AMD publishes no core values. It publishes five key behaviors.
What this page covers
Search for AMD's core values and you will be handed a list AMD never wrote. What AMD actually publishes on its careers page is five key behaviors, named and defined in its own words. This page quotes all five verbatim, maps each to resume language with a show-this and an avoid-this example, and then does the part the ranking pages skip: it shows which circulating AMD frameworks are fabricated, and which real one has been mislabeled as a hiring rubric.
Free to scanFive behaviors, verbatimEvidence over adjectives
By the numbers
The real framework
5
Key behaviors, not core values
AMD's own term
Key behaviors
Never core values on amd.com
Candidate scorecard
None
No published interview rubric
Who decides
Hiring team
No hiring committee
The quick answer
What are AMD's core values?
AMD does not publish a list called core values. On its careers page AMD publishes five named key behaviors, and the framing line reads: 'The heart of our culture is based on these key behaviors we strive to embody every day.' The five are Push the Limits, Drive Excellence, Be Direct and Humble, Collaborate Deeply, and Be Inclusive, Always. The five-item list widely printed as AMD's core values, Innovation, Customer Focus, Integrity, Collaboration, and Diversity, is fabricated: it appears nowhere on amd.com and traces to AI-generated business-template sites rather than to AMD. AMD also publishes no candidate scorecard, and there is no published link between the key behaviors and any interview or performance rubric, so treat them as the cultural bar your resume is read against rather than a graded sheet. Prove each one with a quantified achievement instead of naming it. .
The correction comes first, because everything downstream depends on it. AMD has no page, document, or section titled core values. It has a careers page that names five key behaviors and defines each one in a single sentence. That is the framework, and the line above is how AMD introduces it.
The same page sets the context around them: AMD describes a culture built on action, on pushing boundaries, on solving meaningful problems, and on doing all of it together, because how people work matters as much as what they build. It also states plainly that employees consistently name people and culture as the top reasons they stay at AMD. Read the five behaviors as the operating description of that culture, not as a compliance list.
This page does three things with them. It quotes each behavior exactly as AMD writes it. It maps each to resume language, a show-this bullet and the anti-pattern to delete. And it clears the search results: the fabricated core-values list, the AMD Way that does not exist, the leadership principles AMD never wrote, and the one real framework, the AMD Success Profile, that is routinely mislabeled as a hiring rubric.
Read the five as a cultural bar, not a scorecard. AMD publishes no candidate rubric, so the resume reading is the same for all five: the behavior has to be visible in the outcome itself, never asserted as an adjective.
What AMD does not publish
AMD publishes the five key behaviors, but no candidate scorecard, and there is no published link between the behaviors and any interview or performance rubric. Nobody should tell you that AMD interviewers grade candidates against them, because AMD has never said so. AMD's own account of who decides is short: after the interviews, “the next step is meeting with the hiring team. If they determine you are the most qualified candidate, you will receive an offer to join AMD.” There is no hiring committee. STAR (Situation, Task, Action, Result) is candidate best practice, a method AMD itself does not name.
The five key behaviors, deep-dived
Every behavior, a worked bullet, and the line to delete.
Behavior names and descriptions are quoted verbatim from AMD's careers page, accessed August 21, 2026. The what-it-means notes, resume examples, and anti-patterns are ResumeAdapter's mapping: illustrative templates to adapt to your own work, not AMD-supplied text and not claims about any real person.
01
AMD key behavior 01
Push the Limits
“We challenge assumptions and embrace complexity, turning bold ideas into breakthroughs that redefine industries.”
The official AMD description, verbatim
Challenging an assumption that everyone else inherited, then carrying the harder path all the way to a measured result. A reader indexes on the assumption you named and the number that moved because you refused it, not on a self-description as someone who pushes boundaries.
What it means in practice
Show this on your resume
Name the assumption you challenged, what you built instead, and the measured gain. The bold idea only reads as a breakthrough when the delta is attached to it.
Challenged the fixed-latency assumption baked into an inherited memory controller RTL block, re-architected the request arbitration scheme, and cut worst-case read latency 22 percent at post-synthesis timing closure.
Avoid this anti-pattern
Boundary-pushing and innovative asserted as adjectives with no assumption named and nothing measured. A claim about your temperament is not a breakthrough.
