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)
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.
