• The company lists a small, senior-heavy set of current openings on the official careers page, with many “Head of” and “Senior” roles rather than 0–2 year tracks.
• Color offers at least one structured early-career pathway through the Lauren Ryan Memorial Summer Scholar Program, a paid genetic counseling internship with scholarship support and supervised clinical rotation.
• The company has posted internships in the past (for example Software Engineering Intern roles on external job boards), but those are not consistently visible as a recurring pipeline in the current openings list.

‍

• The company publishes a detailed recruitment fraud warning (including “verify by emailing careers@color.com”) and provides an accommodations contact route for applicants who need support in the process.
• Color job ads surfaced on major platforms show concrete pay ranges and benefits details (salary bands, 401k match, stipends, and parental leave), which reduces late-stage surprises.
• The company has mixed candidate experience signals on interview platforms, including reports of long interview loops and ghosting after later rounds.

‍

• The company runs a supervised, mentorship-heavy internship model in genetic counseling, including clinical rotation, special projects, and exposure to multidisciplinary teams.
• Color’s role ecosystem (clinical operations + product/engineering + enterprise teams) can create real cross-functional learning for early-career hires when those roles exist in-market.
• The company does not publicly show consistent, company-wide early-career support mechanics (buddy systems, defined ramp plans, or published progression frameworks) across the job ads most candidates will see.

‍

• The company includes pay ranges on multiple postings that appear on job platforms, including base salary bands for commercial roles.
• Color lists tangible stability benefits in at least one employer-provided posting, including 401k match, parental leave, company-wide recharge days, phone and wifi stipend, and an ergonomic stipend.
• The company uses a mix of employee and contractor clinician roles (including 1099 postings), and pay-range coverage is not uniform across all roles and channels, which caps transparency.

‍

• The company has widely reported layoffs tied to the wind-down of COVID-19 testing work, including reporting that Color cut hundreds of roles in early 2023.
• Color has ongoing employee-review themes referencing multiple rounds of layoffs and constrained growth opportunities, which is a direct early-career retention and progression risk.
• The company does not publish early-career outcome proof (time-to-promotion, retention over 12–24 months, or conversion rates from internships), so outcomes scoring is limited by missing data rather than branding.

‍