• The company promotes a broad Early Talent menu including apprenticeships, internships, industrial placements, and graduate programmes rather than relying only on ad hoc junior hiring.
• AstraZeneca runs structured internships with a defined 10–12 week window and a published seasonal flow (applications opening, screening and interviews, offers, and onboarding).
• The company runs multi-site graduate programmes with defined structures, including a two-year R&D programme built around three eight-month placements at the site you apply to.

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• The company publishes candidate guidance that sets expectations on response timing for Early Talent, including that updates can take four to eight weeks after the advert closing date.
• AstraZeneca describes common assessment components for graduate roles, including game-based assessments, video or telephone interviews, and assessment days (sometimes in combination).
• The company’s graduate job adverts sometimes spell out specific steps and dates, such as an online SHL assessment after application and an interview window later in the cycle, but this detail is not consistent across every early-career pathway.

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• The company’s R&D graduate programme is explicitly designed around breadth-building rotations and ongoing mentoring, with graduates working closely with peers, mentors, and subject experts across placements.
• AstraZeneca apprenticeship role pages describe hands-on project work paired with “learn and earn” support, including guidance from managers, mentors, and a buddy (often an existing or ex-apprentice) for onboarding.
• The company positions early talent learning as “real ownership” plus continuous feedback, but the company does not publish a standardised onboarding curriculum that applies across all early-career programmes and functions.

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• The company publishes salary figures on some graduate job adverts, for example UK R&D graduate postings listing £35,600 plus benefits.
• AstraZeneca includes pay transparency in at least some non-UK postings as well, with examples of job adverts stating a starting salary aligned to a local collective agreement and listing benefits such as pension and insurance.
• The company does not consistently publish pay ranges across all early-career roles and geographies, so early-career pay transparency depends on the country and the specific posting.

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• The company reports company-wide people outcomes in Annual Report 2024 materials, including 10.9% employee turnover and a 6.5% overall promotion rate, which helps candidates assess organisational stability and movement at a high level.
• AstraZeneca states that many apprentices go on to full-time positions (either in the apprenticeship department or other business areas), which is a practical early-career outcome signal for the apprenticeship route.
• The company has public early-career review signals that mention slow progression and limited development time in some areas, and AstraZeneca does not publish early-career outcomes like internship conversion rates, median time-to-promotion after graduation, or retention by programme cohort.

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