Workday and Greenhouse handle the parse. The hiring bar gets set by the company-specific rubric the reviewer applies on top. Each hub below documents that rubric: the parsing system, the named principles, the resume patterns that survive both machine and human screens.
16 Leadership Principles, the amazon.jobs ATS (not Workday), and L4 to L7 level signals, with STAR-format worked examples and the 2025 to 2026 layoff context that shapes the hiring bar.
amazon.jobs (proprietary, not Workday)
No third-party ATS: you apply via a Google Careers Profile to Google Staffing. The four hiring attributes (GCA, Role-Related Knowledge, Leadership, Googleyness), L3 to L8 levels, and the hiring committee that decides instead of the manager.
google.com Careers Profile (no third-party ATS)
Microsoft screens with Eightfold AI, not Workday. The four hiring values (respect, integrity, accountability, growth mindset), the L59 to Partner engineering levels, and the four to five interview loop with no standing hiring committee.
Eightfold AI (not Workday or Taleo)
No third-party ATS: you apply at jobs.apple.com with an Apple Account. The How We Work bar (deep functional expertise, immersion in the details, collaborative debate, bold yet informed risks), the ICT2 to ICT6 levels Apple never prints on a posting, and a team-based interview loop with no central hiring committee.
jobs.apple.com (proprietary, Apple Account)
No third-party ATS: you apply at metacareers.com with a Meta Careers profile, and a Facebook account is not required. The 6 core values Meta hires against (Move fast, Build awesome things, Be direct and respect your colleagues, Focus on long-term impact, Live in the future, and Meta, Metamates, me), the E3 to E9 engineering levels, and the full-loop interview decided by a hiring committee with team matching before the offer.
metacareers.com (proprietary, no third-party ATS)
Goldman's ATS is Oracle Recruiting Cloud, not HireVue: you apply through an Oracle candidate profile, so a real parser reads your resume first. The 14 Business Principles and four core values (partnership, client service, integrity, excellence), the Analyst to Partner ladder, and the HireVue video interview plus the superday.
Oracle Recruiting Cloud (HireVue is the interview, not the ATS)
McKinsey runs no third-party ATS: you apply at jobs.mckinsey.com and a recruiter reads your CV against problem solving, entrepreneurial drive, and inclusive leadership. The Personal Experience Interview (PEI) dimensions, the Business Analyst to Partner up-or-out ladder, and the Solve assessment plus the case-and-PEI interview.
jobs.mckinsey.com (proprietary, no third-party ATS)
BCG screens applications through Eightfold AI, an AI talent platform, the inverse of McKinsey's human CV screen. The five qualities it names (integrity, intellectual curiosity, creative thinking, collaborative mindset, drive), the Online Case known as Casey plus the SHL-built CCA, and the Associate to Managing Director & Partner ladder.
Eightfold AI (bcg.eightfold.ai candidate portal)
NVIDIA's applications run on Workday (nvidia.wd5.myworkdayjobs.com), with Eightfold AI matching on top, so a Workday parser reads your resume before a recruiter does. The five core values from its Code of Conduct (Innovation, Intellectual Honesty, Speed and Agility, Excellence and Determination, One Team), the IC1 to IC8 ladder with NSU stock-heavy pay, and a decentralized hiring-manager-led loop with no central committee.
Workday (Eightfold AI matches on top)
Tesla does not use a third-party ATS: applications run on Tesla's own in-house system at tesla.com/careers, with candidate profiles at profile.tesla.com. The four recruiting principles Tesla hires on (innovative, driven, collaborative, trustworthy) plus Elon Musk's evidence-of-exceptional-ability bar, the P1 to P6 engineering ladder with base-plus-RSU pay, and the decentralized, hiring-manager-led loop built around the hardest-problem question.
In-house at tesla.com/careers (no third-party ATS)
Netflix does not keyword-parse your resume: the live flow runs on Eightfold AI at explore.jobs.netflix.net, which matches your resume to the role. The June 2024 Culture Memo rubric (the Dream Team and the eight values) plus the Keeper Test, the flat L3 to L7 ladder with personal-top-of-market pay and a choose-cash-or-options model, and the decentralized, manager-led loop with no central hiring committee.
