The vocabulary of corporate America.

Software American companies use to filter resumes automatically before a recruiter ever sees them. A resume without the right keywords gets screened out by the ATS before it reaches a single human.

An American legal principle that lets either the employer or the employee end the working relationship at any time, for any reason (except discrimination). Different from Brazil's CLT system.

The fixed part of your pay, not counting bonus, RSUs and benefits. In corporate America, total compensation is usually much higher than base salary alone.

Everything beyond salary: health insurance, 401(k), PTO, stock options. Unlike Brazil, health coverage is not required by law, so it varies a lot from company to company.

A standard American process that verifies criminal, credit and prior employment history. Almost every company runs one before finalizing a hire.

Cost of Living Adjustment, a pay increase based on local living costs. Worth understanding when you compare offers from different cities (SF vs. Austin vs. NY).

A one-page document that goes alongside your resume. In the American market, it is where you tell your story and connect your experience to the specific role. The format differs from Brazil.

Executives with a Chief title: CEO, CFO, CTO, CMO. The term used to refer to the top leadership of an American company.

Employment Authorization Document, issued by USCIS, which authorizes a foreign national to work in the US. It can be obtained through several visa categories.

Company shares or stock options as part of your pay. Common in tech. It can be RSUs (Restricted Stock Units) or stock options. The vesting schedule defines when you can claim them.

A visa for foreign workers in specialty occupations (usually requiring a degree). Selected through an annual lottery. Capped at 65,000 visas per year, plus 20,000 for US master's holders.

A period when a company stops hiring, usually for economic or restructuring reasons. Spotting when a company is in a hiring freeze saves you wasted energy.

A company's internal job classification system (L3, L4, L5 at Google; E3-E6 at Meta). It determines salary, responsibility and progression. Getting your level right before you negotiate is crucial.

A professional who uses LinkedIn Recruiter (the paid version) to source candidates actively. Showing up in those searches takes a profile optimized with the right keywords.

Optional Practical Training, a 12-month work authorization for F-1 students after graduation. STEM OPT adds a 24-month extension for science, technology, engineering and math fields.

A formal American job offer document. It spells out the role, salary, start date and benefits. It is not the contract, which comes separately. Always negotiate before you sign.

Paid Time Off, your paid days away from work. Unlike Brazil (30 days of vacation by law), American PTO varies widely by company: 10 to 25 days. Some companies offer unlimited PTO.

A formal performance evaluation cycle, usually every six months or once a year. In the US, it ties directly to promotion, raises and bonuses. Being ready for a PIP (Performance Improvement Plan) matters.

The first interview in the American hiring process, usually 20-30 minutes by phone or video with an HR recruiter. It focuses on culture fit, salary expectations and availability.

Restricted Stock Units, company shares granted as pay and released on a vesting schedule (usually 4 years with a 1-year cliff). A core part of total compensation at Big Tech.

Situation, Task, Action, Result, a framework for answering behavioral questions in American interviews. "Tell me about a time when..." calls for an answer structured this way.

When an American company sponsors a work visa (H-1B, green card) for a foreign candidate. Not every company offers sponsorship, so checking before you apply is essential.

The sum of everything: base salary plus bonus plus RSUs/equity plus benefits. In corporate America, especially in tech, total comp can be 2-3x the base salary. Always compare totals, not just base.

A NAFTA/USMCA visa for citizens of Canada and Mexico in specific professions. Simpler than the H-1B, with no lottery and approval at the border.

The calendar that defines when you actually earn your shares or benefits. The tech standard is 4 years with a 1-year cliff (25% after the first year, the rest monthly). Leaving before the cliff means losing it all.

See Sponsorship.

A document your American employer issues summarizing your earnings and the taxes paid for the year. Roughly the equivalent of Brazil's informe de rendimentos. You need it to file your income tax (IR).

The legal documentation that lets a foreign national work in the US. It includes visas (H-1B, TN, O-1), EAD and Green Card. The first requirement any candidate needs before applying.