Eightfold AI surfaces Morgan Stanley roles, but you apply into Workday Recruiting, a real vendor ATS that parses your resume before a recruiter sees it. Unlike its Wall Street peers Goldman Sachs and JPMorgan, Morgan Stanley is not on Oracle: it runs the same Workday plus Eightfold stack as NVIDIA. Because a parser ranks you first, mirroring the posting's keywords genuinely matters here. This guide is the engineering spec: apply via Workday, complete the HireVue interview, clear the final round, then the decision.
The quick answer
Morgan Stanley surfaces roles through Eightfold AI at morganstanley.eightfold.ai, but you apply into Workday Recruiting, a real vendor applicant tracking system, at ms.wd5.myworkdayjobs.com, where you create a candidate profile and submit your resume. Notably, this is not Oracle, the ATS its peers Goldman Sachs and JPMorgan run; it is the same Workday plus Eightfold stack as NVIDIA, and campus roles use a separate system, Oleeo. Because Workday parses that resume before a recruiter reads it, keyword matching against the posting genuinely matters here, so mirror the role's exact titles and skills. HireVue is the separate recorded video-interview stage, followed by a final round of interviews, then the decision. Throughout, lead every bullet with quantified client or deal impact mapped to the firm's five Core Values: Do the Right Thing, Put Clients First, Lead with Exceptional Ideas, Commit to Diversity and Inclusion, and Give Back. Scan your Morgan Stanley resume.
Morgan Stanley surfaces and matches openings through Eightfold AI at morganstanley.eightfold.ai, but the apply flow runs on Workday Recruiting at ms.wd5.myworkdayjobs.com, the Workday wd5 pod, with JR-prefixed requisition IDs and native Workday apply endpoints. You create a Workday candidate profile and submit there. Workday Recruiting, not Eightfold, is the applicant tracking system; Eightfold is the discovery and matching layer that hands off to it.
This is notable on Wall Street. Morgan Stanley is not on Oracle like its peers Goldman Sachs and JPMorgan. It runs the same Workday plus Eightfold stack as NVIDIA. One more split to state accurately: campus and early-careers applications run through a separate system, Oleeo, at morganstanley.tal.net, while experienced and general roles use Workday.
What that changes: unlike employers with no external parser, Morgan Stanley runs your resume through a real vendor ATS before a recruiter sees it. So 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. HireVue is a later, separate stage: the recorded video interview, not a resume-screening tool.
The sufficient condition is content that proves craft: a specific, quantified client or deal outcome on every line, mapped to the five Core Values below. Keyword-matched formatting gets you ranked and read; demonstrated impact gets you advanced.
On January 15, 2026, Morgan Stanley reported record full-year 2025 results: net revenues of $70.6 billion and net income of $16.9 billion, a return on tangible common equity of 21.6 percent. Weeks later, in early March 2026, the firm cut roughly 2,500 jobs, about 3 percent of its workforce, across all divisions while sparing its financial advisers, citing business priorities, location strategy, and performance rather than financial weakness. Record profits paired with selective cuts make this a reallocation story, and it raises the bar on every resume that reaches a recruiter.
Morgan Stanley publishes five Core Values: Do the Right Thing, Put Clients First, Lead with Exceptional Ideas, Commit to Diversity and Inclusion, and Give Back. The four signals below distill them into what a resume screen rewards. For the full set and the values-fit angle, with a do-this and avoid-this resume example for each, see the Morgan Stanley values and Core Values guide.
Morgan Stanley looks for: Put Clients First is one of Morgan Stanley's five Core Values. Every business, Institutional Securities, Wealth Management, and Investment Management, is judged on whether it puts the client's interests ahead of the firm's.
Lead bullets with client or deal outcomes, not internal activity. Advised a strategic client through a $400M cross-border acquisition reads as client-first; managed transaction workflows does not.
Morgan Stanley looks for: Lead with Exceptional Ideas is a Core Value: Morgan Stanley prizes intellectual capital, differentiated insight, and the diversity of thought that produces it, not generic execution.
Show a specific, quantified idea you originated: a model you built, a thesis that won a mandate, a process you redesigned. Round approximations read as generalist; a precise insight reads as exceptional.
Morgan Stanley looks for: Do the Right Thing is the first Core Value, paired with the firm's tenets of Rigor, Humility, and Partnership. Integrity, judgment, and clean controls are screened for across banking, wealth, and technology, not assumed.
Show judgment under pressure and clean execution: a control you built, a risk you flagged, an audit you passed. Quantify the exposure you reduced, not just the deal you closed.
Morgan Stanley looks for: Two further Core Values, Commit to Diversity and Inclusion and Give Back, reflect a firm that judges contribution to team and community, not solo-hero output. Partnership is one of CEO Ted Pick's stated tenets.
