When large language models from different companies screen the same job applications, they tend to reject the same people. We ask what these screeners share, whether it drives their decisions, and why. Seven LLM screeners from four vendors judged 800 synthetic resumes, each paired with a job description, and four of them also judged 800 real loan applications with known repayment. For each screener we estimate its template: the decision rule, not a resume layout, that links measurable features of the text to its decisions. Three findings emerge. First, all seven share one template on resumes, and its strongest ingredient is the job description's own vocabulary. Second, that ingredient is causal. Rewriting a resume to use the job description's exact terms, without changing its facts, turns rejections into selections ten times as often as the reverse. Synonyms and reformatting have no measurable effect. The LLM we used for the rewriting, told not to fabricate, added unsupported claims to 16 of the 25 rewrites that flipped a decision, and the screeners rewarded those most. Third, the template applies when there is a job description to match. On loan narratives, which have none, text features explain little of any screener's decisions, and the screeners approve between 42% and 86% of the same loans while none predicts repayment better than chance. A simple model explains the shared rule: a screener credits each requirement it recognizes, by meaning or by exact words, whichever is stronger. The model also predicts, and the data confirm, that a faithful keyword rewrite tips only resumes already close to the bar. The vendors' own technical reports show the training steps that could make that weighting common to all of them. We release a calibrated audit that needs no demographic data.