• The company states that internships exist but frames them as a “small number” across locations, with London internships routed via partners rather than a large in-house campus pipeline.
• 3i Group reports taking on three paid interns via the GAIN Empower Investment Internship Programme in summer 2024 and two more in summer 2025, which confirms recurring but low-volume intake.
• The company does not currently present a first-party graduate programme page with annual intake timing, role families, or application windows, so entry-level access looks opportunistic rather than systematic.

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• The company’s most detailed public process description for graduate hiring is found on third-party listings that describe online tests, interviews, and an assessment centre, rather than on 3i Group’s own careers pages.
• 3i Group candidate interview reports describe multi-stage steps like numerical and verbal reasoning tests, recruiter phone screens, and assessment-centre style group exercises, which suggests structure but not consistent first-party transparency.
• The company explicitly notes that speculative applicants may not receive responses due to application volume, which is understandable for a small firm but still reduces perceived closure and transparency for early-career applicants.

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• The company describes “comprehensive induction plans for all new joiners,” including sessions with different teams to support integration, which is a concrete onboarding signal.
• 3i Group describes learning as work-based with targeted training plus mentoring, and 3i Group also references leadership and mentoring programmes in careers content.
• The company does not describe early-career-specific mentorship structures such as buddy systems, cohort curricula, or a standard intern learning plan, so support likely varies by team and manager.

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• The company lists a benefits package that includes private medical insurance, life insurance, and retirement provisions, plus wellbeing supports like fitness and an Employee Assistance Programme for counselling.
• 3i Group does not publish salary ranges for internships or early-career roles on first-party pages, so candidates often need third-party estimates to benchmark pay.
• The company’s internship pathways referenced through partners are described as paid, but the company does not provide straightforward, comparable pay figures or ranges alongside those routes.

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• The company links internships to paid access programmes (GAIN, 10,000 Black Interns) and shows repeat participation over multiple summers, which supports continuity as an entry route even at small scale.
• 3i Group has positive overall employee sentiment on Glassdoor, with an overall rating around 4.1/5 and a large majority recommending 3i Group as a workplace, which is a helpful but not early-career-specific outcome signal.
• The company does not publish early-career outcomes such as internship-to-offer conversion, retention by cohort, or typical time-to-promotion, which limits confidence about progression after entry.

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