• The company advertises four distinct early-career routes in one place: a U.S. virtual pre-internship, a global 10-week internship, a global 24-month analyst program, and a UK apprenticeship.
• BNY lists application opening dates for each pathway (for example, internships opening August 5, 2025 and analyst applications opening September 16, 2025), which signals repeatable annual intake rather than ad hoc junior hiring.
• The company supports non-degree entry through a four-year apprenticeship in England that combines a full-time role with a funded degree or professional qualification.

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• The company publishes a simple step-by-step application flow for early-career tracks (Application, Assessment, Interview, Offer) on the internship, analyst, and apprenticeship pages.
• BNY explains that early-career screening can include an initial skills assessment and a short assessment step, plus interviews focused on skills and competencies.
• The company does not publish a consistent timeline target or feedback promise for early-career candidates, so applicants still rely on mixed third-party interview reports to anticipate pacing and closure.

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• The company states that interns get access to senior leaders and mentoring, plus development workshops and trainings, alongside meaningful project work.
• BNY describes the analyst program as a 24-month development journey with mentoring, peer networking, and cross-functional exposure intended to prepare analysts for longer-term careers.
• The company builds community for junior talent through the Future Leaders Network, described as early-career professionals in 15 locations running leadership exposure sessions and practical learning opportunities.

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• The company posts early-career salary ranges in at least some public analyst program listings, giving candidates a real pay band before interviews.
• BNY markets a “People Rewards” package that explicitly includes a strong retirement package, generous paid time off, and competitive health plans, which is a stability signal for first-job hires.
• The company’s pay transparency is uneven across regions and listings, and the four-days-in-office policy can create extra cost and commute burden for entry-level hires in expensive hub cities.

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• The company publishes intern cohort sentiment and intent-to-return stats for the 2024 intern class, including “96% would accept an offer to return full-time after graduation” and “93% said that they had the support needed to be successful during their internship.”
• BNY states that interns are considered for the full-time analyst program, and the apprenticeship pathway is described as starting with placement into a full-time role that apprentices may remain in after successful completion.
• The company does not publish core outcomes like internship-to-offer conversion rates, analyst-program completion and placement rates by track, or early-tenure retention and promotion timelines, which limits confidence about results across teams and locations.

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