STAR vs SOAR: Which Framework Wins on a Modern CV?

## Which Is Better for a CV: STAR or SOAR? For most mid-level professionals, STAR is the better framework. For senior leaders and executives, SOAR wins. The right choice depends on your career level and the type of achievements you need to communicate. ## What Does STAR Stand For? STAR is an acronym for **Situation, Task, Action, Result**. It is the most widely taught framework for structuring achievement-based bullet points on a CV. You describe the context (Situation), what you were asked to do (Task), what you actually did (Action), and the measurable outcome (Result). ### STAR Example (Mid-Level Marketing Manager) > **Situation**: The company's lead generation pipeline had declined 30% over two quarters. > **Task**: Tasked with rebuilding the inbound marketing strategy within existing budget. > **Action**: Redesigned the content funnel, launched targeted LinkedIn campaigns, and introduced lead scoring. > **Result**: Increased qualified leads by 45% within six months, contributing £1.2M to pipeline. ## What Does SOAR Stand For? SOAR stands for **Situation, Obstacles, Actions, Results**. It replaces "Task" with "Obstacles" — shifting the emphasis from what you were assigned to do toward the strategic challenges you had to overcome. This makes it better suited to senior roles where the value lies in judgement and problem-solving, not task execution. ### SOAR Example (VP of Operations) > **Situation**: Acquired company with 40% staff attrition and two failing product lines. > **Obstacles**: No integration playbook existed; legacy leadership team resistant to change; 90-day board deadline. > **Actions**: Built cross-functional integration team, restructured P&L ownership, negotiated voluntary exits for legacy leadership. > **Results**: Reduced attrition to 12% within six months; returned both product lines to profitability (£3.4M combined). ## STAR vs SOAR: Side-by-Side Comparison | Feature | STAR | SOAR | |---|---|---| | **Full Name** | Situation, Task, Action, Result | Situation, Obstacles, Actions, Results | | **Best For** | Mid-level and operational roles | Senior, executive, and leadership roles | | **Emphasis** | What you were asked to do and how you delivered | What stood in the way and how you overcame it | | **Tone** | Competent and reliable | Strategic and authoritative | | **Task vs Obstacles** | "I was tasked with..." | "The challenges included..." | | **Shows** | Execution ability | Decision-making and judgement | | **Typical Career Stage** | 3–10 years of experience | 10+ years, C-Suite, interim, fractional | | **Risk if Misused** | Can sound too junior for senior roles | Can sound vague if results are not quantified | | **ATS Compatibility** | Equally compatible | Equally compatible | | **Interviewer Expectation** | Common at all levels | Expected at director level and above | ## When to Use STAR on Your CV Use STAR when: - [ ] You are applying for mid-level or specialist roles - [ ] The job description emphasises specific tasks and deliverables - [ ] You need to demonstrate reliable execution and technical competence - [ ] You have clear, quantifiable results tied to assigned responsibilities STAR is the safer choice for most candidates. It is universally understood by recruiters and hiring managers, and it forces you to include a measurable result in every bullet point. ## When to Use SOAR on Your CV Use SOAR when: - [ ] You are targeting director, VP, C-Suite, or board-level positions - [ ] The role involves strategy, transformation, or turnaround - [ ] Your value lies in overcoming complex challenges, not completing assigned tasks - [ ] You need to demonstrate commercial judgement and leadership under pressure SOAR works because it tells a story of agency. Instead of "I was given a task and I completed it," SOAR says "I identified the problem, navigated the obstacles, and delivered the outcome." ## Can You Use Both on the Same CV? Yes. Many strong CVs use a hybrid approach: - [ ] SOAR for your most senior or strategic roles (the top 2–3 positions) - [ ] STAR for earlier roles where task-based achievements are more appropriate - [ ] This creates a natural narrative arc showing career progression The transition from STAR to SOAR as you move down the CV chronologically mirrors your growth from executor to strategist. ## The "Seniority Test" for Choosing a Framework Ask yourself this question about each bullet point: **"Was my main contribution completing the task, or navigating the obstacles?"** - If the answer is "completing the task" → use STAR - If the answer is "navigating the obstacles" → use SOAR This simple test prevents the most common mistake: senior professionals using STAR and underselling their strategic value, or junior professionals using SOAR and overstating their autonomy. ## Common Mistakes With Both Frameworks ### The "Missing Result" Problem Both STAR and SOAR require a quantified result. "Improved team performance" is not a result. "Increased team output by 25%, reducing project delivery time from 12 weeks to 9 weeks" is a result. ### The "Novel" Problem Writing three-line paragraphs for each bullet point. On a CV, STAR and SOAR should be compressed into one or two lines maximum. Save the full narrative for interviews. ### The "Wrong Framework" Problem Using STAR at executive level makes you sound like a task-completer. Using SOAR at junior level makes you sound like you are exaggerating your autonomy. Match the framework to your seniority. *For more on writing compelling CV content, explore our [Writing & Content](/writing-and-content) insights. For the executive perspective, see [Why Executives Use SOAR, Not STAR](/career-strategy/star-vs-soar-for-executives).*