• The company currently lists a Data Evangelist Intern role that is open to candidates who are currently pursuing or recently completed a relevant degree.
• DataCamp’s public jobs page is otherwise dominated by senior and manager roles (for example engineering leadership and senior commercial roles), with few “junior” or “new grad” roles visible at the same time.
• The company offers a “Create Your Own Role” submission path, but DataCamp does not present a named graduate scheme or recurring intern-to-new-grad pipeline page that sets expectations on intake size or frequency.

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• The company publishes a one-page recruitment process that lays out typical stages (recruiter call, hiring manager interview, technical test or case study, executive review, reference check, and background check) and sets a target timeline of up to four weeks from first contact to offer stage.
• DataCamp’s process document describes role-appropriate assessments, including peer technical tests for engineers and panel case studies for non-engineering roles, which supports consistency and role relevance.
• The company has mixed candidate experience signals in aggregated interview feedback, with varied interview formats and only mid-range reported positivity, which reduces predictability even when stages are clearly named.

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• The company advertises a personal development budget and an office equipment budget as standard perks, which supports ongoing learning for early-career hires.
• DataCamp publishes onboarding-related content that describes ramping and integration for new hires in a remote-friendly context, giving at least some visibility into how the company thinks about onboarding.
• The company has intern feedback describing meaningful responsibility and being listened to, but DataCamp does not publish a structured early-career onboarding curriculum or mentorship program page that a graduate can rely on across teams.

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• The company lists baseline stability benefits such as stock options, healthcare benefits, and fully paid parental leave on the careers page.
• DataCamp does not consistently publish pay ranges on job ads (including the currently visible internship posting), which makes it harder for early-career candidates to benchmark offers early.
• Third-party compensation benchmarks exist for some roles and countries, but the lack of employer-posted ranges across the early-career footprint limits pay transparency and comparability.

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• The company has mixed aggregated employee sentiment on major review platforms, including a relatively low “recommend to a friend” rate and weaker “career opportunities” sentiment, suggesting progression quality varies by team.
• DataCamp has internship review content describing strong responsibility and a supportive environment, which is a positive signal for short-term early-career outcomes in at least some cohorts.
• The company does not publish early-career outcome metrics such as intern conversion rates, early-career retention, or typical time-to-promotion, which caps confidence about what happens after the first role.

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