Company details

San Francisco, CA

HEADCOUNT

10000+

ORG TYPE

Corporate

SECTOR

Technology & Digital

WEBSITE

https://www.autodesk.com/

About the company

Autodesk makes design and engineering software used across architecture, construction, manufacturing, and media. Products such as AutoCAD and Fusion are used to design, simulate, and build physical and digital things, from buildings to machines to film assets. Autodesk sells primarily via software subscriptions and supports customers with cloud services, integrations, and enterprise support. Autodesk operates globally with offices and teams spread across multiple regions.

Locations and presence

Autodesk’s worldwide headquarters is in San Francisco, and Autodesk lists regional headquarters and office locations across the Americas, EMEA, and Asia-Pacific. Autodesk positions a hybrid-first “Flex Forward” approach where employees may work office-based, hybrid, or home-based depending on role and team norms.

Palpable Score

69.8

/ 100

Autodesk offers credible entry-level access through a recurring internship pipeline and visible student hiring, but Autodesk does not publicly show the same level of structured graduate pathways and outcome reporting as the very strongest early-career employers. Autodesk explains the broad shape of hiring and commits to status updates, yet Autodesk also states the company does not typically provide specific post-interview feedback, and candidate reports describe uneven communication. Autodesk invests in learning through mentoring, intern programming, and education benefits, while longer-term early-career outcomes remain hard to verify from public data.

Pillar 1: Early-career access

Score

16.0

/ 20

The company runs a dedicated Students and New Grads hub that explicitly markets internships as meaningful project work rather than admin tasks.
Autodesk states the internship experience includes mentorship plus structured activities like tech talks and project showcases, which signals a repeatable program rather than ad hoc intern hiring.
The company references “hundreds” of interns coming to Autodesk each year in regional careers content, which supports the idea of recurring early-career intake.

Pillar 2: Hiring fairness and transparency

Score

12.5

/ 20

The company publishes an interview FAQ that sets an expectation of status updates after the last interview, which is a basic transparency marker for candidates.
Autodesk also states the company does not typically provide specific post-interview feedback, which lowers fairness for early-career applicants who rely on feedback to improve.
The company has substantial candidate-reported interview data describing multi-stage processes and delays in scheduling or closure, which points to inconsistent execution even when the process structure exists.

Pillar 3: Learning and support

Score

15.8

/ 20

The company describes internships as being supported by mentorship and peer cohorts, plus organised development activities like tech talks and showcases.
Autodesk funds an internal mentorship program with options such as short-term mentoring, group mentoring, and one-on-one matches, which supports learning beyond a single team.
The company offers education support such as tuition reimbursement (with manager approval and course completion requirements), which is practical for early-career upskilling.

Pillar 4: Pay fairness and stability

Score

14.5

/ 20

The company has internship pay visibility through public listings and salary reporting sources, including clearly stated salary ranges in some markets.
Autodesk publishes a broad benefits package that includes items like wellness reimbursement and education support, which supports early-career stability beyond base pay.
The company does not consistently publish pay ranges across all early-career postings globally, so transparency still varies by country, role family, and listing source.

Pillar 5: Early-career outcomes

Score

11.0

/ 20

The company publicly states Autodesk aims to hire as many former interns as possible into full-time roles, which signals a conversion intention even without hard numbers.
Autodesk has public intern-review feedback that includes positive project and team experiences alongside complaints about unclear return-offer procedures, which suggests outcomes vary by team and process clarity.
The company does not publish program-level early-career outcomes such as return-offer rates, retention, or time-to-promotion, and Autodesk’s recent restructuring job cuts add uncertainty about predictability in some functions.