Eightfold AI (explore.jobs.netflix.net, not Workday)
Bain runs its applications on Avature at careers.bain.com, a real parser that reads your resume first, the named-vendor ATS member of the MBB set the way Goldman runs Oracle and McKinsey runs none. The three qualities Bain names (ambitious about helping others achieve results, curious, entrepreneurial) plus its Operating Principles, the live interviewer-led case interview and the Sova or TestGorilla digital assessment, and the Associate Consultant to Partner ladder.
Avature (careers.bain.com, not Workday)
JPMorgan Chase surfaces roles on careers.jpmorgan.com, but every business line submits through the same Oracle Recruiting Cloud candidate site at jpmc.fa.oraclecloud.com, so a real parser reads your resume before a recruiter does; the Yello-powered student talent network is a lead-capture form, not the ATS. The 20 Business Principles under four tenets, the dual-title Analyst to Associate to Vice President to Executive Director to Managing Director ladder shared by banking and technology, and the four-stage hiring flow with the reported HireVue video interview and the Superday.
Oracle Recruiting Cloud (Oracle Fusion, not Workday)
Morgan Stanley is the Wall Street bank that runs Workday, not Oracle like Goldman Sachs and JPMorgan: experienced roles apply on ms.wd5.myworkdayjobs.com with Eightfold AI matching on top, while campus hiring runs on a separate system, Oleeo, so a real parser reads your resume before a recruiter does and HireVue is the video interview, not the ATS. The five core values (do the right thing, put clients first, lead with exceptional ideas, commit to diversity and inclusion, give back), the Analyst to Associate to Vice President to Executive Director to Managing Director ladder with levels.fyi pay bands, and the HireVue plus Superday interview.
Workday (ms.wd5.myworkdayjobs.com, not Oracle)
Accenture's commercial hiring runs on Workday (accenture.wd103.myworkdayjobs.com, the AccentureCareers tenant), so a real parser reads your resume first; Accenture Federal Services runs a separate Salesforce portal and Greenhouse board instead. The six core values (Client Value Creation, One Global Network, Respect for the Individual, Best People, Integrity, Stewardship), the CL13 to CL1 ladder from Analyst to Managing Director with levels.fyi pay bands, and the candidate-led case interview for consulting plus the HackerRank coding loop for technology.
Workday (accenture.wd103.myworkdayjobs.com, not proprietary)
Deloitte's US commercial hiring runs on Avature: apply.deloitte.com resolves to its deloitteus.avature.net tenant, a real parser that reads your resume first, the same named-vendor ATS Bain runs, not the Taleo most people assume of a Big 4 firm. The Government & Public Services track routes through a separate portal. The five Shared Values (lead the way, serve with integrity, take care of each other, foster inclusion, collaborate for measurable impact), the Analyst to Partner, Principal, and Managing Director ladder with levels.fyi pay bands, and the Case Interview Tool for consulting versus the Scenario Interview Tool for audit, both built on Deloitte's published five-step framework.
Avature (apply.deloitte.com, not Workday or Taleo)
PwC's US hiring runs on Workday: the careers site jobs.us.pwc.com is a Radancy marketing layer, but the apply flow resolves to PwC's Workday tenant at pwc.wd3.myworkdayjobs.com, a real parser that reads your resume first, not the Taleo most people assume of a Big 4 firm. The PwC Professional in its two current dimensions, Trusted Leadership and Distinctive Outcomes, the Associate to Senior Associate to Manager to Senior Manager to Director, Managing Director, and Partner ladder with levels.fyi pay bands, and the online assessment plus the video and behavioral interviews.
Workday (pwc.wd3.myworkdayjobs.com, not Taleo)
EY's experienced US hiring runs on SAP SuccessFactors: you apply at careers.ey.com, whose footer credits the SuccessFactors software provided by SAP, so a real parser reads your resume first, not the Workday PwC runs or the Avature Deloitte runs, and not the Taleo most people assume of a Big 4 firm. US campus and early-careers run a separate Radancy and Yello stack. The three values and the mindset, not skill set framework (the Innovation, Analytics, and Global mindsets), the Staff to Partner ladder with levels.fyi pay bands and no equity below partner, and the strengths-based assessment plus the partner final interview.
