The Blue Box Values are eight, not five.
Each one, mapped to a resume bullet.

American Express's eight Blue Box Values, We Do What's Right, We Back Our Customers, We Make It Great, We Respect People, We Embrace Diversity, We Stand for Equity and Inclusion, We Win As a Team, and We Support Communities, are stated by the firm in the We form, under its vision to provide the world's best customer experience every day. They are real and firm-published, and this page quotes them verbatim rather than paraphrasing.

Where this page goes further than americanexpress.com is the resume reading. The firm tells you what it values. It does not tell you which line on your resume proves it. That mapping, from each value to the evidence a reviewer can actually read, is the wedge, and it is labeled throughout as ResumeAdapter editorial guidance, not an American Express claim.

The reading is the same for every value: a reviewer indexes on the value being visible in the bullet itself, not asserted as an adjective. A line that reads customer-focused team player with strong integrity fails, because it names the values instead of demonstrating them.

A line that reads cut disputed-charge resolution from nine days to two and lifted satisfaction 18 points passes, because it shows We Back Our Customers through a quantified outcome without ever using the phrase. The entries below give you that pattern for all eight values, each with what American Express means by it, a show-this bullet, the anti-pattern, and the behavioral story to prepare.

American Express also names three Leadership Behaviors, Set the Agenda, Bring Others With You, and Do It the Right Way, verified on the careers site and in the 2025 proxy. These are an internal leadership and performance-and-development model, used in performance, compensation, and leadership development. They are not a per-applicant hiring scorecard, and this page does not claim every applicant is graded against them.

Where they become relevant is leadership and manager roles and post-hire performance. If you are applying for a people-leadership role, it is worth being able to speak to setting direction, bringing a team along, and doing the work the right way. For most candidates, though, the values fit that matters at the resume and interview stage is the eight Blue Box Values, not the Leadership Behaviors.

Keep the two frameworks separate when you prepare: map your resume bullets and behavioral stories to the eight Blue Box Values, and treat the three Leadership Behaviors as the model that shapes how leaders are grown and evaluated inside the firm, not a checklist your application is scored against.

American Express states its vision as to provide the world's best customer experience every day. The eight Blue Box Values are how the firm says it pursues that vision, and it frames its promise as Backing Our Customers, Backing Our Colleagues, and Backing Our Communities. The careers brand line is We've Got Your Back.

On a resume, that means the bullet that protected a customer, raised the standard of an experience, or built something durable for a community reads as on-vision for American Express. Keep the customer in view as you write, and let We Back Our Customers and We Support Communities in particular carry it. The strongest interview answers connect back to the customer, not only to your own performance.

For most candidates the move is simple: build a small set of bullets that each prove one value. One that shows a right call under pressure for We Do What's Right, one that shows a Card Member result you protected for We Back Our Customers, one that shows a measured before-and-after for We Make It Great, one that shows a teammate you developed for We Respect People, and one that shows cross-team delivery for We Win As a Team. None of them name the value as an adjective.

Keep the firm's vision in mind: the world's best customer experience every day. Let your bullets read as work that protected customers and widened access, and connect each back to the customer rather than to your own resume. The diversity, equity, and community values earn the same treatment: a diverse perspective that changed a result, a merit-based process you built, a durable community impact.

You do not need to name a single value on the page. You need bullets where integrity, customer impact, excellence, respect, diversity, equity, teamwork, and community are visible in the outcomes themselves. See the American Express bands spoke for how the bar shifts across the company-wide Band ladder, and the American Express interview process spoke for how these values surface across the loop.