NVIDIA has five core values.
Most guides confuse them with the Code of Conduct.

NVIDIA's Code of Conduct, “Our Code,” enumerates five core values: Innovation, Intellectual Honesty, Speed and Agility, Excellence and Determination, and One Team. Those five describe the culture, and each carries an exact tagline in the document. NVIDIA's live careers and culture page describes the culture thematically and does not print the enumerated five-value list, so the accurate primary source for the values is the Code of Conduct itself.

The same Code of Conduct also organizes ethical conduct into six numbered sections: 01 Integrity and Fairness, 02 Respect, 03 Passion for Our Products and Customers, 04 Doing What's Best for the Company, 05 Corporate Responsibility, and 06 Reporting and Investigating Concerns. That is a separate structure, not the cultural values. Many third-party “NVIDIA core values” pages conflate the two or invent different lists; conflating them is the mistake most guides make.

The resume reading is the same for all five values: an NVIDIA reviewer indexes on the value being visible in the bullet itself, not asserted as an adjective. A line that reads an innovative, detail-oriented perfectionist who thrives in a fast-paced environment fails, because it names three values as labels instead of demonstrating any of them, and a reviewer cannot stand behind a single one.

A line that reads prototyped a CUDA kernel rewrite in 2 weeks, validated against 6 internal benchmarks, and scaled it after the data held passes, because it shows Innovation, Intellectual Honesty, and Speed through an owned outcome without ever using the words. The five entries below give you that pattern for each value, plus the anti-pattern to delete; the conduct sections and Jensen Huang's reported operating principles follow, accurately framed.

For every candidate the move is the same: write the resume to the five core values. A clean map for a software engineer is an Innovation bullet that prototypes fast and validates on benchmark data, an Intellectual Honesty bullet that corrects an error early with a number, a Speed and Agility bullet that compresses a cycle, an Excellence and Determination bullet that holds a hard metric across iterations, and a One Team bullet that puts the company outcome over your own design. Five bullets, five values, distributed across roles, none of them naming the value as an adjective.

The six conduct sections and Jensen Huang's reported operating principles are context, not a checklist to perform. The conduct sections govern behavior, and Huang's style, mission over titles, the weekly Top 5 emails, a flat organization, and first-principles planning, is reported via books and interviews rather than published as a hiring rubric. Treat them as background that helps you understand the culture, and keep the resume itself written to the five values.

You do not need to name a single value or principle on the page. You need bullets where the five values are visible in the outcomes themselves. See the NVIDIA levels spoke for how the bar shifts by band, and the NVIDIA interview process spoke for how the values surface across the loop.