ResumeAdapter
EY logo
EY Resume Guide 2026
Updated 2026-06-29

EY's ATS is SAP SuccessFactors.
Your resume is parsed before a human reads it.

Why this matters

For experienced roles you apply into SAP SuccessFactors, a real vendor ATS that parses your resume before a recruiter sees it, not Workday and not Taleo, so mirroring the posting's keywords genuinely matters here. This guide is the engineering spec: the SuccessFactors apply flow at careers.ey.com, the separate Yello campus flow, the three values and three mindsets mapped to resume language, the Staff to Partner ladder, the strengths-based interview, and the 2026 hiring bar as EY grows again while leaning hard into AI.

Scan my EY resumeSuccessFactors parses it first3 values, 3 mindsetsRewrite plan
By the numbers
Applicant tracking system
SuccessFactors
A real parser reads your resume first
Where you apply
careers.ey.com
Experienced hires; campus uses a separate Yello flow
What EY publishes
3 values + 3 mindsets
Integrity, respect, teaming, inclusiveness
Career levels
Staff to Partner
Consultant to Partner, $0 equity

The quick answer

How do you get hired at EY and get past the ATS?

EY's experienced US hiring runs on SAP SuccessFactors, a real applicant tracking system: you search roles on careers.ey.com and apply through its flow, where you create a candidate profile and submit your resume, and the careers site credits the SuccessFactors software provided by SAP. Because that parser reads your resume before a recruiter does, and it is not Workday or Taleo, keyword matching against the posting genuinely matters, so mirror the role's exact titles and skills. US campus and early-careers roles run a separate stack instead, a Radancy front end with a Yello workflow at usearlycareers.ey.com. You then move to a strengths-based interview-and-assessment stage that combines in-person, phone, and video, then a final or partner round. Throughout, lead every bullet with a quantified client outcome mapped to EY's values, integrity, respect, teaming, and the courage to lead, and its three mindsets, Innovation, Analytics, and Global. Scan your EY resume.

EY's experienced US hiring runs on SAP SuccessFactors. You search roles on careers.ey.com and apply through its flow, and the careers site footer credits “the SuccessFactors software provided by SAP,” with a backend that carries the production-tenant signature of a SuccessFactors-powered system. You create a candidate profile and submit there, so a real vendor parser reads your resume before a recruiter does. It is not Workday, not Avature, not Taleo, and not Oracle; a legacy ey.taleo.net URL is dead. EY-Parthenon, the firm's strategy practice, uses the same SuccessFactors instance.

Two accurate nuances matter before you apply. US campus and early-careers hiring runs a separate stack, a Radancy TalentBrew front end with a Yello application workflow at usearlycareers.ey.com, so students land on a different system than the experienced SuccessFactors flow. And EY's careers page offers an EY Watson Candidate Assistant chatbot to upload your resume, but that is a candidate-facing front end, not the parser; SuccessFactors is the system of record that reads the file. Contract and gig roles route to a separate platform, GigNow.

What that changes: because a vendor ATS ranks your resume before any human, the mechanics matter twice over. Use a single column, keep contact details in the body rather than the header, use a real text layer with standard section headers like Experience, Education, and Skills, avoid tables, text boxes, and graphics, ship a DOCX or a clean text-layer PDF, and mirror the posting's exact titles and skills so the parser ranks the file. The interview and any assessment are later, separate stages, not the resume screen.

The sufficient condition is content that proves value: a specific, quantified client or program outcome on every line, mapped to the values and three mindsets below. Keyword-matched formatting gets you ranked and read; demonstrated impact gets you advanced.

In its 2025 fiscal year, ended June 30, 2025, EY reported global revenue of 53.2 billion dollars, up 4.0 percent in local-currency terms, and grew global headcount 3.4 percent to 406,209 people, with consulting headcount up 5.4 percent. EY also said it now invests more than 1 billion dollars a year in AI, has deployed 1,000 AI agents and more than 100 internal AI applications, and grew AI-related revenue 30 percent year over year. For applicants the read is a firm hiring and growing again while leaning hard into AI, so evidence of AI fluency and measurable client impact helps a resume stand out. Trade press separately reported some entry-level audit cuts around fiscal year-end in June 2026, with no confirmed headcount.