Credit the deal team, the desk, and the people you developed, and show community or mentorship contribution where it is real. Partnered to deliver beats single-handedly led, which a Morgan Stanley reader distrusts.
“First-Class Business in a First-Class Way.”
Source: Morgan Stanley, Our Core Values, morganstanley.com (accessed 2026-06-15). The four signals above are an editorial distillation of those values into resume language, not the verbatim value list.
Morgan Stanley runs a title ladder, Analyst, Associate, Vice President, Executive Director, and Managing Director, used across both banking and technology. The firm reported about 83,000 employees as of December 31, 2025. Compensation on the spoke is commonly reported via crowdsourced sources, indicative and not official Morgan Stanley numbers. For the full ladder and the Analyst-to-MD steps, see the Morgan Stanley levels, Analyst to Managing Director.
0 to 3 years. The campus-hire entry title across Institutional Securities, Wealth Management, and Technology. Owns analysis, models, and execution under close supervision.
Lead with quantified internship or project results and evidence of the Core Values, client-first and exceptional ideas. See the levels spoke for indicative crowdsourced comp; published figures are not official Morgan Stanley numbers.
~3 to 6 years, or post-MBA entry. Owns workstreams, manages analysts, and is a primary client or desk point of contact.
Show ownership of a deal workstream or book plus one quantified outcome and signs you developed junior teammates. See the levels spoke for indicative crowdsourced comp.
~6 to 9 years. At Morgan Stanley, VP is a senior individual-contributor and team-lead band, not an executive officer. Owns client relationships and execution end to end.
Lead with relationship ownership, revenue or risk influence, and team leadership, not just execution. Translate scope into measurable client and book impact.
Senior leadership above VP and below Managing Director, used across both banking and technology. Owns a franchise, a desk, or a major platform.
Show franchise-scale ownership: revenue or risk owned, businesses or platforms built, leaders developed. Translate scope into measurable enterprise impact, not title alone.
Top of the corporate ladder. MD is senior leadership accountable for a business, a region, or a major technology organization across the firm.
Franchise-scale impact: revenue owned, businesses built, talent developed. MD compensation is not publicly reported, so lead with enterprise outcomes. See the levels spoke for the Analyst-to-MD ladder.
Morgan Stanley's titles look familiar but carry firm-specific weight: VP is a senior IC and team-lead band, not an executive officer, and Executive Director sits between VP and Managing Director. The resume implication: translate scope, client relationships, revenue or risk owned, and team developed, rather than leaning on a title alone. Technology candidates map the same way across the same bands.
The Workday apply, the HireVue video interview, the final round, 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 interview detail, see the HireVue and final-round interview process.
Workday Recruiting parses your resume before a recruiter reads it, so mirror the posting's exact titles and skills. Match the division's language, Institutional Securities, Wealth Management, Investment Management, or Technology, and lead with quantified client or deal impact.
Eightfold AI at morganstanley.eightfold.ai surfaces and matches roles, but you apply into Workday at ms.wd5.myworkdayjobs.com, the wd5 pod with JR-prefixed requisition IDs, where you create a candidate profile and submit. Campus and early-careers roles use a separate system, Oleeo, at morganstanley.tal.net.
Morgan Stanley uses HireVue for the recorded, on-demand video interview, commonly an early screening stage. Prepare structured, values-aligned answers, map them to Put Clients First and Lead with Exceptional Ideas, and rehearse on camera before you record.
After the video interview, expect a final round of back-to-back interviews with the hiring team. Expect behavioral, technical, and fit questions mapped to the firm's Core Values and its tenets of Rigor, Humility, and Partnership, with division-specific depth across banking, wealth, and technology.
After the final round, the recruiting team and hiring managers decide and extend the offer. Use ResumeAdapter to score your resume against the Morgan Stanley posting first, surface the role-relevant keywords you are missing, and get a rewrite plan before you apply.
This hub serves every division: Institutional Securities, Wealth Management, Investment Management, and Technology, which uses the same Analyst, Associate, and VP titles. Each bullet below carries its own evidence: the client or deal outcome, a precise number, and the value it demonstrates. For the HireVue-and-final-round loop and who decides, see the Morgan Stanley interview process spoke.
Drove a $400M cross-border acquisition to close two weeks ahead of deadline for a strategic client, building the accretion model and coordinating diligence across legal and financing.
Grew net new assets 22% in an underserved high-net-worth segment by designing a repeatable tax-and-estate planning framework with firm specialists, adopted desk-wide.
Reduced daily settlement reconciliation breaks 85% by adding schema validation and idempotent retries to a post-trade pipeline, passing an internal controls review.
On January 15, 2026, Morgan Stanley reported record full-year 2025 results: net revenues of $70.6 billion and net income of $16.9 billion, a return on tangible common equity of 21.6 percent. By any measure, that is a firm performing, not retrenching.
