ResumeAdapter
Updated 2026-06-29

EY hires for mindset,
not just skill set.

Why this matters

EY states it recruits people based on their mindset, not just their skill set, and names three: an Innovation Mindset, an Analytics Mindset, and a Global Mindset. Above them sit EY's three values and its purpose, building a better working world. This page names them from EY, then goes where the careers site does not: it maps each one to the resume evidence that actually proves it.

Scan my EY resumeFree to scanThree mindsetsResume evidence mapped
By the numbers
What EY recruits on
Mindset
Not just skill set, in EY's words
The mindsets
3
Innovation, Analytics, Global
The values
Integrity
Plus courage to lead, doing right
Source
ey.com
What we look for, About us
The three mindsets, in one line each

The mindsets EY hires for.

EY states it recruits people based on their mindset, not just their skill set, and names three. The mindset names and the one-line gloss below are paraphrased from EY's What we look for page. They are a mindset framework, not a numbered scorecard.

01
Innovation Mindset. Drive disruption by seeing future opportunities that do not yet exist, and show a passion for change and innovation.
02
Analytics Mindset. Understand the importance of analytics and data to your profession, with the ability to extract, transform, and interpret relevant data.
03
Global Mindset. Think, act, and lead globally, working with clients and colleagues around the world.

Mindset names and gloss paraphrased from EY's What we look for page, ey.com/en_us/careers/what-we-look-for (accessed 2026-06-29).

The quick answer

What does EY look for, and what are EY's values?

EY states it recruits people based on their mindset, not just their skill set, and names three mindsets: an Innovation Mindset, seeing future opportunities that do not yet exist; an Analytics Mindset, the ability to extract, transform, and interpret data; and a Global Mindset, thinking, acting, and leading across markets. Above them sit EY's three values, 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, under the purpose of building a better working world. These are values and a mindset framework, not a numbered scorecard, so the move is to prove each one through a concrete, quantified outcome rather than naming it: show a method you introduced, data you interpreted into a decision, cross-border work you delivered, and a risk you owned. The wording is EY's; the resume mapping is ResumeAdapter editorial guidance. Scan your EY resume.

EY states that it recruits people based on their mindset, not just their skill set, and names three mindsets it looks for: an Innovation Mindset, driving disruption by seeing future opportunities that do not yet exist; an Analytics Mindset, understanding the importance of data and being able to extract, transform, and interpret it; and a Global Mindset, thinking, acting, and leading globally. EY also describes the people it is made up of through three values and the purpose of building a better working world, presented as the culture behind its work, not as a numbered interview scorecard.

EY states it recruits people based on their mindset, not just their skill set, and names three: an Innovation Mindset, an Analytics Mindset, and a Global Mindset. It also describes the people it is made up of through three values, under the purpose of building a better working world. This page names the mindsets from EY's What we look for page and quotes the values verbatim from its About us page.

One honest caveat up front: these are values and a mindset framework, not an Amazon-style numbered scorecard, and not competencies. EY publishes no candidate scorecard that grades each interview answer against a mindset, so anyone telling you to map exactly three stories and expect to be marked on each is describing a useful prep habit, not EY's stated process. We flag that distinction throughout.

Where this page goes further than the careers site is the resume reading. EY tells you the mindset it hires for. It does not tell you which line on your resume proves it. That mapping, from each mindset and value to the evidence a reviewer can actually read, is the wedge, and it is labeled throughout as ResumeAdapter editorial guidance, not an EY claim.

The reading is the same for every one: a reviewer indexes on the mindset being visible in the bullet itself, not asserted as an adjective. A line that reads globally minded team player, passionate about innovation and data fails, because it names the mindsets. A line that reads surfaced 1.3 million dollars in client savings from a vendor-spend analysis passes, because it shows an Analytics Mindset without ever using the phrase. The entries below give you that pattern for all three.

The three mindsets

Each mindset, what it means,
and the evidence that proves it.