SAP SuccessFactors (careers.ey.com, not Workday or Taleo)
KPMG's US hiring runs on Avature, the same parser Deloitte uses: you browse jobs on kpmguscareers.com, but the apply flow hands off to KPMG's Avature tenant at us-talentcommunity.kpmg.com, a real parser that reads your resume first, not the Workday PwC runs and not Taleo, which is KPMG South Africa, not the US firm. The five values (Integrity, Excellence, Courage, Together, For Better), the Associate to Partner ladder with levels.fyi pay bands and $0 equity below partner, and the two live video interviews with no US aptitude test, unlike KPMG in the UK.
Avature (us-talentcommunity.kpmg.com, not Workday or Taleo)
Bank of America runs Workday for experienced hiring (ghr.wd1.myworkdayjobs.com, the wd1 pod, site path Lateral-US), not the Oracle its Wall Street peers Goldman Sachs and JPMorgan run; campus and early-careers apply through a separate system at bankcampuscareers.tal.net, and a real Workday parser reads your resume before a recruiter does. Covers the four core values (Deliver together, Act responsibly, Realize the power of our people, Trust the team), the Analyst to Associate to AVP to Vice President to Senior Vice President to Managing Director officer ladder with levels.fyi pay bands, and the HireVue video interview plus the Superday.
Workday (ghr.wd1.myworkdayjobs.com, not Oracle)
Citi runs one Workday tenant (citi.wd5.myworkdayjobs.com) for both experienced and campus hiring, the inverse of Morgan Stanley and Bank of America, which split campus onto a separate system, and not the Oracle its peers Goldman Sachs and JPMorgan run; jobs.citi.com is a Radancy front end and citi.eightfold.ai is an Eightfold Match Me widget, not the ATS, so a real Workday parser reads your resume first. Covers the three Leadership Principles (we take ownership, we deliver with pride, we succeed together), the Analyst to Associate to AVP to VP to SVP to Director to Managing Director officer ladder layered on internal C-grade codes (C09 to C16) with levels.fyi pay bands, and the skills assessment plus the recorded video interview and Superday.
Workday (citi.wd5.myworkdayjobs.com, one tenant for both tracks)
Salesforce runs Workday as one tenant (salesforce.wd12.myworkdayjobs.com) for both experienced (External_Career_Site) and campus (Futureforce) hiring, the same one-tenant-for-both pattern as Citi, while careers.salesforce.com is only an Akamai marketing front door; Salesforce also discloses an automated employment decision tool with a candidate opt-out, so a real Workday parser and a disclosed AI layer both read your resume before a recruiter does. Covers the five core values (Trust is the number one value, then Customer Success, Innovation, Equality, Sustainability) assessed in a values-based interview, the MTS engineering ladder (Associate MTS through MTS, Senior MTS, Lead MTS, Principal MTS, Architect, and Principal Architect up to Distinguished Engineer) with levels.fyi pay bands, and the four-stage, hiring-manager-led loop with a HackerRank assessment for engineering and a 30-60-90 day mock presentation for sales.
Workday (salesforce.wd12.myworkdayjobs.com, one tenant for both tracks)
Wells Fargo runs one Workday tenant (wf.wd1.myworkdayjobs.com/WellsFargoJobs) for both experienced and campus hiring, having migrated off the legacy Oracle Taleo careersection (wells.taleo.net, now dead), so it joins its Workday peers Morgan Stanley, Bank of America, and Citi and not the Oracle its peers Goldman Sachs and JPMorgan run; www.wellsfargojobs.com is a Radancy front end, not the ATS, so a real Workday parser reads your resume first. Covers the six Company Expectations (Embrace candor, Do what's right, Be great at execution, Learn and grow, Champion inclusion, Build high-performing teams for managers), the dual functional-IC-plus-officer-title ladder (Associate Software Engineer to Principal, with Analyst to AVP to VP to SVP to Executive Director to Managing Director officer titles layered on) with levels.fyi pay bands, and the behavioral interview built on Wells Fargo's situation, behavior, and outcome (SBO) method, formerly known as STAR.
