How to Apply to ANZ Group

8 min read Last updated April 20, 2026 174 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • ANZ uses Workday as its applicant tracking system; create one candidate profile and reuse it across every market and role family.
  • Tailor every application to the role criteria and articulate a specific 'why ANZ' answer that connects to the purpose statement.
  • Prepare STAR-format examples for each of ANZ's leadership behaviours, with at least one risk-and-conduct example ready.
  • Quantify outcomes in customer, dollar, percentage or risk terms because bank hiring managers screen for measurable impact.
  • Expect a structured panel interview with behavioural, technical and values components, increasingly on-site for finals.
  • Demonstrate agile and 'tribe/squad/chapter' fluency for technology, product, data and design roles.
  • Background, probity and FAR checks are extensive; surface any disclosure issues early to your TA partner rather than at offer stage.
  • Total reward includes above-statutory superannuation, share plans, generous parental leave and genuine flexibility; negotiate the package, not just the base.
  • Ask for behavioural feedback if unsuccessful; ANZ is one of the few banks of its size that will give you specific, useful debriefs.

About ANZ Group

Australia and New Zealand Banking Group Limited, universally known as ANZ, is one of Australia's 'Big Four' banks and consistently ranks among the top 50 banks globally by market capitalisation. Headquartered at the ANZ Centre in Melbourne's Docklands precinct, the bank traces its origins to the Bank of Australasia, founded in London in 1835, making it one of the oldest continuously operating financial institutions in the Southern Hemisphere. Today ANZ employs approximately 40,000 people and operates across more than 30 markets, with its primary footprint in Australia, New Zealand and the Asia-Pacific region, plus institutional banking operations spanning Europe, the Middle East and the Americas. Its core business lines include Australia Retail, Australia Commercial, Institutional, New Zealand, and Suncorp Bank, which ANZ acquired in 2024 in one of the largest banking deals in Australian history. The company is dual-listed on the Australian Securities Exchange and the New Zealand Stock Exchange under the ticker ANZ. Culturally, ANZ has been undergoing a significant transformation under CEO Shayne Elliott (and successor leadership) toward a 'purpose-led' model summed up in the corporate purpose statement: 'to shape a world where people and communities thrive.' This translates internally into heavy investment in agile ways of working, digital banking platforms such as ANZ Plus, cloud migration, data and AI capability, and a flexible 'how we work' policy that genuinely supports hybrid and part-time arrangements. ANZ is also a recognised leader on diversity, equity and inclusion in Australian corporate life: it has held WGEA Employer of Choice for Gender Equality citation for over a decade, runs the Reconciliation Action Plan for Indigenous employment, and publicly publishes pay gap and representation data. For job seekers, this means ANZ is a large, regulated, change-heavy employer that offers genuine career mobility across geographies and disciplines (technology, banking, risk, data, design, operations, customer-facing roles), strong learning and development, competitive total reward including share plans and superannuation above the legal minimum, and parental leave that is among the most generous in Australian banking. It also means the bar is high on conduct, regulation, and culture-fit questions, especially after the 2018 Royal Commission, the 2024 RBA bond trading investigation, and ongoing APRA scrutiny that continues to shape how the bank hires, promotes and rewards.

Application Process

  1. 1
    Search and apply via the official ANZ careers portal at anz

    Search and apply via the official ANZ careers portal at anz.com/careers, which is powered by Workday; create a single Workday candidate profile that you can reuse across all ANZ roles in every country.

  2. 2
    Submit a tailored resume and a short cover letter or 'why ANZ' statement; ANZ ex

    Submit a tailored resume and a short cover letter or 'why ANZ' statement; ANZ explicitly asks candidates to address the role criteria and the company's purpose, so generic applications are screened out quickly.

  3. 3
    Complete online assessments where required, typically a combination of cognitive

    Complete online assessments where required, typically a combination of cognitive ability, behavioural/values alignment and (for tech/data roles) a coding or case exercise delivered through Workday or partners such as Hudson, SHL or HackerRank.