The Innovation, Analytics, and Global mindsets. The mindset names and the gloss under each are EY's, paraphrased from its What we look for page; the intent and the resume mapping below are ResumeAdapter editorial guidance, not an EY claim.

01
Mindset 01

Innovation Mindset

EY's words

Drive disruption by seeing future opportunities that do not yet exist, and show a passion for change and innovation.

How EY reads it (editorial)

On a firm reinventing audit, tax, and advisory around technology and AI, EY reads this as people who introduce a better way rather than wait for one. It points to candidates who change an outcome by spotting an opportunity others missed, not who list innovation as an interest.

How to show it (ResumeAdapter editorial)

ResumeAdapter editorial guidance: show a method, tool, or solution you introduced first and the outcome it changed. Point to a process you redesigned, an automation you built, or an approach others adopted, with the measurable result. An Innovation Mindset is a change you drove, never a trait you claim.

Show this on the resume

Make yourself the one who introduced the new way, and name what changed because of it. Show the idea and the outcome in the same line.

Introduced a reusable analytics workflow on an audit engagement that cut fieldwork rework and was adopted by two later teams the following busy season.

Avoid this anti-pattern

Naming innovation as an interest with no change behind it. Passionate about innovation and new technologies states the mindset instead of proving you acted on it.

Passionate about innovation, change, and bringing new ideas to the table.

02
Mindset 02

Analytics Mindset

EY's words

Understand the importance of analytics and data to your profession, with the ability to extract, transform, and interpret relevant data.

How EY reads it (editorial)

EY frames the analyst of the future as someone fluent in data, not just exposed to it. It reads this as the ability to turn raw data into a decision a client can act on, the difference between someone who runs a report and someone who interprets it.

How to show it (ResumeAdapter editorial)

ResumeAdapter editorial guidance: show a bullet where you extracted and interpreted data into a quantified client or business decision. Name the data you worked, the insight you drew, and the action it drove. Analytics shown is analytics that moved an outcome, not a list of tools.

Show this on the resume

Show the data, the interpretation, and the decision it produced, with a number attached. Lead with the insight, not the tool you used to find it.

Analyzed three years of vendor-spend data during a client finance review, surfaced 1.3 million dollars in annual savings, and built the case that won approval to act on it.

Avoid this anti-pattern

A tool wall with no interpretation. Proficient in Excel, SQL, and Power BI lists exposure to data without the extract, transform, and interpret EY reads this mindset for.

Proficient in Excel, SQL, Power BI, and a range of data and reporting tools.

03
Mindset 03

Global Mindset

EY's words

Think, act, and lead globally, working with clients and colleagues around the world.

How EY reads it (editorial)

EY delivers through teams that cross borders, cultures, and member firms, so it reads this as people who operate across markets rather than within one. It points to candidates who have actually worked cross-border, not who describe themselves as globally minded.

How to show it (ResumeAdapter editorial)

ResumeAdapter editorial guidance: show cross-border or multi-market work and what it delivered. Point to a project spanning regions, a client or team in another market, or a multi-country rollout you contributed to, with the result. A Global Mindset is evidence a reviewer can read, never an adjective.

Show this on the resume

Show the cross-border scope and the outcome: regions you spanned, a market you worked in, a multi-country effort you contributed to. Name the reach and the result.

Coordinated reporting across teams in three countries on a client transformation, aligning local requirements into a single global close that ran 30 percent faster.

Avoid this anti-pattern

Self-description with no cross-border work behind it. Globally minded team player with international interests names the mindset instead of showing you operated across markets.

Globally minded team player with a strong interest in international business.

Mindset names and gloss from EY's What we look for page, ey.com/en_us/careers/what-we-look-for (accessed 2026-06-29). The intent and the resume mapping are ResumeAdapter editorial guidance, not an EY claim.

The values layer

EY's three values, and its purpose.