Workday (wf.wd1.myworkdayjobs.com, one tenant, migrated off Taleo)
Capital One runs Workday for hiring (capitalone.wd12.myworkdayjobs.com, the wd12 pod shared with Salesforce and PwC), the fifth big US bank in the cluster on Workday with Morgan Stanley, Bank of America, Citi, and Wells Fargo, and not the Oracle its card-and-bank peers Goldman Sachs and JPMorgan run; capitalonecareers.com is the front door, so a real Workday parser reads your resume first. Covers the two core values (Excellence and Do the Right Thing), the Associate Software Engineer to Distinguished Engineer IC ladder that reaches VP-level scope without managing people, and the signature quirk: a quantitative, MECE-structured case interview Capital One runs even for software engineers, alongside the CodeSignal coding assessment and the Power Day.
Workday (capitalone.wd12.myworkdayjobs.com, not Oracle)
Palantir is the first company in the cluster on Lever, not the Greenhouse most people assume: every posting on palantir.com/careers routes to jobs.lever.co/palantir, including internships, and the Greenhouse boards that surface for a Palantir search are third-party firms hiring Palantir Foundry specialists, not Palantir's own flow. Covers the ownable Forward Deployed Software Engineer (Delta, one customer many capabilities) versus Software Engineer (Dev, one capability many customers) split defined verbatim on Palantir's blog, the anti-credentialist bar (Palantir says it can teach anyone to code, welcomes non-traditional backgrounds, and favors real-world problems over brainteasers), the flat structure with no traditional level ladder (levels.fyi shows only role-title aggregates: Software Engineer around $251K, Forward Deployed around $211K, Manager around $300K, July 2026), and an interview built on Palantir's six competency guides with the decomposition and re-engineering rounds and a hiring-manager-led decision.
Lever (jobs.lever.co/palantir, not Greenhouse)
SpaceX is the first company in the cluster on Greenhouse: every posting on spacex.com/careers/jobs hands off to job-boards.greenhouse.io/spacex, so a real parser reads your resume first, and the custom careers front end is not the ATS. The signature gate is ITAR, a verbatim US-person eligibility block on every posting (US citizen, green-card holder, refugee, or asylee). Covers the sourced evaluation set SpaceX screens on in place of a published rubric (ownership of hard problems from Elon Musk's hardest-problem question, evidence of exceptional ability over pedigree, hands-on building, first-principles depth), the L1 to L5 engineering ladder with levels.fyi private-equity comp, and the technical loop built around a past-project presentation and full interviewer consensus, set against SpaceX's still-hiring Starship and Starlink ramp.
Greenhouse (job-boards.greenhouse.io/spacex)
Cisco's ATS of record is Workday (cisco.wd5.myworkdayjobs.com/Cisco_Careers, the wd5 pod shared with Morgan Stanley and Citi), while the public careers.cisco.com is a Phenom candidate-experience layer whose Apply button hands off to Workday, so a real Workday parser reads your resume first, not the Taleo or Avature most people assume of Cisco. Covers the three core values (Connect Everything, Innovate Everywhere, Benefit Everyone) framed under The People Deal and Conscious Culture rather than an Amazon-style scorecard Cisco does not publish, the internal numeric grades G4 to G14 from Software Engineer I to Distinguished Engineer with Fellow above and levels.fyi pay bands, the Webex interview loop that splits into a software and a hardware track with a hiring-manager-led decision and no formal committee, and the 2024 to 2026 restructuring context as Cisco reallocates toward silicon, optics, security, and AI.
Workday (cisco.wd5.myworkdayjobs.com, Phenom career site on top)
Each new hub follows the same structure: a pillar guide with the ATS, the named rubric, and STAR worked examples, plus deeper spokes for the principles, level ladders, and bullet patterns that matter most for that employer.
The same shape repeats so a candidate who reads one hub knows where to look in the next.
Most large US employers route through Workday or Greenhouse, but the ones that matter most rarely do. Amazon runs amazon.jobs. Each hub names the parser, the upload formats it tolerates, and the section headers it actually recognizes.
Amazon has 16 Leadership Principles with exact published punctuation. Other employers have competency ladders, behavioral rubrics, or values frameworks. Every hub documents the named rubric verbatim with the resume language each item maps to.
STAR-format worked examples by job family and level, bullet templates that pair rubric language with quantified outcomes, and the formatting anti-patterns each employer's parser fails on. Every example is engineered, not invented.
The ATS scoring engine reads your resume the way a Workday or amazon.jobs parser does, then overlays the named principles each hub documents. You see the gaps before you submit.