What EY looks for

Three values, three mindsets.
Each signal mapped to resume language.

EY publishes three values, in no fixed order: people who demonstrate integrity, respect, teaming and inclusiveness; people with energy, enthusiasm and the courage to lead; and people who build relationships based on doing the right thing. Its US candidate framing is mindset, not skill set, naming three mindsets: Innovation, Analytics, and Global. They are values and mindsets, not an Amazon-style numbered scorecard, so a resume proves them through results. The four signals below distill them into what a resume screen rewards. For the full set, with a do-this and avoid-this resume example for each, see the EY values guide.

  1. 01
    Hiring signal

    An Analytics mindset, proven by measurable impact

    EY looks for: EY says it recruits on mindset, not just skill set, and names an Analytics mindset first among the three. On a firm built on assurance and advice, the screen rewards people who turn data into a quantified client outcome, not people who describe internal activity.

    On your resume

    Lead every bullet with a client or program result, not a task list. Cut a client's monthly close from 12 to 7 days on a finance transformation reads as an Analytics mindset; supported various client engagements does not.

  2. 02
    Hiring signal

    An Innovation mindset, proven by change you drove

    EY looks for: EY names an Innovation mindset and now invests heavily in AI across its services, so it reads for people who improve how the work is done. Innovation is read as something you did, a method or tool you introduced, not a trait you claim.

    On your resume

    Show a capability you built or a change you drove first: an automation you introduced, a methodology others adopted, an AI-assisted workflow you stood up, with the result it produced. Built and rolled out beats interested in innovation, which a reviewer distrusts.

  3. 03
    Hiring signal

    Integrity, respect, teaming, and doing the right thing

    EY looks for: Two of EY's three values speak to integrity and to building relationships based on doing the right thing. For a Big Four firm working across a client's controls, financials, and confidential data, this is the license to operate, read as judgment under pressure rather than a soft value.

    On your resume

    Show judgment under real stakes: a control you built, a risk you flagged on an engagement, an audit finding you stood behind, with the exposure you reduced quantified. Demonstrate the judgment in the work; a line that calls you ethical is the weakest version.

  4. 04
    Hiring signal

    A Global mindset, energy, and the courage to lead

    EY looks for: EY names a Global mindset and a value about energy, enthusiasm, and the courage to lead. Across a cross-border engagement, the firm reads for people who set direction and pull a diverse, multi-market team with them, not people who waited to be told.

    On your resume

    Show a direction you set and a team you widened: a multi-country rollout you led, a stakeholder group you aligned across markets, juniors you coached toward promotion, with the lift quantified. Led the way beats was part of the team.

EY's three values and its mindset, not skill set framing are published by EY, ey.com/en_us/careers/what-we-look-for and ey.com/en_us/about-us (accessed 2026-06-29). The four signals above are an editorial distillation of those values and the three mindsets into resume language, not the verbatim lists.

The level ladder

Staff to Partner:
what each band signals.

EY's ladder runs Staff or Consultant, Senior Consultant, Manager, Senior Manager, Director, Executive Director or Principal, then Partner, used across Assurance, Consulting, Tax, and Strategy and Transactions. One thing to know up front: EY is a private partnership, so there is no public equity at any level, and pay is base plus a cash bonus rather than equity. Any compensation on the spoke is crowdsourced, indicative, and not official EY numbers. For the full ladder and the pay-by-band detail, see the EY levels and salary guide.

Staff
Scope

Staff / Consultant (entry, new grad and early career)

The entry band across Assurance, Consulting, Tax, and Strategy and Transactions. Owns analysis, testing, and workstream pieces under supervision, and is client-facing early. The entry years are about reliability and ramp.

