Workday Candidate Profile: Customer & Employer FAQ

The job application experience hasn't kept up with modern digital expectations. Candidates still reenter the same information across employers, while AI is making it easier to apply to more jobs, faster. That volume doesn't help employers if applications go unfinished.

The market needs an apply experience that reduces candidate friction while preserving employer control, workflow integrity, and trust. That's the gap the Workday Candidate Profile is built to close. Because Workday already powers the apply moment for millions of job seekers (more than 30% of all U.S. job openings are hosted on Workday), we're positioned to close it at an ecosystem scale.

With Workday Candidate Profile, candidates save time reentering information and employers see better application completion without losing control of their recruiting process. Longer term, the same reusable-profile foundation supports future verified signals and candidate consistency—a trust layer on top of an apply experience that's already faster.

• Not a cross-employer recruiting database or shared talent pool. Employers can't browse, source, or access Workday Candidate Profiles. They'll receive specific data from the Workday Candidate Profile system through a candidate-submitted application.
• Not a data sync from employer records. Profiles are created by candidates and populated from user-supplied application data and not pulled from any employer's Workday tenant.
• Not a replacement for existing apply or sign-in options. Candidates might still select an employer's existing application flow and sign-in methods.
• Not a change to employer recruiting workflows or records. Application flows, screening questions, validations, privacy experiences, and recruiting records all remain intact.
• Not automated screening, ranking, or decision-making Workday Candidate Profile doesn't decide who gets hired, and it doesn't rank, recommend, or reject anyone. It only fills in information candidates have selected to save, and candidates decide what each employer sees.

Candidates see a Workday-branded Continue with Workday Candidate Profile option alongside existing customer-configured Sign-In and Apply options.

The first time a candidate uses Workday Candidate Profile, they can upload a resume (if configured), which Workday parses to autofill their application. On future applications, Workday Candidate Profile autofills job application data directly from the saved profile and, if configured, candidates are still prompted to upload a resume for that specific application. At the end of an application, a check box lets them save that application's data back to their profile for next time. This never affects the application that they're currently submitting only future ones. Afterwards, they can manage their data, in addition to account and privacy settings, through the Workday site WorkdayCandidateProfile.com (coming soon).

For a more detailed account of the candidate experience, see Workday Candidate Profile: All You Need To Know as a Job Seeker.

Fast and secure sign-in through email one-time password (OTP) with no unique credentials necessary per career site.

• Autofill of fields based on My Info and My Experience pages of the Job Application flow configurations. This works much like a candidate selecting Apply using my last application on career sites today. It's the same familiar autofill idea, just carried in a profile the candidate owns instead of tied to one employer's site.
• A portable profile that candidates manage independently of any employer with self-service edit, data download request, autofill toggle, and account deletion.
• Data isolation: no cross-tenant sharing of individual application histories. When a candidate is signed in to a given tenant's career site, they only see the information relevant to that tenant. The Candidate Home Account experience within a tenant is unchanged from today. Employers can't see where else a candidate has applied within the Workday ecosystem.

Prerequisites: Workday Recruiting, plus an eligible Workday-hosted Apply flow through the External Career Site.

No. It's an authentication and data-defaulting layer, not a redesign. Custom branding on external career sites stays intact, tenant configurations and internal application flows are unchanged, and the profile option only displays when a candidate is prompted to sign in or create an account.

Workday Candidate Profile will be enabled for all eligible tenants with 2027R1 (March 2027). Employers can opt out through their tenant configuration. The configurable message that can display above the Continue with Workday Candidate Profile option is intended for customers to add their own language about consent to create a Candidate Home Account unique to their tenant. Example: a link to their own privacy policy and terms of service.

Workday Candidate Profile currently isn't available for our FedRAMP (Workday Government Cloud) customers.

If the candidate's email hasn't already been associated with a Candidate Home Account, using Workday Candidate Profile creates:

• A Workday Candidate Profile account: the candidate's portable, reusable profile.
• A Candidate Home Account: the account tied to your specific tenant.

Email merging, account linking, and anything customers can already do with Candidate Home Accounts today remains unchanged. We recommend candidates use their personal email address for Workday Candidate Profile, since that email is what creates their Candidate Home Account in your tenant.

Job seekers already have the tools to apply to as many jobs as they want, in record time, using AI. We see the future of Workday Candidate Profile as adding a trust layer on top of that reality, not as a volume lever in either direction.

No. At the application Review step, candidates can edit any autofilled field (through per-section Edit links), and can still upload a resume tailored to that specific role before submitting. Workday Candidate Profile autofilling doesn't lock a user into a single generic resume or application.

Workday Candidate Profile is designed to leave your hiring processes, application flows, custom screening questions, and recruiting records completely intact. It serves as an authentication and autofill convenience layer for candidates, which helps eliminate application drop-off and yields more completed submissions and a broader, more competitive applicant pool for your open roles.

Candidates maintain independent control over their portable profile data. Once a candidate submits an application to your career site, that application data remains isolated in your tenant and is managed under your organization's standard practices, ensuring your daily application processing remains unchanged.

No. The transactions that a candidate performs on their Workday Candidate Profile, such as initiating self-service data download of Workday Candidate Profile data or account deletion, applies only to their portable Workday Candidate Profile. These transactions have no bearing on any data already submitted to your tenant as part of an application.

The same is true for edits: if a candidate edits their Workday Candidate Profile, those changes never impact a previously submitted job application in your tenant. Those only apply to future applications where the candidate chooses to use the updated profile. Your existing tenant-specific retention and purging policies are unaffected.

Workday Candidate Profile data is processed and stored in the United States.