If the mindsets are what EY hires for, the values are the cultural layer above them: how EY describes the people it is made up of. EY quotes these three lines verbatim, and does not present them in a fixed order, so we list them without claiming a canonical sequence. Above all three sits EY's purpose, building a better working world. The cultural read under each line is ResumeAdapter editorial guidance.

“People who demonstrate integrity, respect, teaming and inclusiveness.”
On a Big 4 firm working across a client's controls, financials, and confidential data, integrity is the license to operate. Show it through an owned action: a risk you flagged, a control you held, a hard call you stood behind, never a line that calls you ethical.
“People with energy, enthusiasm and the courage to lead.”
EY pairs drive with the courage to lead. Show a moment you moved first or took an unpopular but right position, and what it changed, rather than describing yourself as a motivated self-starter.
“People who build relationships based on doing the right thing.”
Client service runs on trust. Show a relationship or reputation you built and what it unlocked, a client you kept and grew, a stakeholder group you aligned, instead of naming yourself a strong communicator.
EY's purpose

Building a better working world.

Useful context, not a line to quote. Writing that you want to build a better working world states EY's purpose back to it and proves nothing. Show work that visibly improved an outcome for a client, a team, or a market, and let the result speak to the purpose instead of naming it.

The three value lines and the purpose are quoted verbatim from EY's About us page, ey.com/en_us/about-us (accessed 2026-06-29). Order is not asserted, because EY's pages present the lines in different sequences. The cultural read is ResumeAdapter editorial guidance.

Some candidates arrive expecting an EY version of Amazon's leadership principles: a numbered list the interview is explicitly scored against. EY does not publish one. What it publishes is mindset, not skill set, with three mindsets and three values, presented as the culture the firm hires and works by, not as a candidate scorecard. EY frames it as mindset, not competencies, and its interview assessment is widely reported to be strengths-based. For how that runs in practice, see the EY interview process spoke.

The practical difference for you is small. Whether a firm uses a scored rubric or a mindset framework, the winning resume move is identical: prove the behavior through a quantified outcome rather than naming it. Do not build a labeled values section on your resume; build bullets where the mindsets and values are visible in the results. And in the interview, bring specific stories with a real stake and a measurable outcome, which work whether or not a question is tagged to a mindset.

How to show EY's mindsets and values

Five moves from
generic resume to EY-true.

01
Step 01

Show an Innovation Mindset with a change you introduced

EY recruits on mindset, not just skill set, and the Innovation Mindset rewards seeing opportunities others miss. Make yourself the one who introduced a method, tool, or solution that changed an outcome, with the measurable result. Replace passionate about innovation with the change you actually drove.

02
Step 02

Prove an Analytics Mindset with an interpreted decision

The Analytics Mindset is the ability to extract, transform, and interpret data. Point to a bullet where you turned data into a quantified client or business decision, the insight and the action it drove, not a list of tools. Lead with the interpretation, not the software.

03
Step 03

Show a Global Mindset with cross-border work

The Global Mindset is thinking, acting, and leading globally. Point to a project spanning regions, a client or team in another market, or a multi-country rollout you contributed to, with the result. Show the reach and the outcome, never the adjective globally minded.

04
Step 04

Prove the values through owned outcomes

EY's values are integrity, the courage to lead, and relationships built on doing the right thing. Show a risk or control you owned, a moment you moved first, and a client relationship you grew, each with the result. Never write that you have integrity; let the action carry the value.

05
Step 05

Scan and iterate against an EY posting

Upload to ResumeAdapter against a specific EY posting to see where your bullets name the mindsets and values as adjectives instead of demonstrating them, and iterate until innovation, interpreted analytics, cross-border reach, and integrity are visible in the work.

FAQ

EY values FAQ

The questions candidates surface about what EY actually looks for, after they have read the pillar. 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 EY's values?