Resume signal

Lead with quantified internship, project, and coursework outcomes and clear evidence of an Analytics mindset. See the levels spoke for indicative comp; any published figures are crowdsourced, not official EY numbers.

Senior Consultant
Scope

Senior Consultant (post-promote or experienced entry)

Owns a workstream end to end, manages staff, and is a primary client-facing contact on a delivery team. The first real leadership rung on the ladder.

Resume signal

Show ownership of a workstream plus one quantified client outcome and signs you developed juniors. Translate scope into measurable client impact, not activity.

Manager
Scope

Manager

Owns delivery of an engagement or capability, manages the team and the client relationship, and carries the result. Where most resumes shift from doing to leading.

Resume signal

Lead with delivery ownership, revenue or margin influence, and team leadership. Quantify the program you ran and the value it created, not the hours billed.

Senior Manager
Scope

Senior Manager

Senior leadership below the partnership. Owns a portfolio, a client account, or a capability, and is accountable for sold and delivered work.

Resume signal

Show account-scale or capability-scale ownership: revenue owned, teams built, leaders developed. Translate scope into measurable enterprise impact, not title alone.

Director / ED / Partner
Scope

Director, Executive Director or Principal, then Partner

The leadership tier. Director and Executive Director or Principal sit below or beside the partnership; Partners are the firm's owners. Owns a practice, an industry, or a major account. EY is a private partnership, so there is no public equity at any level: pay is base plus cash bonus.

Resume signal

Franchise-scale impact: revenue owned, practices built, talent developed. Lead with enterprise outcomes. See the levels spoke for the full ladder and the $0 equity note.

The resume implication is the same at every band: translate scope, client value created, revenue or margin influenced, and people developed, rather than leaning on a title alone. A Senior Consultant resume that reads like a Staff resume, all task and no ownership, calibrates down a level under both the parser and the recruiter.

The 5-step path to an offer

How to get a job at
EY, in five steps.

The SuccessFactors apply, the campus flow, the values and three mindsets, the strengths-based interview, and the decision. The full HowTo JSON-LD is published in the page schema; the visible steps below are byte-aligned with it. For the stage-by-stage detail, see the EY interview process.

01
Step

Tailor your resume for the SuccessFactors parser

For experienced roles, SAP SuccessFactors parses your resume before a recruiter reads it, so mirror the posting's exact titles and skills. Match the service line you are targeting, Assurance, Consulting, Tax, or Strategy and Transactions, and lead every bullet with quantified client or program impact mapped to EY's values and its three mindsets.

02
Step

Apply at careers.ey.com, or the campus flow if a student

Search roles on careers.ey.com and apply through its flow, which for experienced hires runs on SAP SuccessFactors, where you create a candidate profile and submit. If you are a student or new graduate, US campus and early-careers roles run a separate Radancy front end with a Yello workflow at usearlycareers.ey.com. Apply to one role at a time so you can tailor the resume.

03
Step

Map your bullets to the values and three mindsets

EY says it recruits on mindset, not just skill set, naming three mindsets, Innovation, Analytics, and Global, alongside its values about integrity, respect, teaming, and the courage to lead. Frame two or three quantified stories your resume already implies against those mindsets and values before you submit, so the parser and the recruiter both read a focused file.

04
Step

Clear the strengths-based interview and service-line round

EY's assessment is strengths-based, exploring what you naturally do well, across an interview-and-assessment stage that combines in-person, phone, and video, with some roles adding a written or coding assessment. A final or partner round, sometimes called a Super Day, follows. Prepare specific, genuine examples rather than rehearsed answers.

05
Step

Reach the decision and offer

After the final round, the decision is a partner-weighted sign-off rather than a formal committee, and EY commonly moves quickly. Use ResumeAdapter to score your resume against the EY posting first, surface the role-relevant keywords you are missing, and get a rewrite plan before you apply.

Bullets that prove value

Three worked bullets,
one per EY service line.

