I spent the last month talking to recruiters and hiring managers across Australia about how they actually review digital portfolios. Not what they say in polished LinkedIn posts about hiring. What they actually do when they’re reviewing fifty applicants on a Tuesday afternoon.

The insights were revealing, and some of them contradicted popular advice.

They Spend Less Time Than You Think

The average time a recruiter spends on an initial portfolio review? About 90 seconds. That’s not a typo. In that 90 seconds, they’re making a snap judgement about whether to look more closely or move on.

This means your portfolio needs to make its point fast. The most important information, your best work, your key results, your value proposition, needs to be visible without scrolling or clicking through multiple pages.

What They Look At First

Every recruiter I spoke with mentioned the same three things they notice first:

1. Overall presentation quality. Does the portfolio look professional? Is it well-organised? Is the design clean? This isn’t about having a fancy website. It’s about attention to detail.

2. Relevance of showcased work. Does the portfolio include work that’s relevant to the role they’re hiring for? Generic portfolios that try to cover everything are less effective than targeted ones.

3. Evidence of results. Numbers, metrics, outcomes. Recruiters scan for quantified achievements because they’re the fastest way to assess impact.

What They Skip

Long introductory text. If your portfolio opens with a 500-word personal statement, most recruiters will scroll right past it.

Work without context. Images or deliverables without explanations of the challenge, process, and result get skipped. One recruiter told me, “Pretty pictures without numbers mean nothing to me.”

Outdated work. Anything more than three to four years old raises questions about what you’ve been doing recently.

Tool and skill lists without evidence. Listing “Proficient in Python, SQL, Tableau” means nothing if there’s no project demonstrating those skills.

The AI Factor in Recruitment

An interesting trend several recruiters mentioned is the growing use of AI in the hiring process itself. Companies are using AI tools to screen applications, match candidates to roles, and even assess portfolio content.

Firms like AI consultants in Sydney are helping Australian businesses implement these AI-powered recruitment tools. What this means for candidates is that your portfolio content needs to be clear, well-structured, and keyword-rich enough for both human reviewers and automated systems to understand your capabilities.

What Makes Them Stop and Pay Attention

The portfolios that get a longer look share certain characteristics:

Specific metrics in headings. “Increased organic traffic by 340% in 6 months” as a project title immediately grabs attention.

Client or employer logos. Recognisable brands lend credibility. If you’ve worked with well-known Australian companies, feature those logos prominently (with permission).

Clear before-and-after comparisons. Whether it’s design work, marketing metrics, or process improvements, showing the transformation is powerful.

Video walkthroughs. A 60-second video explaining a project is more engaging than a page of text. Several recruiters mentioned that they’re more likely to watch a short video than read a detailed write-up.

Fresh content. Portfolios that have been recently updated signal an active, engaged professional.

Tailoring Your Portfolio to the Role

Here’s something that surprised me: several recruiters said they can tell when a candidate has tailored their portfolio for the specific role. And it makes a significant positive impression.

This doesn’t mean rebuilding your portfolio for every application. It means:

• Leading with the most relevant projects for each role
• Adjusting your introduction to align with the job description
• Highlighting skills and tools mentioned in the listing

Some platforms make this easy with features like customisable project ordering or multiple portfolio views.

Red Flags They Watch For

• Portfolios that are all style and no substance
• Work that appears to be entirely AI-generated without personal input
• No clear evidence of the candidate’s individual contribution to team projects
• Broken links, missing images, or obvious errors
• Portfolios that haven’t been updated in over a year

The Takeaway

Think of your portfolio review like a job interview where you don’t get to speak. The portfolio needs to communicate your value quickly, clearly, and with evidence.

Lead with your best work. Show results. Keep it current. And make sure the first 90 seconds of someone’s experience with your portfolio makes them want to stay for the full story.