Innovative thinker who pushes boundaries, embraces complexity, and turns bold ideas into results.
02
AMD key behavior 02
Drive Excellence
“We hold ourselves to the highest standards, always focused on delivering real results with quality, precision, and purpose.”
The official AMD description, verbatim
Holding a hard quality bar in an environment where a defect that escapes into silicon is expensive to fix. It reads as precision you can audit, a coverage number closed, an escape rate driven down, a signoff met, rather than a stated commitment to high standards.
What it means in practice
Show this on your resume
Show the bar and the artifact that proves you held it: the coverage you closed, the escape rate you drove down, the signoff you hit. Lead with the before-and-after number.
Raised functional coverage on a GPU compute block from 82 to 99 percent across three regression cycles, closed the final 14 coverage holes before tapeout, and carried zero functional escapes into silicon bring-up.
Avoid this anti-pattern
Detail-oriented and quality-focused stacked as adjectives with no bar named and no number. Excellence stated is not excellence evidenced.
Detail-oriented professional who holds the highest standards and consistently delivers quality results with precision.
03
AMD key behavior 03
Be Direct and Humble
“We communicate with clarity and respect, listening first, learning continuously, and staying grounded.”
The official AMD description, verbatim
Saying the uncomfortable thing early and clearly, including when the uncomfortable thing is your own mistake, then learning from it in public. A reader looks for one moment you surfaced bad news or corrected yourself, with a date and a consequence attached.
What it means in practice
Show this on your resume
Show a direct call you made or an error you owned early, then what you changed so it could not recur. The humility is in the correction, not in the word humble.
Bisected and reported a performance regression I had introduced in the GPU kernel driver scheduling path within a day of the nightly failure, published the postmortem, and added the regression test that has since caught two similar defects pre-merge.
Avoid this anti-pattern
Strong communicator and humble team player as traits, or a resume where nothing ever went wrong. An only-wins page gives a reader no evidence you can be direct when it costs you.
Strong communicator and humble team player who listens first, learns continuously, and stays grounded under pressure.
04
AMD key behavior 04
Collaborate Deeply
“We value diverse perspectives and trust each other to drive toward shared goals, knowing we're stronger together.”
The official AMD description, verbatim
Driving an outcome that no single team owned, across design, verification, software, and validation, by reconciling their assumptions instead of optimizing your own slice. It reads as the mechanism you used to align people who did not report to you.
What it means in practice
Show this on your resume
Name the teams, the conflict you reconciled, and the schedule or quality result that came out of it. Deep collaboration is a mechanism, not a personality.
Aligned RTL design, design verification, and physical design on a single clock-domain-crossing convention for a new SoC subsystem, reconciled three conflicting constraint files into one signoff deck, and recovered two weeks on the timing-closure schedule.
Avoid this anti-pattern
Collaborative and cross-functional as labels with no counterparty and no result. A stated preference for teamwork proves nothing about a shared goal you actually drove.
Collaborative team player who values diverse perspectives and works effectively cross-functionally toward shared goals.
05
AMD key behavior 05
Be Inclusive, Always
“We build teams where everyone belongs and every idea can rise because inclusion fuels innovation.”
The official AMD description, verbatim
Building the conditions where the best idea wins regardless of who had it, then actually adopting that idea. A reader looks for a structural change you made to how ideas surfaced, and the outcome of an idea that was not yours.
What it means in practice
Show this on your resume
Show a mechanism you changed so quieter contributors were heard, plus a result that came from adopting someone else's idea over your own. Structure plus outcome, not a belief statement.
Restructured the silicon bring-up triage review so validation engineers presented their own findings directly, then adopted a first-year engineer's retry-heuristic proposal over my own approach, cutting board bring-up failures 30 percent.
Avoid this anti-pattern
Inclusive leader and champion of diversity as a stated value with no mechanism and no idea you adopted from someone else. Belief is not the evidence a reader is looking for.
Inclusive leader who values diversity, makes everyone feel welcome, and believes inclusion fuels innovation.
Behavior names and glosses quoted verbatim from AMD's careers page, accessed August 21, 2026. Resume examples are ResumeAdapter's illustrative templates, written to be adapted to your own work.