This hub serves every service line: Assurance, Consulting, Tax, and Strategy and Transactions, including EY-Parthenon. Each bullet below carries its own evidence: the client or program outcome, a precise number, and the value or mindset it demonstrates. Numbers are realistic and illustrative. For the strengths-based interview and who decides, see the EY interview process spoke.

Assurance SeniorIntegrity and doing the right thing

Caught a revenue-recognition gap and hardened the control

Situation
A software client's revenue-recognition control was missing multi-element contracts, putting the audit opinion at risk.
Approach
Traced the gap to an unowned handoff, rebuilt the control with automated evidence capture, and walked the client's controller through the remediation.
Result
Corrected a $4.2M misstatement before sign-off and cleared the control for the next three quarters.
Resume bullet

Caught a $4.2M revenue-recognition misstatement before sign-off on a software audit by rebuilding the multi-element-contract control with automated evidence capture, clearing it for three straight quarters.

Consulting Senior ConsultantAnalytics mindset

Cut a client's monthly close on a finance transformation

Situation
A healthcare client ran a 12-day monthly close that delayed board reporting and burned out the controller team.
Approach
Mapped the close across four systems, redesigned the reconciliation workflow, and stood up an automated variance-review model with the client's finance team.
Result
Cut the close to 7 days, freed roughly 200 controller hours a month, and rolled the workflow out across three entities.
Resume bullet

Cut a healthcare client's monthly close from 12 to 7 days on a finance transformation, freeing about 200 controller hours a month, by redesigning reconciliation and automating variance review across four systems.

EY-Parthenon ConsultantGlobal mindset

Led a market-entry diligence across three regions

Situation
A private-equity client weighing a cross-border acquisition needed a fast read on three regional markets before a bid deadline.
Approach
Built the demand model, ran expert interviews across three markets, and pressure-tested the target's growth case with the deal team.
Result
Reframed the synergy case, supported a $90M valuation adjustment, and delivered the diligence two days ahead of the bid.
Resume bullet

Led market-entry diligence across three regions for a private-equity client, building the demand model and reframing the synergy case to support a $90M valuation adjustment, delivered two days ahead of the bid.

In its 2025 fiscal year, ended June 30, 2025, EY reported global revenue of $53.2 billion, up 4.0 percent in local-currency terms, and grew global headcount 3.4 percent to 406,209 people, with consulting headcount up 5.4 percent (EY newsroom, October 2025). By any measure a large firm that is hiring and growing again, not contracting.

The other half of the story is AI. EY says it now invests more than $1 billion a year in AI, has deployed 1,000 AI agents and more than 100 internal AI applications, and grew AI-related revenue 30 percent year over year (EY newsroom, October 2025). The firm is reshaping how the work is done as fast as it is growing the headcount that does it.

One honest caution for early-career applicants: trade press separately reported some entry-level audit cuts around fiscal year-end in June 2026, with no confirmed headcount. Read it as a tighter entry-level bar rather than a hiring freeze, since the firm-level numbers still point up.

The practical implication for a resume: lead with quantified client value, show real AI fluency where the work supports it, mirror the posting's keywords so the SuccessFactors parser ranks you, and expect demonstrated impact, not tenure, to be what moves a file forward in 2026.

FAQ

EY hiring FAQ

The questions most candidates surface when they cross-check their resume against the EY hiring funnel. 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.

Is EY hard to get a job at?

It is competitive, and the resume screen is real software, not a formality. EY's experienced US hiring runs on SAP SuccessFactors, an applicant tracking system that parses your resume before a recruiter reads it: you search roles on careers.ey.com and apply through its flow, and the careers site footer credits the SuccessFactors software provided by SAP. So a file that does not mirror the posting's titles and skills can be ranked down before any human read. US campus and early-careers hiring runs a separate stack, a Radancy front end with a Yello application workflow, but the bar is the same: a clean, parseable resume that keyword-matches the role and leads every bullet with quantified client impact, mapped to EY's values and its three mindsets, Innovation, Analytics, and Global, is what moves a file forward.

Is the EY application read by a human or software?

