Company details

Cambridge, UK

HEADCOUNT

3000-9999

ORG TYPE

Corporate

SECTOR

Technology & Digital

WEBSITE

https://www.arm.com/

About the company

Arm designs CPU and system IP that other companies license to build chips for phones, PCs, servers, automotive, and embedded devices. Arm’s architecture is used across a very large ecosystem of partners, and Arm earns revenue through licensing and royalties. Arm also invests heavily in engineering and R&D to push performance and power efficiency for AI-era compute. Arm is headquartered in Cambridge, UK and operates globally.

Locations and presence

Arm’s global headquarters is in Cambridge, UK, with major office sites across the US (including San Jose and Austin) and many other countries. Arm describes a hybrid approach where teams decide their own patterns within a “bring people together face to face” framework.

Palpable Score

74.6

/ 100

Arm is a strong pick for early-career candidates who want a structured start, because Arm runs internships, graduate programmes, and degree apprenticeships with published support and development expectations. The score is capped by mixed candidate reports about the workload of assessments and by uneven pay-range visibility outside markets where Arm posts salary ranges publicly.

Pillar 1: Early-career access

Score

17.0

/ 20

The company runs a visible Emerging Talent pipeline across internships, graduate roles, and UK degree apprenticeships rather than relying on ad hoc junior hiring.
Arm advertises a two-year graduate programme with recurring annual start timing (each September) and roles across software and hardware engineering.
The company offers UK Level 4 to Level 6 apprenticeships with an 80% on-the-job and 20% academic split, which is a practical “earn and learn” entry route.

Pillar 2: Hiring fairness and transparency

Score

13.0

/ 20

The company publishes a high-level hiring process for candidates, including an initial digital (HireVue) or telephone first round followed by deeper follow-up interviews with teams and potential teammates.
Arm provides an explicit accommodations route during recruitment (including an accommodations email address and examples like breaks between interviews), which supports fairness for candidates who need adjustments.
The company has candidate-reported interview loops that can include take-home programming assignments with tight turnaround plus long technical follow-ups, which raises the time burden for applicants.

Pillar 3: Learning and support

Score

16.0

/ 20

The company describes graduate hires as being integrated as permanent team members from the beginning, with ongoing support, development opportunities, and cohort social activities across a two-year programme.
Arm positions the UK graduate programmes around hands-on project work plus structured training and mentorship, rather than “learn by osmosis” expectations.
The company publishes a broad learning-and-development package and community supports (including formal and informal communities and Employee Assistance Programs), which helps early-career hires who need scaffolding beyond day-one onboarding.

Pillar 4: Pay fairness and stability

Score

14.8

/ 20

The company publishes salary ranges on many US job postings and explains that base pay is one component of a broader total reward package, which is a tangible transparency signal.
Arm lists global benefits themes that matter for early-career stability, including equity programs, retirement or pension plans, and insurance protections that vary by country.
The company does not provide consistently comparable pay ranges across all geographies and role families publicly, so early-career candidates outside the US often have to progress further into the process to benchmark compensation.

Pillar 5: Early-career outcomes

Score

13.8

/ 20

The company has strong intern sentiment in public reviews, including very high intern work-life-balance and a high “recommend to a friend” signal, which points to many internships being a positive outcome.
Arm states that graduates finish the programme by “rolling off” as skilled members of their teams, with graduates treated as permanent team members during the programme rather than temporary rotations.
The company also has employee review evidence flagging slower career progression at higher levels, which suggests that advancement speed can vary by team and may not feel fast for everyone.