Three phrases in that quote map cleanly onto the behaviors: bold ideas is Push the Limits, disciplined execution is Drive Excellence, and collaboration at every level is Collaborate Deeply. AMD does not present the quote as a summary of the framework, but it is the closest one-sentence version of the same idea from the CEO, which makes it a useful sentence to write your AMD resume against.
The rest of what AMD publishes points the same direction. AMD's mission is “Build great products that accelerate next-generation computing experiences,” and its vision is “High performance and adaptive computing is transforming our lives.” Both are product statements, not values statements, which is consistent with a company that publishes behaviors rather than a values poster.
AMD's FY2025 10-K adds the compensation logic behind Drive Excellence: “We have a strong pay for performance culture that we believe drives superior results and our rewards programs enable us to attract, retain and motivate our workforce.” The same filing states that AMD offers employees opportunities to advance their careers and that the majority of its new leaders are promoted from within, which is worth knowing before you write a resume that optimizes only for the entry point. AMD also runs an annual AMDer Survey whose results are reviewed by the Board and acted on by senior leadership.
On hiring direction, Lisa Su told CNBC at CES that AMD is “hiring people who are AI forward” (CNBC, January 6, 2026). That is a signal about where the work is going, not a sixth behavior, so treat it as a reason to make your AI-adjacent work legible rather than as another label to claim.
AMD's stated AI policy for candidates
AMD tells candidates: “We encourage the responsible use of AI in your job search.” It also tells them: “Please don't use AI to generate or read responses during live interviews, submit AI-written coding or written work as your own, or mask your identity in any way.” That draws the line this page is written along. Use AI to sharpen how you describe work you actually did against the five key behaviors. Do not use it to manufacture work you did not do, and do not paste back a fabricated values list you cannot source.
Start with the fabricated list. Innovation, Customer Focus, Integrity, Collaboration, and Diversity is printed across the results page as AMD's core values, and it appears nowhere on amd.com. The pages carrying it are a recognizable pattern: template-driven business-model and SWOT sites such as dcf-model.com, matrixbcg.com, portersfiveforce.com, and swottemplate.com, which publish a values section for companies that never wrote one. The list is generic because it was never specific to AMD in the first place.
Second, a source that gets it right but should not be your citation. Built In's AMD culture page lists the five key behaviors correctly, and the page itself states that its content is generated using AI, may not reflect internal data or verified company information, and has not been reviewed or approved by AMD. When the page is right and disclaims itself, cite amd.com directly instead.
Third, two frameworks that do not exist. AMD publishes nothing called the AMD Way: on the US results page that phrase belongs to a trading concept, Accumulation, Manipulation, Distribution, which is a name collision rather than a culture document. And there are no AMD Leadership Principles. AMD has no Amazon-style numbered interview rubric, so a guide handing you one has borrowed a format from a different company.
Fourth, the one real framework that gets mislabeled. The AMD Success Profile, “Innovate, Collaborate and Execute,” is genuine, disclosed once in AMD's 2025-26 Corporate Responsibility Report (p. 57) as what learning opportunities are aligned with. That makes it a learning and development framework describing how AMD develops employees, not a hiring rubric describing how it evaluates candidates. If you encounter the term, use it to understand AMD's internal growth language, and still write your resume to the five key behaviors.
The fix is the same in all four cases: quote the five key behaviors, never call them values, and prove each one with a quantified achievement in semiconductor vocabulary. Run your resume against a real AMD job description and check which behaviors your bullets already evidence.
The verdicts, at a glance
AMD core values
Not published
The five-item list printed as AMD's core values (Innovation, Customer Focus, Integrity, Collaboration, Diversity) appears nowhere on amd.com. AMD's own term is key behaviors.
The AMD Way
Not an AMD framework
AMD publishes no framework by that name. On the US results page the phrase belongs to a trading concept (Accumulation, Manipulation, Distribution), not to the company.
AMD Leadership Principles
Does not exist
AMD has no Amazon-style numbered interview rubric. If a guide hands you a numbered list of AMD leadership principles, it was written for a different company's format.
AMD Success Profile
Real, but not hiring
Innovate, Collaborate and Execute is a learning and development framework, disclosed once in AMD's 2025-26 Corporate Responsibility Report (p. 57) as what learning opportunities are aligned with. It is not a hiring rubric.