  4. 4
    Phone or Microsoft Teams screen with an internal Talent Acquisition partner (usu

    Phone or Microsoft Teams screen with an internal Talent Acquisition partner (usually 30 minutes) covering motivation, eligibility to work, salary expectations and high-level experience against the role.

  5. 5
    One to three rounds of interviews with the hiring manager and panel members, oft

    One to three rounds of interviews with the hiring manager and panel members, often including a behavioural interview structured around ANZ's leadership behaviours, a technical or case interview, and a values/culture conversation.

  6. 6
    Background and probity checks via a third party (typically Equifax or Fit2Work)

    Background and probity checks via a third party (typically Equifax or Fit2Work) covering identity, right-to-work, criminal history, bankruptcy, ASIC banned-and-disqualified register, and reference checks; for regulated roles APRA's Financial Accountability Regime (FAR) checks also apply.

  7. 7
    Verbal offer followed by a written contract through Workday; onboarding includes

    Verbal offer followed by a written contract through Workday; onboarding includes mandatory compliance training (Code of Conduct, anti-money-laundering, privacy, risk culture) before you receive system access on day one.

Resume Tips for ANZ Group

recommended

Tailor the resume to the role's key accountabilities and capability framework; A

Tailor the resume to the role's key accountabilities and capability framework; ANZ recruiters explicitly look for evidence against the posted criteria, not a generic career summary.

recommended

Quantify outcomes in dollars, customers, percentages or risk-reduction terms ('r

Quantify outcomes in dollars, customers, percentages or risk-reduction terms ('reduced complaint volumes by 18% across 1.2M retail customers') because banking hiring managers are trained to look for measurable impact.

recommended

Use Australian English spelling, the Australian date format (DD/MM/YYYY), and in

Use Australian English spelling, the Australian date format (DD/MM/YYYY), and include city plus state (e.g. 'Melbourne, VIC') so the Workday parser routes you to the correct geography.

recommended

Front-load relevant regulated-industry experience: APRA, ASIC, AUSTRAC, RBNZ, Ba

Front-load relevant regulated-industry experience: APRA, ASIC, AUSTRAC, RBNZ, Basel III/IV, AML/CTF, CPS 230, CPS 234 and Privacy Act references all signal you understand the operating environment.

recommended

For technology roles, list specific stacks ANZ uses (Java, Spring Boot, Kotlin,

For technology roles, list specific stacks ANZ uses (Java, Spring Boot, Kotlin, Python, AWS, GCP, Kubernetes, Kafka, Snowflake, Databricks, Salesforce) and note any cloud or security certifications (AWS, GCP, CISSP, CISM).

recommended

Demonstrate agile and product-mode experience using ANZ's preferred language ('t

Demonstrate agile and product-mode experience using ANZ's preferred language ('tribe', 'squad', 'chapter', 'product owner', 'scaled agile') because the bank reorganised around the Spotify model and recruiters screen for that fluency.

recommended

Surface diversity, community, volunteer and ERG involvement; ANZ takes inclusion

Surface diversity, community, volunteer and ERG involvement; ANZ takes inclusion seriously and explicitly values lived experience, neurodiversity and accessibility advocacy in candidate profiles.

recommended

Keep the resume to two to three pages in a clean, single-column format with stan

Keep the resume to two to three pages in a clean, single-column format with standard section headings so the Workday parser extracts your work history, education and skills cleanly.

ATS System: Workday

ANZ uses Workday Recruiting as its global applicant tracking system across all 30+ markets in which it operates. Workday parses your resume into structured fields (work history, education, skills), matches you against the role criteria, and feeds a ranked shortlist to the ANZ Talent Acquisition partner who owns the requisition. A single Workday candidate profile is reusable across every ANZ role, so investing time in setting it up properly once pays back across multiple applications. Workday is keyword-sensitive but increasingly uses semantic matching, so plain-language relevance still beats keyword stuffing.

