| No. | Term | Definition |
|---|---|---|
| 1. | Applicant Tracking System | Software screening resumes and managing candidates. |
| 2. | Application | Formal submission for a job opening. |
| 3. | Assessment | Test evaluating skills, aptitude, or fit. |
| 4. | Assignment | Take-home task demonstrating job-related abilities. |
| 5. | At-will employment | Employment terminable by either party anytime. |
| 6. | Background check | Verification of criminal, employment, or identity history. |
| 7. | Behavioral interview | Interview using past examples to predict performance. |
| 8. | Benefits | Non-wage compensation like insurance, PTO, retirement. |
| 9. | Blind resume | Resume with identifying details removed to reduce bias. |
| 10. | Bonus | Extra pay tied to performance or company results. |
| 11. | Boolean search | Search using AND, OR, NOT operators. |
| 12. | Candidate | Person being considered for a role. |
| 13. | Candidate profile | Summary of skills, experience, and preferences. |
| 14. | Career change | Transition to a different occupation or industry. |
| 15. | Career objective | Brief statement of desired role and goals. |
| 16. | Case interview | Problem-solving interview common in consulting roles. |
| 17. | Certification | Credential proving proficiency in a specific skill. |
| 18. | Compensation | Total pay including salary, bonus, and benefits. |
| 19. | Competency | Demonstrable ability combining skills, knowledge, behaviors. |
| 20. | Conflict of interest | Situation where personal interests affect professional judgment. |
| 21. | Contract role | Fixed-term work agreement, often project-based. |
| 22. | Counteroffer | Employer’s revised offer after negotiation. |
| 23. | Cover letter | Letter explaining fit and motivation for role. |
| 24. | Culture add | Unique strengths improving team diversity and culture. |
| 25. | Culture fit | Alignment with company values and working style. |
| 26. | CV | Detailed academic or international career history document. |
| 27. | Diversity hiring | Recruitment efforts to broaden representation. |
| 28. | E-verify | System confirming work authorization eligibility. |
| 29. | Elevator pitch | Brief, compelling self-introduction for networking. |
| 30. | Employee referral | Candidate recommended by a current employee. |
| 31. | Employment gap | Period without formal employment on a resume. |
| 32. | Equal opportunity employer | Employer committed to nondiscriminatory hiring practices. |
| 33. | Equity | Ownership stake, often via stock options or RSUs. |
| 34. | Exit interview | Conversation gathering feedback when leaving a job. |
| 35. | Experience | Relevant work history demonstrating capability. |
| 36. | FAANG | Major tech firms: Meta, Apple, Amazon, Netflix, Google. |
| 37. | Final interview | Last-stage interview before hiring decision. |
| 38. | Freelance | Self-employed work for multiple clients. |
| 39. | Full-time | Regular employment with standard hours and benefits. |
| 40. | Functional resume | Resume organized by skills rather than chronology. |
| 41. | Gap analysis | Comparison of current skills to job requirements. |
| 42. | Ghosting | Recruiter or candidate stops responding without notice. |
| 43. | Gig work | Short-term, task-based work engagements. |
| 44. | Glass ceiling | Invisible barrier limiting advancement for some groups. |
| 45. | Golden handcuffs | Incentives that discourage leaving an employer. |
| 46. | Gross salary | Pay before taxes and deductions. |
| 47. | Hard skills | Teachable, measurable technical abilities. |
| 48. | Headhunter | Recruiter sourcing candidates for specific roles. |
| 49. | Hiring manager | Manager responsible for selecting the candidate. |
| 50. | Hybrid work | Mix of remote and in-office work. |
| 51. | Informational interview | Career conversation to learn, not to apply. |
| 52. | InMail | LinkedIn direct message to non-connections. |
| 53. | Internship | Temporary role for learning and experience-building. |
| 54. | Interview | Conversation evaluating candidate fit for role. |
| 55. | Job board | Website listing job openings. |
| 56. | Job description | Document outlining duties, requirements, and qualifications. |
| 57. | Job offer | Formal proposal of employment terms. |
| 58. | Job requisition | Internal approval to hire for a position. |
| 59. | Job title | Name describing role and seniority. |
| 60. | Key Performance Indicators | Metrics used to measure job performance. |
| 61. | Keyword optimization | Aligning resume terms with job posting language. |
| 62. | Layoff | Employer-initiated job loss due to business reasons. |
| 63. | Leadership | Ability to guide, influence, and deliver results. |
| 64. | Professional networking platform for careers and hiring. | |
| 65. | LinkedIn headline | Short tagline summarizing role and value. |
| 66. | Market rate | Typical pay for a role in a region. |
| 67. | Mentor | Experienced advisor supporting career development. |
| 68. | Minimum qualifications | Required baseline education or experience for role. |
| 69. | Mission statement | Organization’s purpose and guiding intent. |
| 70. | Mock interview | Practice interview to improve performance. |
| 71. | Negotiation | Discussion to improve offer terms. |
| 72. | Net salary | Take-home pay after deductions. |
| 73. | Networking | Building professional relationships for opportunities. |
| 74. | Notice period | Time between resignation and last workday. |
| 75. | Offer letter | Written document detailing employment terms. |
| 76. | Onboarding | Process integrating a new hire into role. |
| 77. | Open to Work | LinkedIn setting signaling job-seeking availability. |
| 78. | Overqualified | Having more experience than the role requires. |
| 79. | Panel interview | Interview with multiple interviewers at once. |
| 80. | Part-time | Work schedule with fewer than full-time hours. |
| 81. | Performance review | Evaluation of work results and development areas. |
| 82. | Phone screen | Initial brief interview to assess basic fit. |
| 83. | Portfolio | Curated examples demonstrating work quality and range. |
| 84. | Probation period | Initial trial period before confirmation of employment. |
| 85. | Professional references | Contacts who can vouch for your work. |
| 86. | Promotion | Advancement to higher responsibility or pay. |
| 87. | Qualifications | Education, skills, and experience meeting role needs. |
| 88. | Quantify achievements | Use numbers to show impact and results. |
| 89. | Recruiter | Person responsible for sourcing and screening candidates. |
| 90. | Remote work | Working from home or outside the office. |
| 91. | Request for salary range | Asking employer’s budgeted pay band. |
| 92. | Resume | Concise summary of experience, skills, and achievements. |
| 93. | Resume summary | Brief top section highlighting key strengths. |
| 94. | Role requirements | Skills and experience needed to succeed. |
| 95. | Salary band | Pay range for a role level. |
| 96. | Salary negotiation | Discussing pay to reach mutually acceptable terms. |
| 97. | Screening interview | Early interview filtering candidates for next steps. |
| 98. | Skills matrix | Table mapping skills to proficiency levels. |
| 99. | Soft skills | Interpersonal abilities like communication and teamwork. |
| 100. | STAR method | Structured storytelling: Situation, Task, Action, Result. |