Company details

Dallas, TX

HEADCOUNT

10000+

ORG TYPE

Corporate

SECTOR

Transportation & Infrastructure

WEBSITE

https://www.att.com

About the company

AT&T is a US telecom company providing wireless service, fiber broadband, and business connectivity for consumers and enterprises. AT&T also runs large-scale network operations and technology teams that build and maintain nationwide communications infrastructure. AT&T sells through a mix of retail stores, call centers, and B2B field and inside-sales teams. AT&T operates as a public company with major operations across the United States and additional global offices.

Locations and presence

AT&T’s corporate headquarters mailing address is in Dallas, Texas, and AT&T hires across large US hubs such as Dallas, Atlanta, New Jersey, and the Seattle-area (Bothell) plus many nationwide field and retail locations. Work setup varies by role, with some work-from-home and hybrid job families listed publicly, alongside a widely reported shift toward more in-office expectations for office employees starting in January 2025.

Palpable Score

80.8

/ 100

AT&T has one of the clearest early-career pipelines on the market, with recurring internships plus multi-year development programs across tech, finance, and sales. AT&T is also more transparent than many large employers on pay ranges and benefits, though candidate experience in the interview process can be uneven based on role and team. Long-term outcomes look solid in development programs, but broad early-career progression data is not published in a way that lets candidates compare pathways side by side.

Pillar 1: Early-career access

Score

18.0

/ 20

The company runs a dedicated Early Careers hub listing multiple structured entry points (Technology Development Program, B2B Sales Development Program, Summer Internship Program, and finance tracks) rather than relying on ad hoc junior hiring.

AT&T explicitly markets the Technology Development Program as both internship and full-time routes, with defined program lengths (2–3 years full-time and a 10-week internship structure for some tracks).

The company’s early-career openings are broad, but early-career roles still represent a subset of the overall AT&T job market, so access is strong without being “most of the hiring.”

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Pillar 2: Hiring fairness and transparency

Score

14.0

/ 20

The company has large volumes of candidate-reported interview data showing a commonly repeated stage pattern (screening, assessments, structured interviews, and background checks) rather than vague one-off processes.

AT&T publishes candidate-facing “ace your interview” and application guidance content alongside program pages, which helps applicants prepare for common stages like assessments and manager interviews.

The company also has candidate reports describing slow timelines or roles that appear to stay open without clear outcomes, which pulls down perceived fairness even when stages exist.

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Pillar 3: Learning and support

Score

17.2

/ 20

The company invests in formal development programs with rotations and multi-year time horizons (for example, technology roles described as 2–3 year programs and finance leadership roles described with two 12-month rotations).

AT&T publishes a Learning and Development and benefits ecosystem that includes tuition assistance, certificate reimbursement options, mentoring, and internal career development tools like an opportunity marketplace.

The company supports internships with built-in networking exposure in at least some programs (for example, internship descriptions that reference building relationships with current and former program participants and exposure to multiple finance areas).

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Pillar 4: Pay fairness and stability

Score

17.0

/ 20

The company regularly posts employer-provided salary ranges on roles, including internship postings (for example, undergraduate and graduate internship roles showing published salary ranges on AT&T’s job site).

AT&T lists stable “regular” employment types and broad benefits, including tuition assistance and other large-company benefits that reduce early-career financial risk compared with short-contract pathways.

The company’s pay transparency is not perfectly consistent across every job family and geography, so candidates still need to check each posting rather than relying on a universal pay framework.

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Pillar 5: Early-career outcomes

Score

14.6

/ 20

The company’s public alumni and program content includes explicit internal progression signals for at least one development-program community (including a published claim about promotions among a large alumni group), which is a concrete outcome indicator even though the metric is not independently audited.

AT&T’s Technology Development Program has a slightly higher Glassdoor rating than the company-wide average and includes a published “would recommend” percentage, suggesting many participants see the program as a credible early-career springboard.

The company’s sales development pathway is described publicly as quota-based and competitive, and reviews commonly frame outcomes as manager-dependent, so early-career success can vary materially by team and role type.

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