Company details

Oakland, CA

HEADCOUNT

10000+

ORG TYPE

Corporate

SECTOR

Retail & Consumer

WEBSITE

https://www.block.xyz

About the company

Block builds financial and commerce products aimed at “economic empowerment” across a portfolio of brands. Square serves sellers with payments, software, hardware, and financial services, while Cash App provides consumer money tools like spending, sending, saving, and investing. Block also owns Afterpay for buy now, pay later, plus brands like TIDAL (music), Bitkey (bitcoin self-custody), and Proto (bitcoin mining products and services). Block operates globally and hires across both office-based and distributed roles.

Locations and presence

Block operates with a distributed work setup where many roles can be done remotely, alongside office locations in regions such as the San Francisco Bay Area. Hiring pages also show location-dependent policies and pay ranges, suggesting the company supports both remote and office-based work depending on role requirements.

Palpable Score

69.6

/ 100

Block has credible entry points for graduates through Square’s Emerging Talent pipeline and publishes unusually specific pay transparency details in job postings. The biggest limiter for early-career confidence is stability and progression clarity, because recent restructuring and layoffs make outcomes harder to read, and Block does not publish early-career promotion or retention data.

Pillar 1: Early-career access

Score

14.8

/ 20

The company runs Square Emerging Talent hiring that explicitly targets students, recent graduates, and bootcamp graduates for internship and full-time software engineering roles.
Block publishes clear internship formats through that pipeline, including internship lengths (12 or 16 weeks) and a defined recruiting season (typically starting in late summer and early fall).
The company’s public early-career visibility is narrower than some peers because most publicly described entry routes are concentrated in engineering under Square, with limited detail on structured early-career hiring in non-engineering functions.

Pillar 2: Hiring fairness and transparency

Score

12.8

/ 20

The company provides a practical set of candidate expectations in public materials, including eligibility rules, typical recruiting windows, and internship duration for Emerging Talent applicants.
Block includes concrete process transparency in at least some job postings, such as pay-zone logic, accommodation support, and a note that many U.S. roles are typically open for an average of 55 days.
The company does not consistently publish role-by-role interview stage breakdowns, timelines, or feedback norms across the wider Block portfolio, so candidate experience likely varies by team and function with limited public accountability.

Pillar 3: Learning and support

Score

15.0

/ 20

The company’s intern content describes structured support like mentorship (“Sidekick” mentor language appears in intern materials) and interns owning real product work rather than shadowing.
Block highlights intern learning experiences such as hack-week style programming and cross-functional collaboration (engineering, product, design) as part of the intern experience described publicly.
The company advertises learning access and benefits that support development (for example, benefits guides that list learning tools), but Block does not publish a consistent, modern onboarding or mentoring standard across all early-career roles and locations.

Pillar 4: Pay fairness and stability

Score

16.0

/ 20

The company posts pay ranges in a location-zoned format inside job ads, including clear zone-by-zone figures and an explanation of how starting pay is determined.
Block offers equity participation, an Employee Stock Purchase Plan discount, and retirement matching as standard benefits signals that matter for early-career wealth-building.
The company’s pay transparency is strongest in the U.S. postings reviewed, while entry-level and intern pay specifics are less consistently easy to find in a single, dedicated early-career pay page.

Pillar 5: Early-career outcomes

Score

11.0

/ 20

The company states an intention to convert strong-performing interns into return offers for full-time employment through Square’s Emerging Talent pathway, which is a concrete early-career outcome signal.
Block went through a major 2025 reorganization that included layoffs and role reductions, which raises uncertainty for early-career retention and internal mobility in the short term.
The company has mixed public employee sentiment on workplace experience and outlook in aggregated review data, and Block does not publish early-career promotion rates, time-to-promotion, or retention metrics that would make outcomes easier to trust.

Useful links & resources

Square Emerging Talent (internships and new grad roles)Block careers job board Benefits at Block (work setup and benefits overview)