• The company describes structured summer learning opportunities for students at the Analyst and Associate levels in New York, London, and Mumbai, with roles posted seasonally for the upcoming summer.
• Apollo publicly stated that the 2025 Global Internship Program would welcome 118 interns across 12 business lines, which is a concrete signal of recurring, multi-team early-career intake.
• The company highlights structured access pathways beyond traditional pipelines, including AltFinance, a multi-year program built with partners to train and mentor HBCU students into alternatives careers.

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• The company does not publish a single, candidate-facing page that standardises interview stages, timelines, or feedback expectations across functions, so applicants often must infer the process from the role and recruiter.
• Apollo has public candidate reports describing multi-round processes (screening, multiple 1:1 interviews, and senior panels), but those reports also include complaints about inconsistent communication.
• The company took a visible stance against “on-cycle” pressure by pausing early recruitment for a future associate class, which is a fairness signal, but the company has not paired that stance with clearer process detail for other early-career routes.

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• The company positions summer programs as “full immersion” and “apprenticeship” learning inside small teams, which is a credible format for juniors to learn by doing rather than shadowing.
• Apollo publishes onboarding and support language in regional hiring content, including “robust onboarding programs” and a buddy program, plus skills training and education assistance as part of professional development.
• The company has mixed employee-review signals on training and mentorship consistency, which suggests learning quality can vary by team even if the company invests in structured elements.

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• The company publishes a detailed benefits and wellness overview that includes health coverage categories, parental leave support, mental wellness programs, and commuter and financial wellness offerings.
• Apollo reports broad-based equity participation through employee stock programs in public filings, which is a meaningful compensation stability and alignment signal beyond base pay.
• The company does not consistently publish salary ranges on the main careers surface, which limits pay transparency for early-career candidates who want to self-select and negotiate fairly.

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• The company has relatively strong aggregated employee-review signals for “career opportunities,” suggesting many teams offer growth, even while work-life balance feedback is weaker.
• Apollo’s own internship communications point to intern cohorts building networks with peers, mentors, and senior leaders, but the company does not publish what proportion converts to full-time roles.
• The company does not publish early-career outcome metrics such as intern-to-offer rates, graduate retention, or typical time-to-promotion, so progression predictability for junior hires cannot be validated beyond mixed third-party sentiment.

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