• The company runs structured early-career pathways, including an Americas Summer Internship Program and an entry-level Graduate Development Program aimed at launching new careers.
• AECOM posts recurring “entry-level” and “graduate” roles on the company’s job boards (for example, entry-level structural and environmental engineering roles and graduate roadway engineering roles), which creates multiple first-job options beyond internships.
• The company publishes region-specific early careers pages (such as Australia and New Zealand and Southeast Asia) that actively direct students to filter and apply for “graduate” and “intern” roles, signalling ongoing intake rather than occasional hiring.

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• The company lays out a staged recruitment process for the Americas that includes application review, an online strengths-based assessment, a one-way video interview, and an assessment centre or interview (virtual or face-to-face).
• AECOM sets clear eligibility rules for interns (current students) and graduates (final-year students or within two years of completion), which reduces guesswork for applicants.
• The company has mixed candidate-reported experiences on consistency and speed across teams, including reports of longer timelines for graduate programmes compared with the overall company average.

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• The company describes the Graduate Development Program as providing development planning support, access to local and global professional networks, group mentoring, and 24/7 online learning activities.
• AECOM positions the internship program as “meaningful experiences” with support, training, and direction throughout the placement, rather than leaving interns to self-navigate.
• The company’s public employee feedback includes comments that growth opportunities can depend on the manager and team, which suggests learning quality may vary across offices and disciplines.

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• The company publishes pay ranges on many U.S. early-career postings, including entry-level engineering roles with stated annual ranges and internships with stated hourly ranges.
• AECOM’s job adverts commonly list core benefits categories (medical, dental, vision, disability coverage, and paid time off), supporting baseline stability for early-career hires.
• The company’s salary transparency and benefit detail is not consistently visible across all geographies and job families, and public employee feedback includes mixed views on benefit value and cost over time.

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• The company builds “end of programme” progression into some regional graduate pathways, including an Australia and New Zealand programme that explicitly describes a transition into a professional-level role after completion.
• AECOM shows early-career progression patterns in aggregated public professional profiles, including graduates moving from trainee or graduate titles into engineer, consultant, or coordinator roles over time.
• The company has public review patterns that include both positive sentiment and repeated concerns about overtime and early-career turnover in some teams, and AECOM does not publish cohort outcomes like graduate completion rates, internship conversion rates, or retention by intake.

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