Workday and Greenhouse handle the parse. The hiring bar gets set by the company-specific rubric the reviewer applies on top. Each hub below documents that rubric: the parsing system, the named principles, the resume patterns that survive both machine and human screens.
16 Leadership Principles, the amazon.jobs ATS (not Workday), and L4 to L7 level signals, with STAR-format worked examples and the 2025 to 2026 layoff context that shapes the hiring bar.
amazon.jobs (proprietary, not Workday)
No third-party ATS: you apply via a Google Careers Profile to Google Staffing. The four hiring attributes (GCA, Role-Related Knowledge, Leadership, Googleyness), L3 to L8 levels, and the hiring committee that decides instead of the manager.
google.com Careers Profile (no third-party ATS)
Microsoft screens with Eightfold AI, not Workday. The four hiring values (respect, integrity, accountability, growth mindset), the L59 to Partner engineering levels, and the four to five interview loop with no standing hiring committee.
Eightfold AI (not Workday or Taleo)
No third-party ATS: you apply at jobs.apple.com with an Apple Account. The How We Work bar (deep functional expertise, immersion in the details, collaborative debate, bold yet informed risks), the ICT2 to ICT6 levels Apple never prints on a posting, and a team-based interview loop with no central hiring committee.
jobs.apple.com (proprietary, Apple Account)
No third-party ATS: you apply at metacareers.com with a Meta Careers profile, and a Facebook account is not required. The 6 core values Meta hires against (Move fast, Build awesome things, Be direct and respect your colleagues, Focus on long-term impact, Live in the future, and Meta, Metamates, me), the E3 to E9 engineering levels, and the full-loop interview decided by a hiring committee with team matching before the offer.
metacareers.com (proprietary, no third-party ATS)
Goldman's ATS is Oracle Recruiting Cloud, not HireVue: you apply through an Oracle candidate profile, so a real parser reads your resume first. The 14 Business Principles and four core values (partnership, client service, integrity, excellence), the Analyst to Partner ladder, and the HireVue video interview plus the superday.
Oracle Recruiting Cloud (HireVue is the interview, not the ATS)
McKinsey runs no third-party ATS: you apply at jobs.mckinsey.com and a recruiter reads your CV against problem solving, entrepreneurial drive, and inclusive leadership. The Personal Experience Interview (PEI) dimensions, the Business Analyst to Partner up-or-out ladder, and the Solve assessment plus the case-and-PEI interview.
jobs.mckinsey.com (proprietary, no third-party ATS)
BCG screens applications through Eightfold AI, an AI talent platform, the inverse of McKinsey's human CV screen. The five qualities it names (integrity, intellectual curiosity, creative thinking, collaborative mindset, drive), the Online Case known as Casey plus the SHL-built CCA, and the Associate to Managing Director & Partner ladder.
Eightfold AI (bcg.eightfold.ai candidate portal)
NVIDIA's applications run on Workday (nvidia.wd5.myworkdayjobs.com), with Eightfold AI matching on top, so a Workday parser reads your resume before a recruiter does. The five core values from its Code of Conduct (Innovation, Intellectual Honesty, Speed and Agility, Excellence and Determination, One Team), the IC1 to IC8 ladder with NSU stock-heavy pay, and a decentralized hiring-manager-led loop with no central committee.
Workday (Eightfold AI matches on top)
Tesla does not use a third-party ATS: applications run on Tesla's own in-house system at tesla.com/careers, with candidate profiles at profile.tesla.com. The four recruiting principles Tesla hires on (innovative, driven, collaborative, trustworthy) plus Elon Musk's evidence-of-exceptional-ability bar, the P1 to P6 engineering ladder with base-plus-RSU pay, and the decentralized, hiring-manager-led loop built around the hardest-problem question.
In-house at tesla.com/careers (no third-party ATS)
Netflix does not keyword-parse your resume: the live flow runs on Eightfold AI at explore.jobs.netflix.net, which matches your resume to the role. The June 2024 Culture Memo rubric (the Dream Team and the eight values) plus the Keeper Test, the flat L3 to L7 ladder with personal-top-of-market pay and a choose-cash-or-options model, and the decentralized, manager-led loop with no central hiring committee.
Eightfold AI (explore.jobs.netflix.net, not Workday)
Bain runs its applications on Avature at careers.bain.com, a real parser that reads your resume first, the named-vendor ATS member of the MBB set the way Goldman runs Oracle and McKinsey runs none. The three qualities Bain names (ambitious about helping others achieve results, curious, entrepreneurial) plus its Operating Principles, the live interviewer-led case interview and the Sova or TestGorilla digital assessment, and the Associate Consultant to Partner ladder.
Avature (careers.bain.com, not Workday)
JPMorgan Chase surfaces roles on careers.jpmorgan.com, but every business line submits through the same Oracle Recruiting Cloud candidate site at jpmc.fa.oraclecloud.com, so a real parser reads your resume before a recruiter does; the Yello-powered student talent network is a lead-capture form, not the ATS. The 20 Business Principles under four tenets, the dual-title Analyst to Associate to Vice President to Executive Director to Managing Director ladder shared by banking and technology, and the four-stage hiring flow with the reported HireVue video interview and the Superday.
Oracle Recruiting Cloud (Oracle Fusion, not Workday)
Morgan Stanley is the Wall Street bank that runs Workday, not Oracle like Goldman Sachs and JPMorgan: experienced roles apply on ms.wd5.myworkdayjobs.com with Eightfold AI matching on top, while campus hiring runs on a separate system, Oleeo, so a real parser reads your resume before a recruiter does and HireVue is the video interview, not the ATS. The five core values (do the right thing, put clients first, lead with exceptional ideas, commit to diversity and inclusion, give back), the Analyst to Associate to Vice President to Executive Director to Managing Director ladder with levels.fyi pay bands, and the HireVue plus Superday interview.
Workday (ms.wd5.myworkdayjobs.com, not Oracle)
Accenture's commercial hiring runs on Workday (accenture.wd103.myworkdayjobs.com, the AccentureCareers tenant), so a real parser reads your resume first; Accenture Federal Services runs a separate Salesforce portal and Greenhouse board instead. The six core values (Client Value Creation, One Global Network, Respect for the Individual, Best People, Integrity, Stewardship), the CL13 to CL1 ladder from Analyst to Managing Director with levels.fyi pay bands, and the candidate-led case interview for consulting plus the HackerRank coding loop for technology.
Workday (accenture.wd103.myworkdayjobs.com, not proprietary)
Each new hub follows the same structure: a pillar guide with the ATS, the named rubric, and STAR worked examples, plus deeper spokes for the principles, level ladders, and bullet patterns that matter most for that employer.
The same shape repeats so a candidate who reads one hub knows where to look in the next.
Most large US employers route through Workday or Greenhouse, but the ones that matter most rarely do. Amazon runs amazon.jobs. Each hub names the parser, the upload formats it tolerates, and the section headers it actually recognizes.
Amazon has 16 Leadership Principles with exact published punctuation. Other employers have competency ladders, behavioral rubrics, or values frameworks. Every hub documents the named rubric verbatim with the resume language each item maps to.
STAR-format worked examples by job family and level, bullet templates that pair rubric language with quantified outcomes, and the formatting anti-patterns each employer's parser fails on. Every example is engineered, not invented.
The ATS scoring engine reads your resume the way a Workday or amazon.jobs parser does, then overlays the named principles each hub documents. You see the gaps before you submit.