  • Build the Workday profile completely on first visit — work history, education, skills, certifications, languages and work rights declared in full — because incomplete or partially populated profiles are systematically deprioritised in the recruiter shortlist view.
  • Upload your resume as a clean, text-based PDF (not a scan, not an image) so Workday's parser can extract structured data correctly.
  • Mirror the exact role title, key skills and capability language from the job description into your profile and resume so the ranking algorithm surfaces you.
  • Always apply through the official ANZ careers portal rather than third-party aggregators; aggregator redirects can break the Workday referral source field and may delay your application.
  • Set up job alerts inside Workday for the role families and locations you care about — ANZ posts new requisitions daily and the early-applicant pool is materially smaller.
  • If you previously applied to ANZ, log back into the same Workday profile rather than creating a new one, otherwise duplicate-candidate flags can stall your application.

Complete Workday Resume Guide →

Interview Culture

ANZ interviews are structured, behavioural and explicitly mapped to the bank's leadership behaviours and capability framework, so preparation is rewarded and improvisation is not.

Expect every interviewer in the panel to ask one or two STAR-format questions ('Tell me about a time when...') drawn from a written guide, then take detailed notes that are calibrated against other candidates after the loop. The behaviours you will be assessed against typically include 'lead with purpose,' 'create new value,' 'connect with empathy,' 'grow through change' and 'do the right thing,' which is ANZ's shorthand for risk and conduct. The risk-and-conduct dimension is non-negotiable post-Royal Commission and post-FAR: even for engineering, product or design roles you should expect at least one question about a time you escalated a concern, pushed back on a leader, raised a near-miss, or chose the harder right over the easier wrong. Technical interviews vary by craft. Engineers can expect a system-design round, a coding exercise (often pair-programming on a real problem rather than LeetCode trivia), and a deep-dive on a recent project. Data and analytics roles include a SQL or Python case and a stakeholder-communication scenario. Banking, risk and finance roles centre on regulatory knowledge, scenario-based judgement and commercial reasoning. Product, design and customer roles include portfolio walk-throughs and customer-centricity exercises. Across all crafts, ANZ interviewers are trained to probe for collaboration, customer empathy and humility; arrogant, individualistic or 'hero-coder' answers land poorly. The format is hybrid by default: first rounds are usually on Microsoft Teams, finals are increasingly back on-site at the Docklands tower in Melbourne, the Wellington or Auckland offices in New Zealand, or the Bengaluru and Manila technology hubs. Panels are deliberately diverse on gender, background and seniority, and ANZ encourages candidates to ask about psychological safety, flexibility and inclusion. Decisions usually come within five to ten business days. If you are not progressed you can ask for and will receive specific behavioural feedback, which is rare for a bank of this size and worth using.

What ANZ Group Looks For

  • Demonstrated alignment with ANZ's purpose ('to shape a world where people and communities thrive') and ability to articulate why you specifically want to work for ANZ rather than CBA, NAB or Westpac.
  • Strong customer focus and evidence that you have made decisions that prioritised customer outcomes, not just internal metrics, especially in light of the post-Royal Commission cultural reset.
  • A risk-and-conduct mindset: willingness to escalate, document and own mistakes; comfort with the 'three lines of defence' model and APRA's Financial Accountability Regime obligations.
  • Agile, product-mode and change-resilient experience because ANZ continues to migrate workloads to cloud, retire legacy systems and re-platform retail banking onto ANZ Plus.
  • Cross-functional collaboration evidence; ANZ runs squads, tribes and chapters, so working across engineering, product, design, risk and operations is the daily reality.
  • Inclusive leadership and lived commitment to diversity, equity, accessibility and reconciliation; for people-leader roles this is a hard gate, not a nice-to-have.
  • Regulated-industry literacy or transferable equivalent; financial-services background is preferred but candidates from healthcare, energy, telco or government with regulated experience translate well.
  • Growth mindset and learning agility, evidenced by formal study, certifications, internal mobility, side projects, or returning to study mid-career, all of which ANZ explicitly rewards in its capability framework.

