• The company runs a Southeast Asia internship route (for example, an “Intern Malaysia” role) aimed at penultimate-year undergraduates and MBA students for 2–3 months.
• 500 Global also hires into junior-tagged roles such as an in-office Analyst position in Palo Alto, giving early-career candidates a first step beyond internships.
• The company’s early-career access is not broad-based across functions, with many roles positioned at experienced levels or requiring multiple years of prior work.

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• The company publishes a concrete timeline for at least one region, stating that once shortlisted, interview and decision-making can take around two weeks end-to-end.
• 500 Global has publicly visible candidate interview reports that commonly include phone screens and one-on-one interviews, with occasional skills or personality tests depending on role.
• The company does not provide a single, consistent candidate guide covering stages, assessment types, and feedback expectations across teams and geographies.

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• The company’s Southeast Asia internship role is framed around learning venture capital through real research and market-insights work rather than pure admin support.
• 500 Global includes “Training & Development” in the benefits list for at least one junior operations role, which is a concrete support signal beyond informal learning.
• The company’s culture pages talk about feedback loops and actively seeking feedback, but the company does not publish a clear onboarding or mentorship standard for new grads and interns.

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• The company has advertised a salary range for at least one junior investment role (the Palo Alto Analyst listing includes an annual range).
• 500 Global lists a meaningful benefits package on some roles, including healthcare coverage, family leave, unlimited PTO, and work-from-home support where applicable.
• The company rarely publishes pay ranges across the broader set of roles, which limits pay transparency and makes early-career negotiation harder.

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• The company publishes an internal average employee tenure figure (4 years), which is a positive retention signal at the company-wide level, even though this is not early-career specific.
• 500 Global has mixed employee sentiment available publicly, with recurring positives about learning and networks alongside complaints about organisation and growth clarity.
• The company does not publish early-career outcome metrics such as intern-to-offer rate, time-to-promotion, or retention for junior cohorts, so progression predictability is hard to validate.

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