Ah. Narrative style.
The problem is presenting technical material in a narrative style. You need a technical writer, not a storyteller. Technical writing is an entirely different discipline. The bulleted Summary of Qualifications is just one example of technical writing.
The other problem is that it runs counter to the Just the Facts Ma'am way that (we're told) hiring managers read a CV. On the first cut, they scan for things that match their requirements to decide in or out. The first rule of writing is write to your audience and their expectations. Make it easy for them to decide "in".
The narrative style is fine for the cover letter. I'm not so sure it works for the CV itself.
That said, what the narrative *can* do is bring out the "soft" sides of the applicant. More and more, employers look for these things in new hires.
Our library looks to this almost exclusively. Given our budget, we can afford only to hire fresh MLS grads--baby librarians. Their qualifications are so similar that they're nearly identical. What sets the applicants apart is personality. This comes out both in the narrative, and in a CV section I call "Other (Specify)".
One recent hire who has worked out marvelously listed that she owns and performs in a local comedy improv troupe. That one line told us that she thinks on her feet, is sensitive to others and how they think, works well in a team, and has some management and financial skills. In our line of work, anyone can do a search on the computer, and order bestsellers. It's the people skills that count. We're excited over a new hire that starts next week. She's a actress in local amateur theater.
Those things may be less important in your line of work, whatever it is, but everyone wants a new hire who can get along with everyone else.
One of the big criticisms of CV versus resume is that the CV is what someone submits when they have no job experience and a resume is what someone submits when they understand business and don't have to rely on embelishing their academic achievements. I write resumes (done so for many years). The narrative-style is an attempt to make up for inexperience.
We see lots of people with education and little experience. They don't perform in the field when hired. We have also found that twenty-somethings tend to look at anyone over 40 as a fossil. The guys like me look at young folks as perpetual job-hoppers.
In the end, it all comes down to business. The new management moto seems to be "somehow we manage" (ineptitude is everywhere).