience building customer success teams in high-growth SaaS companies could support your team’s goals.” Then stop. Long closings with multiple hedged phrases like “I look forward to hearing from you at your earliest convenience” add nothing.
The difference between a generic and a specific cover letter
A generic cover letter says: “I am excited to apply for the Marketing Manager position at [Company]. I am a results-driven professional with experience in marketing and communications, and I believe my skills would be a strong fit for your team.”
A specific cover letter says: “I saw that your team is expanding into the mid-market segment, and I spent the last three years building the marketing infrastructure that helped my company’s expansion from SMB to mid-market grow ARR from $8M to $45M. I would like to talk about how those same approaches might support what you are building.”
The specific version requires more effort. It requires you to actually research the company, understand their current situation, and connect your experience to it. That effort is exactly what makes it worth reading. Generic cover letters are not worth the time they take to write or to read.
Cover letter length: what actually works
One page maximum. Most effective cover letters are three to four paragraphs, totaling two hundred to three hundred words. If you find yourself writing more than that, you are probably repeating your resume or explaining things that do not need explaining.
Each paragraph should have a clear purpose: introduction and hook, relevant experience connected to the role, evidence of company-specific research or fit, and a direct close. If a paragraph does not serve one of those purposes, cut it.
Do not pad a cover letter with pleasantries, background that is already in your resume, or phrases that could be copied and pasted into any application. Every sentence should either tell the recruiter something specific about why you are a strong fit for this role or give them a concrete reason to read your resume with more attention.
Read next
- Cover Letter vs. No Cover Letter: When You Actually Need One
- How to Write an Internship Cover Letter That Stands Out
- How to Write a Career Change Cover Letter That Works
Frequently Asked Questions
Should I always include a cover letter?
Include one when requested, when writing ability is core to the role, or when you need to explain context your resume cannot. For high-volume technical roles, it is often not read.
How long should a cover letter be?
Three to four short paragraphs, 200-300 words maximum. If you are writing more, you are probably repeating your resume.
What should the first sentence of a cover letter say?
Start with something specific. “I have spent four years doing exactly what this role requires” beats “I am excited to apply for this position.”
What should I leave out of a cover letter?
Do not restate your resume, explain why you need the job, apologize for gaps, or use clichés. Every sentence should add information not already in the resume.
Get your free resume review from a real recruiter
At AskTheRecruiter.com, every review is done by a human recruiter with real hiring experience. You get honest, specific feedback on what to fix, not a generic score from an algorithm.
No automated tools, no templates. Just a recruiter reading your resume and telling you exactly what needs to change. Most candidates hear back within 24 hours.