• The company runs dedicated “university” hiring for both internships and full-time graduate roles, rather than treating early-career hiring as ad hoc.
• Amazon posts recurring Software Development Engineer internships (including Summer 2026 roles with defined 12-week durations and many U.S. host locations), showing repeatable intake.
• The company also runs apprenticeships in multiple countries (including EMEA programmes with a defined application-to-assessment pathway), adding a non-degree route into early careers.

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• The company publishes a structured view of the hiring journey (online application, assessments, phone screening, and an interview loop) and keeps role-specific prep resources in one place.
• Amazon publicly describes the “bar raiser” as a trained interviewer intended to keep hiring standards consistent and reduce bias across teams.
• The company sets an explicit decision timeline target after phone screens and after on-site loops, but candidate experiences still vary by team, especially around how much feedback is shared.

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• The company’s internship roles are scoped as full-time work with ownership expectations and structured intern programming, rather than shadow-only placements.
• Amazon’s new-grad Software Development Engineer postings describe early growth being supported through learning and mentorship alongside real production responsibilities.
• The company offers formal education support and job-related learning benefits (with separate frameworks for corporate employees and frontline roles), but Amazon does not publish a consistent, company-wide onboarding or mentorship standard for all early-career hires.

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• The company publishes pay ranges on many roles, including U.S. SDE internship postings with an explicit hourly base-pay range by geography and a stated starting rate on at least one 2026 internship listing.
• Amazon includes salary transparency in some non-U.S. graduate engineering postings (for example, a stated monthly base pay for a 2026 SDE role in Poland), which is still uncommon in several markets.
• The company’s benefits for U.S. employees include paid parental leave options and stock-based compensation eligibility in many corporate roles, but pay visibility and benefit detail still varies a lot by country, job family, and worker type.

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• The company has a well-known high-performance culture, and public employee feedback frequently points to workload intensity and performance management pressure, which can shorten tenure for some early-career hires.
• Amazon shows repeatable early-career progression patterns on public professional profiles, including interns moving into full-time entry roles and then into mid-level roles over time.
• The company announced corporate job cuts in late 2025 with a window for impacted employees to seek internal roles, which supports some mobility, but still raises early-career stability risk in affected orgs and makes outcomes less predictable.

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