• The company runs a Co-Operative Education Program positioned as a 6-month, full-time placement for undergraduates across functions like Finance, Marketing, Strategic Global Sourcing, IT, and U.S. Supply Chain.
• Cencora advertises a summer internship model alongside co-ops, with early-career content and imagery that suggests recurring annual intake rather than one-off placements.
• The company has a visible pipeline of intern roles tied to core operations areas (for example supply chain and distribution-center work), which matters for graduates who want practical, hands-on first-role options.

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• The company publishes a step-by-step recruitment process on the careers site (application received, review, screen, interview, offer, onboarding), which helps early-career candidates prepare and set expectations.
• Cencora has public interview-stage patterns showing structured elements like phone screens, one-on-one interviews, and panels, but also frequent pre-employment steps like drug tests and background checks that can lengthen or complicate timelines.
• The company has mixed candidate-reported experiences in public interview feedback, including examples of quick, straightforward processes alongside reports of delays or dropped communication, which reduces consistency on fairness and transparency.

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• The company describes co-op support features such as peer mentoring plus developmental and networking activities, which is the kind of scaffolding that helps first-time hires land quickly.
• Cencora’s 10-K describes formal learning supports available to employees, including tuition reimbursement, leadership and professional development programs, and a global learning experience platform.
• The company frames distribution-center team member training around safety procedures and peer-to-peer safety programs, which is relevant support for early-career hires entering operational environments.

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• The company’s public early-career postings syndicated on external job boards commonly include a salary range and a note that ranges vary by location, which is better than fully opaque pay.
• Cencora’s public descriptions of benefits include paid time off, retirement and employee stock purchase plans, paid parental and caregiver leave, and back-up care options, which supports early-career stability.
• The company’s pay transparency is not consistently accessible on the first-party careers pages for interns and co-ops because some postings become unavailable after closing, making it harder for early-career candidates to benchmark offers.

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• The company has at least one publicly shared early-career progression story where an employee started as an intern and later moved into a strategic corporate team after multiple years, which supports the case for internal mobility.
• Cencora has intern review feedback that includes concerns about limited intern community-building and at least one report referencing a cancelled leadership development program for new grads, which weakens confidence in consistent early-career outcomes.
• The company does not publish early-career outcome data such as intern-to-offer rates, time-to-promotion bands for entry roles, or early-tenure retention, so the score cannot move into the high range without stronger evidence.

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