Frequently Asked Questions

What ATS does ANZ use, and does my application go to a real recruiter?
ANZ uses Workday as its global applicant tracking system. Every application is screened by a human Talent Acquisition partner, but Workday's keyword and criteria parsing determines who appears in the recruiter's shortlist, so tailoring your resume to the posted criteria is essential.
Does ANZ sponsor work visas in Australia or New Zealand?
ANZ does sponsor skilled-visa candidates in Australia (subclass 482 and Employer Nomination Scheme 186) and in New Zealand (Accredited Employer Work Visa), but typically only for roles on the skills shortage lists or for senior, specialist or technology positions where local talent is scarce. Most graduate, customer-facing and operational roles require existing work rights.
How long does the ANZ hiring process take from application to offer?
The end-to-end process typically runs four to eight weeks for permanent roles and two to four weeks for contract roles. Graduate program timelines are longer (three to four months) because they involve assessment centres, video interviews and cohort-based selection.
Is ANZ genuinely flexible and hybrid, or is that just marketing?
ANZ formalised flexibility through its 'how we work' policy, and most non-branch roles operate on a hybrid model of two to three days per week in the office. Part-time, job-share, compressed-week and fully remote arrangements are all available and common, especially for parents and carers, but specific arrangements are agreed at offer stage with the hiring manager.
What is the ANZ graduate program and when do applications open?
The ANZ Graduate Program runs across Australia, New Zealand, India and the Philippines with streams in Banking, Technology, Data, Risk, Finance, Audit, Markets and HR. Applications usually open in February or March each year for an intake the following February. The selection process involves online assessments, a video interview, a virtual assessment centre and final interviews.
Does ANZ pay competitively compared with CBA, NAB and Westpac?
Total reward at ANZ is broadly comparable to the other Big Four, with base salary in the middle of the pack, superannuation typically above the statutory minimum, an annual variable reward (bonus) for most roles, an employee share plan, salary packaging, and 26 weeks paid parental leave for all parents regardless of gender. Technology and specialist roles may sit slightly below US tech-company comparators on cash but are competitive on total package and stability.
What technology stack does ANZ use?
ANZ runs a mixed and modernising stack: Java and Spring Boot for core services, Kotlin for newer mobile and back-end work, Python for data and ML, AWS and Google Cloud as the strategic public clouds, Kubernetes for orchestration, Kafka for event streaming, Snowflake and Databricks for data, Salesforce and Adobe for customer platforms, and ServiceNow for IT operations. Legacy mainframe (COBOL, DB2) still exists, especially in Australia retail.
What background checks does ANZ run, and will a minor record disqualify me?
Pre-employment screening covers identity, right-to-work, education and qualifications, employment history, criminal history (national police check), bankruptcy, ASIC banned-and-disqualified register and, for FAR-regulated roles, additional conduct and accountability checks. Minor or historical issues do not automatically disqualify you; what matters is disclosure. Tell your TA partner up front, in writing, before checks are initiated.
How should I prepare for an ANZ behavioural interview?
Prepare six to eight detailed STAR (Situation, Task, Action, Result) stories that collectively cover customer focus, collaboration, risk and conduct, leading change, dealing with conflict, and a measurable business outcome. Map each story to one of ANZ's leadership behaviours and rehearse a two-to-three minute version, because panels run to time and will cut you off.
What is it actually like to work at ANZ day to day?
Day-to-day life at ANZ depends heavily on which division and tribe you sit in, but the common threads across employee reviews on Glassdoor, Seek and LinkedIn are these: meetings are frequent and structured around squads and chapters, leaders are generally approachable and use first names rather than titles, the dress code is smart-casual outside of customer-facing or institutional roles, the Docklands campus offers full barista coffee, end-of-trip facilities and family rooms, and the cadence around quarterly business reviews and risk events is heavier than at non-bank employers. Pace is steady rather than start-up-frantic, performance management is calibrated and twice-yearly, and internal mobility is genuinely encouraged after twelve to eighteen months in role.

Open Positions

ANZ Group currently has 174 open positions.

Check Your Resume Before Applying → View 174 open positions at ANZ Group

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