Company details

Round Rock, TX

HEADCOUNT

10000+

ORG TYPE

Corporate

SECTOR

Technology & Digital

WEBSITE

https://www.dell.com/

About the company

Dell Technologies sells and supports technology used by businesses and public-sector organisations, spanning client devices, servers, storage, networking, and services. Dell Technologies also operates Dell Financial Services for technology financing and lifecycle solutions. The company serves customers from small businesses to large enterprises and government agencies. Dell Technologies is a public company.

Locations and presence

Dell Technologies is headquartered in Round Rock, Texas and operates a large global footprint with major hubs across North America, Europe, and Asia-Pacific. Work setup is role-dependent, with many roles tied to specific office sites and a stronger in-office expectation for employees who live near an office, alongside some roles that remain remote by location.

Palpable Score

75.2

/ 100

Dell Technologies gives early-career candidates a lot of structured entry points across functions, especially through development programs with rotations, cohort learning, and named pathways in sales, IT, marketing, finance, HR, and supply chain. Dell Technologies also puts more candidate-experience commitments in writing than most large employers, including a stated post-interview communication expectation and pay ranges on many postings. The score is capped by stability signals from recent headcount reductions and by limited published outcomes data like conversion rates and time-to-promotion for early-career cohorts.

Pillar 1: Early-career access

Score

17.9

/ 20

The company runs a large early-career funnel across internships, co-ops, and development programs, with “meaningful projects starting on day one” positioned as a baseline expectation.
Dell lists multiple named graduate pathways across functions, including the IT Development Program (2 years), Marketing Development Program (2 years with rotations), and HR Rotation Program (2–3 years with rotations and mentors).
The company also offers early-career routes in go-to-market and operations, including Sales Academy, Next Gen Sales (2.5 years), Finance Development Program (2 years, 4 rotations), and supply chain development tracks.

Pillar 2: Hiring fairness and transparency

Score

14.6

/ 20

The company sets candidate-experience expectations in writing, including a stated goal of post-interview communication on next steps within 14 days and a “realistic preview” of the job and process.
Dell provides applicant guidance through an official “How we hire” FAQ hub and student-focused preparation resources (for example interview and resume prep sessions and panels).
The company still shows variability in practice in third-party interview feedback, including multi-round processes with skills tests and inconsistent timelines depending on role and location.

Pillar 3: Learning and support

Score

15.9

/ 20

The company’s IT Development Program explicitly includes continuous support, mentorship, training, networking with global leaders, volunteering, stretch assignments, and cohort teambuilding days.
Dell’s Marketing Development Program describes structured training, executive exposure through mentorships and events, coaching, cohort networking, and an alumni network as core features.
The company offers a first-year onboarding layer through a virtual, on-demand Jump Start program designed to help recent hires build relationships, understand the culture code, and create a career plan.

Pillar 4: Pay fairness and stability

Score

14.4

/ 20

The company posts pay ranges on many roles, including early-career sales roles (for example NextGen Sales Academy postings) and a wider pattern of base salary or total target compensation ranges in U.S. listings.
Dell publishes a global benefits and wellness overview that includes mental health support via an employee assistance program and broader physical and financial wellbeing resources (with specifics varying by country).
The company reported headcount reductions and cost-management actions that included limiting external hiring, which is a stability risk factor for early-career candidates even when individual roles are well-paid.

Pillar 5: Early-career outcomes

Score

12.4

/ 20

The company publishes early-career progression stories tied to specific pathways, including examples of interns converting to full-time roles and graduates moving into higher engineering levels after program entry.
Dell has employee-review aggregates that point to broadly positive overall experience, with more mixed signals on “career opportunities” and “job security and advancement,” which matters for first and second jobs.
The company does not publish consistent cohort outcomes like internship conversion rates, graduate-program retention, or typical time-to-promotion, and recent workforce reductions add uncertainty to longer-run early-career trajectories.