Weeks later, in early March 2026, it cut roughly 2,500 jobs, about 3 percent of its workforce, across all divisions while sparing its financial advisers. The firm tied the move to business priorities, location strategy, and performance rather than financial weakness, on a base of about 83,000 employees as of December 31, 2025.
For candidates, the read is reallocation, not a hiring freeze. Record profits paired with selective, performance-driven cuts mean the competition is set by Morgan Stanley's own bar, and that bar is higher on every resume that reaches a recruiter.
Because the competition is performance-bar-driven rather than a firm in retreat, a resume that mirrors the posting's keywords and proves quantified, values-aligned impact is what moves forward.
FAQ
The questions most candidates surface when they cross-check their resume against the Morgan Stanley 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.
Yes, it is very competitive. Morgan Stanley hires against a high performance-and-values bar, and many roles draw far more qualified applicants than seats. The most reliable way to improve your odds is to tailor your resume to the exact posting, mirror the role's keywords so the Workday parser ranks it, and show evidence of the firm's five Core Values: Do the Right Thing, Put Clients First, Lead with Exceptional Ideas, Commit to Diversity and Inclusion, and Give Back.
Morgan Stanley publishes no single required degree. Most front-office analyst and associate roles expect a bachelor's degree, commonly in finance, economics, accounting, mathematics, engineering, or computer science, and many post-MBA associate roles expect a graduate degree. Technology roles weight a computer science or related quantitative background. Rather than anchoring on a major, focus on what the Workday parser and recruiters actually evaluate: a keyword-matched, quantified resume that proves the Core Values.
The path is apply through Workday, a recorded HireVue video interview, then the final-round interviews and the decision. End to end it commonly runs from a few weeks to a couple of months, depending on division, role, and recruiting season; these timelines are commonly reported by candidates rather than a Morgan Stanley commitment. Campus timelines are typically faster and more structured than experienced-hire timelines, which depend on team need.
Yes. Morgan Stanley uses Workday Recruiting as its applicant tracking system. The apply flow runs on ms.wd5.myworkdayjobs.com, the Workday wd5 pod, with JR-prefixed requisition IDs. Eightfold AI at morganstanley.eightfold.ai is the discovery and matching front-end that hands off to Workday, not the ATS of record. Campus and early-careers applications run through a separate system, Oleeo, at morganstanley.tal.net. HireVue is the recorded video interview, not the ATS. Notably, Morgan Stanley is not on Oracle like its Wall Street peers Goldman Sachs and JPMorgan; it runs the same Workday plus Eightfold stack as NVIDIA. Because a real Workday parser reads your resume before a recruiter does, keyword matching against the posting genuinely matters here.
There is no official ranking, and difficulty depends heavily on the division and the year, as candidates commonly report. Bulge-bracket investment banks, including Morgan Stanley, Goldman Sachs, and JPMorgan, are consistently among the most competitive because they draw far more qualified applicants than seats. The practical takeaway is the same at all of them: tailor your resume to the exact posting, clear the parser, and prove quantified, values-aligned impact, because that is what moves a file forward regardless of which bank ranks hardest.
Target the entry points built for it: the campus analyst programs, off-cycle internships, and early-careers roles, which at Morgan Stanley are run through the separate Oleeo system at morganstanley.tal.net rather than the experienced-hire Workday flow. With no full-time experience, lead your resume with quantified internship, project, and coursework outcomes, mirror the posting's keywords so the parser ranks the file, and show the Core Values, especially Put Clients First and Lead with Exceptional Ideas, through specific results rather than claims.
A clean, ATS-parseable resume with quantified client or deal impact and clear evidence of the firm's Core Values. Because Workday Recruiting parses the file first, use a single-column, text-based layout with contact details in the body rather than the header, standard headers like Experience, Education, and Skills, and mirror the posting's titles and skills. Then lead every bullet with a specific, quantified outcome that proves Put Clients First, Lead with Exceptional Ideas, and Do the Right Thing. For how to map each value to resume language, see the Morgan Stanley values guide at /companies/morgan-stanley/values.
The five Core Values, Do the Right Thing, Put Clients First, Lead with Exceptional Ideas, Commit to Diversity and Inclusion, and Give Back, each mapped to resume language with a do-this and avoid-this example.
The full title ladder with crowdsourced comp, scope per band, and the Analyst-to-Managing-Director steps that change the resume most.
The recorded HireVue video interview, the final round of back-to-back interviews, and the Core Values and tenets the questions map to.
A worked software-engineer resume with quantified scope and craft, the structure Morgan Stanley Technology applicants should mirror.
Morgan Stanley runs a real vendor ATS, so the underlying ATS statistics show exactly why precise, keyword-matched, quantified bullets get ranked and read, and why vague, generalist phrasing stalls under the parser. See how the Workday ATS parses a resume, or browse all company resume hubs.
See the underlying ATS statisticsMorgan Stanley's Workday 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.