EY publishes three values, stated as the kind of people EY is made up of: 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. EY does not present these in a fixed numbered order, and its pages list them in different sequences, so treat them as three values rather than a ranked list. They sit under EY's purpose, building a better working world. They describe how EY people are expected to behave, not a scored hiring rubric. On a resume, the move is to prove each value through a concrete, quantified outcome rather than naming it. The value wording here is EY's, from ey.com/en_us/about-us; the resume mapping is ResumeAdapter editorial guidance.

What does EY look for in candidates?

EY states it recruits people based on their mindset, not just their skill set, and names three mindsets it hires for. The Innovation Mindset is driving disruption by seeing future opportunities that do not yet exist. The Analytics Mindset is understanding the importance of data and being able to extract, transform, and interpret it. The Global Mindset is thinking, acting, and leading globally with clients and colleagues around the world. Alongside the three mindsets, the same EY What we look for page lists value-aligned qualities EY looks for: strong communicators, team players, resilient leaders with the courage to lead, lifelong learners, and people who act with integrity. EY frames all of this as a mindset and values framework, not a numbered scorecard, so a resume proves it through quantified results, not adjectives. The mindset and quality wording is EY's, from ey.com/en_us/careers/what-we-look-for; the resume mapping is ResumeAdapter editorial guidance.

What is EY's purpose or mission?

EY's purpose is building a better working world. EY presents it as the reason the organization exists, the frame above its three values and the work it does across assurance, tax, strategy, and transactions. For a candidate, the purpose is useful context rather than something to quote on a resume: writing that you want to build a better working world states EY's line back to it and proves nothing. The stronger move is to show work that visibly improved an outcome for a client, a team, or a market, and let the result speak to the purpose rather than naming it. The purpose wording here is EY's, from ey.com/en_us/about-us; the resume guidance is ResumeAdapter editorial guidance.

How do I show EY's values on my resume?

Prove the values and mindsets through outcomes, and never name them. Do not build a labeled values section; build bullets where each one is visible in the result. For integrity, show a risk or control you owned. For energy and the courage to lead, show a moment you moved first and what it changed. For relationships built on doing the right thing, show a client you kept and grew. For the Analytics Mindset, show data you interpreted into a quantified decision. For the Innovation Mindset, show a method you introduced that changed an outcome. For the Global Mindset, show cross-border work and what it delivered. A line like surfaced 1.3 million dollars in client savings from a vendor-spend analysis proves an Analytics Mindset without naming it. This mapping is ResumeAdapter editorial guidance; the value and mindset wording is EY's. Scan your resume to see which of these signals a recruiter would actually find.

Does EY use a competency framework?

Not in the way candidates often assume. EY frames what it looks for as mindset, not competencies: it states it recruits people based on their mindset, not just their skill set, and names the Innovation, Analytics, and Global mindsets rather than a numbered competency model. EY's interview assessment is widely reported to be strengths-based, exploring what energizes you and where you perform at your best, so treat any rigid competency checklist you find in third-party prep with caution. For how that assessment runs in practice, see the EY interview process spoke. The durable resume advice is the same either way: prove the mindsets and values through quantified outcomes rather than reciting a framework. The mindset framing is EY's; the rest is ResumeAdapter editorial guidance.

Continue

The rest of the EY
resume cluster.

01 / Pillar

How to get a job at EY

The pillar covering EY's application system, the three mindsets and values in summary, the staff-to-partner ladder, and the strengths-based interview.

Read
02 / Spoke

EY career levels and salary

The Staff, Senior, Manager, Senior Manager, and Partner ladder mapped to titles, with crowdsourced salary bands and the promotion bar at each step.

Read
03 / Spoke

The EY interview process

The online assessment, the strengths-based interview, the case and group exercises, and how the mindsets and values surface across the loop.

Read
04 / Resume example

Management consultant resume

A worked consultant resume with the quantified, interpreted-analytics impact an EY reviewer reads for, for a side-by-side read.

Read
Related

ATS Statistics

The dataset behind the editorial findings on this page, including the median pre-edit resume score.

Read
Related

All company guides

The full index of company resume hubs, each with its hiring bar mapped to resume language.

Read
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