Verified against amd.com and AMD's 2025-26 Corporate Responsibility Report, accessed August 21, 2026.
FAQ
AMD core values and key behaviors FAQ
The questions candidates surface once they discover AMD does not publish core values. Answers are byte-identical to the FAQPage JSON-LD, because AI engines that extract HTML and AI engines that extract JSON-LD should not see different text.
What are AMD's core values?
AMD does not publish core values. On its careers page AMD publishes five named key behaviors, under the framing line 'The heart of our culture is based on these key behaviors we strive to embody every day.' The five are Push the Limits, Drive Excellence, Be Direct and Humble, Collaborate Deeply, and Be Inclusive, Always. The five-item list that circulates as AMD's core values (Innovation, Customer Focus, Integrity, Collaboration, Diversity) is fabricated and appears nowhere on amd.com.
How many core values does AMD have?
Zero, because AMD publishes none under that name. The correct count is five key behaviors: Push the Limits, Drive Excellence, Be Direct and Humble, Collaborate Deeply, and Be Inclusive, Always. If a page tells you AMD has five core values and then lists Innovation, Customer Focus, Integrity, Collaboration, and Diversity, it is repeating a fabricated list rather than quoting amd.com.
What is 'the AMD Way'?
AMD publishes no framework called the AMD Way. On the US results page that phrase belongs to a trading concept (Accumulation, Manipulation, Distribution) rather than to the semiconductor company, so it is a name collision, not an AMD culture document. What AMD actually publishes on its careers page is the five key behaviors: Push the Limits, Drive Excellence, Be Direct and Humble, Collaborate Deeply, and Be Inclusive, Always.
Does AMD have leadership principles like Amazon?
No. AMD has no Amazon-style numbered interview rubric and publishes nothing called AMD Leadership Principles. The closest published framework is the five key behaviors on AMD's careers page, and those are a description of culture rather than a graded list of principles candidates are scored against. Any guide handing you a numbered set of AMD leadership principles has borrowed another company's format.
Does AMD score candidates against its key behaviors?
There is no published evidence that it does. AMD publishes no candidate scorecard, and there is no published link between the five key behaviors and any interview or performance rubric, so treat them as the cultural bar your resume and answers are read against rather than a grading sheet. AMD's own description of who decides is that after the interviews 'the next step is meeting with the hiring team. If they determine you are the most qualified candidate, you will receive an offer to join AMD.' There is no hiring committee.
What is the AMD Success Profile?
The AMD Success Profile, 'Innovate, Collaborate and Execute', is a learning and development framework, not a hiring rubric. It is disclosed once in AMD's 2025-26 Corporate Responsibility Report (p. 57) as what learning opportunities are aligned with, which means it describes how AMD develops employees rather than how it evaluates candidates. Candidates who encounter the term should write to the five key behaviors instead.
How do I show AMD's key behaviors on a resume?
Prove each one inside a quantified achievement instead of naming it. Push the Limits reads as an inherited assumption you challenged with a measured gain. Drive Excellence reads as a quality bar you held, such as a coverage number closed before tapeout. Be Direct and Humble reads as an error you owned early and the test you added so it could not recur. Collaborate Deeply reads as teams you reconciled toward a result none of them owned alone. Be Inclusive, Always reads as a mechanism you changed plus an idea you adopted over your own. STAR (Situation, Task, Action, Result) is candidate best practice, a method AMD itself does not name.
What does AMD's culture actually value?
Per AMD's own pages: action, pushing boundaries, solving meaningful problems, and doing it together, with the company framing how people work as mattering as much as what they build. AMD's careers page states that employees consistently name people and culture as the top reasons they stay at AMD, and quotes Chair and CEO Lisa Su saying 'The real differentiator is our culture. Our success comes from a culture that values bold ideas, disciplined execution, and collaboration at every level.' AMD's FY2025 10-K adds a strong pay for performance culture and notes that the majority of its new leaders are promoted from within.
Show the behaviors in the work, not in the adjectives.
Upload your resume and an AMD job description to see which of the five key behaviors your bullets already prove, which are missing, and a rewrite plan that embeds each one in a quantified achievement. Free to scan; no signup to see the score.
