• The company runs a dedicated Students and Graduates hiring route and markets “many graduate programs” as a core way to enter Capgemini.
• Capgemini offers multiple UK early-career tracks, including the Accelerate programme (Capgemini Invent) and the Empower graduate programme, plus separate apprenticeships pathways.
• The company advertises student routes beyond graduates, including paid apprenticeships and UK industrial and summer placements supported through early-careers contact channels.

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• The company publishes a graduate recruitment process in the UK that spells out the stages, including an assessment centre format (group exercise plus a 1:1 strengths-based interview) delivered by video or in person.
• Capgemini states that candidates who complete the Situational Strengths Test receive a personalised feedback report, and that assessment-centre attendees receive feedback by phone within two weeks.
• The company’s broader recruitment-process guidance is more general and leaves timelines as “shortly” and role-dependent, which can still create inconsistency between business units and geographies.

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• The company provides a large, named internal learning platform (“Next”) and describes access to a very large library of courses and external certifications through that platform.
• Capgemini describes the Capgemini Invent Accelerate programme as starting with an induction and an Institute phase in a “feedback-rich” environment, supported by Institute coaches, academy leads, and a people manager for coaching and career development.
• The company’s UK graduate materials explicitly promote mentoring, including “Get a Mentor” positioning and structured support roles such as an intake host providing pastoral care pre-join.

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• The company publishes pay ranges on at least some US early-career listings, including a “Junior Data Engineer” posting with a stated base salary range.
• Capgemini frames UK apprenticeships as permanent paid roles with pay increases year-on-year while studying, which is a stability signal for early-career hires who choose that route.
• The company does not publish a consistent early-career pay policy or ranges across major markets (for example, UK graduate salary is not stated on key programme pages), so candidates often need to infer pay from third-party listings or individual job ads.

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• The company sets a tangible progression expectation in Capgemini Invent’s UK graduate brochure by showing “possible promotion to Consultant” at around 21 months into the Accelerate pathway.
• Capgemini has strong early-career sentiment signals in aggregate reviews, including a high intern rating and an overall employee rating with a large volume of responses and a high “recommend to a friend” percentage.
• The company shows uneven regional sentiment (for example, lower ratings in the Philippines compared with the global average) and Capgemini does not publish cohort-level outcome metrics like graduate completion rates, intern-to-offer conversion, or time-to-promotion across programmes.

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