• The company advertises a Software Engineer – New Graduate 2026 role with a defined graduation window and a July/August 2026 start.
• Airwallex runs structured intern routes, including a 12-week Software Engineer Intern Program and longer student placements (for example a 6-month Intern AI Engineer placement in Singapore).
• The company’s open roles list is still senior-heavy overall, so early-career access exists but is not evenly spread across teams.

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• The company publishes a step-by-step assessment flow for the graduate role (application + transcript, online technical assessment, talent screen, live coding, hiring manager interview).
• Airwallex has public candidate accounts describing slow replies, messy coordination, and low-quality feedback after take-home tasks, which matters a lot for graduates.
• The company includes clear candidate-protection policies in postings (recruitment-scam warnings, agency submission policy) and also states an “AI tools not allowed during applications/interviews” rule on at least some role pages.

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• The company explicitly promises “structured onboarding, training, and hands-on guidance” plus mentorship for graduate engineers in the new-grad listing.
• Airwallex’s intern program copy pushes for in-office learning time (at least 3 days per week) to maximise access to senior engineers and faster feedback loops.
• The company does not consistently embed concrete ramp plans (buddy system, 30/60/90 goals, pairing expectations) across the wider job catalogue, so support signals look strongest in early-career-specific postings.

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• The company posts base salary ranges for at least some roles (example: a Singapore backend engineering role lists a published SGD range and notes equity and bonus eligibility).
• Airwallex lists tangible benefits and leave in role pages and graduate materials (health coverage and screening, mental wellness support, birthday leave, volunteer leave, and role-dependent benefits by country).
• The company does not consistently publish salary ranges on early-career roles themselves, which caps pay fairness for graduates trying to compare offers quickly.

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• The company has mid-to-high “recommend to a friend” signals visible on public employer-review pages, but those averages are not early-career specific.
• Airwallex was included in a 2026 “best workplaces” style ranking in the US (including San Francisco lists), which is a positive external signal but not an outcomes metric for juniors.
• The company does not publish early-career outcomes like intern conversion rates, promotion velocity, or 12–24 month retention, so outcomes scoring is constrained by missing data.

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