Software reads it first, then a recruiter. For experienced roles, EY's apply flow runs on SAP SuccessFactors, a real applicant tracking system that parses and structures your resume the moment you submit, before any person opens it: careers.ey.com credits the SuccessFactors software provided by SAP, and the backend carries the production-tenant signature of a SuccessFactors-powered system. US campus and early-careers applications run a separate stack instead, a Radancy front end with a Yello application workflow at usearlycareers.ey.com. EY's careers page also offers an EY Watson Candidate Assistant chatbot to upload your resume, but that is a candidate-facing front end; SuccessFactors is the system of record that parses the file. That is why keyword matching genuinely matters at EY: the parser ranks your file against the posting, and a recruiter then reads the resumes that surface.

How do I apply for a job at EY?

You apply through EY's careers site at careers.ey.com: search roles there and apply through its flow, which for experienced hires runs on SAP SuccessFactors, where you create a candidate profile and submit your resume. Apply to one role at a time so you can tailor the resume to that posting. Two nuances to know: US campus and early-careers roles run a separate application workflow, a Radancy front end with a Yello workflow at usearlycareers.ey.com, and contract or gig roles route to a separate platform called GigNow rather than the main careers flow. EY-Parthenon, the firm's strategy practice, uses the same SuccessFactors instance as the rest of experienced hiring.

Should I write EY or Ernst & Young on my resume?

Match the posting. EY is the brand and Ernst & Young LLP is the US legal entity, and both are acceptable on a resume, so use whichever form the job description and the careers site use for the role you are targeting, since that is also the form the SuccessFactors parser is matching against. A practical convention is to write the full Ernst & Young name once, for example in a headline or summary, then use EY for the rest of the document, which keeps the file readable while still matching either keyword. The brand and the legal name refer to the same firm, so there is no wrong choice; consistency with the posting is what helps the parser and the recruiter.

Does EY use strengths-based interviews?

Yes. EY's assessment is strengths-based, meaning the interview explores what you naturally do well and enjoy rather than running only through competency-style questions about past tasks. In practice you move from the application to an interview-and-assessment stage that combines in-person, phone, and video, with some roles adding a written or coding assessment, then a final or partner round sometimes called a Super Day, then a quick decision that is a partner-weighted sign-off rather than a formal committee. The strengths-based format rewards genuine, specific examples over rehearsed answers. For the full stage-by-stage detail, including how to prepare for a strengths-based interview, see the EY interview process spoke.

Continue

Go deeper on the parts
that need their own page.

Spoke

EY values and the three mindsets, mapped to resume language

The three values, integrity, respect, teaming, the courage to lead, and doing the right thing, plus the Innovation, Analytics, and Global mindsets, each mapped to resume evidence with a do-this and avoid-this example.

Read the spoke
Spoke

EY career levels and salary, Staff to Partner

The full ladder mapped to scope per band, the $0 equity note for a private partnership, base plus cash bonus, and the resume signal at each level.

Read the spoke
Spoke

The EY interview process, strengths-based to partner

The SuccessFactors application, the strengths-based interview-and-assessment stage, the final or partner Super Day round, and who decides.

Read the spoke
Resume example

Management consultant resume example

A worked consulting resume with quantified scope and impact, the structure EY Consulting and EY-Parthenon applicants should mirror for the SuccessFactors parser.

See the example
Related reading

How a parser reads your EY resume: the data behind the score.

Because EY's experienced application runs through SAP SuccessFactors, a real ATS, the underlying ATS statistics show exactly why precise, keyword-matched, quantified bullets get ranked and read, and why vague phrasing stalls under the parser. You can also browse all company resume hubs.

See the underlying ATS statistics
Engineer your EY resume

Run your resume
against an EY job description.

EY's SuccessFactors parser ranks your resume before a recruiter reads it. Get your match score against the posting, the role-relevant keywords and quantified impact your resume is missing, and a rewrite plan. Free to scan; no signup to see the score.

Scan my EY resumeGenerate a matching cover letter →