• The company advertises a dedicated Students & Early Careers funnel that includes internships, co-ops, MBA roles, and a rotational program rather than relying on ad hoc junior hiring.
• Delta Air Lines states co-op roles run year-round with rotations every semester (spring, summer, fall), which is a recurring access route for students.
• The company offers additional entry pathways outside corporate student programs, including flight attendant hiring with a defined training pipeline that does not require prior airline experience to be meaningful as a first career step.

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• The company lays out a clear, staged flight attendant selection flow (assessments, HireVue interview, in-person Event Day, conditional offer), which reduces guessing for applicants.
• Delta Air Lines publishes process detail for experienced pilot applicants, including dual application review and named stages like online assessment, panel interview, and two-week indoctrination after hiring.
• The company’s public interview feedback includes wide variation in duration and steps across roles (including reports of long timelines for flight attendants), which makes planning harder for early-career candidates.

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• The company highlights professional development and networking with leaders as a standard part of the student experience, not an optional extra.
• Delta Air Lines specifies substantial, structured training for flight attendants, including a 7-week onsite training program in Atlanta after pre-employment steps.
• The company positions Propel as a mentored pathway into piloting, explicitly tying progression support to mentorship from Delta pilots across the program.

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• The company states that all students and graduates in the student programs are compensated for their time, and Delta Air Lines also offers an out-of-state housing stipend for each semester a student works at Delta.
• Delta Air Lines lists broad employee benefits that support pay stability for early-career hires moving into full-time roles, including annual profit-sharing, a monthly operational incentive (Shared Rewards), 401(k) contributions, and paid parental leave policies.
• The company does not consistently publish pay ranges for student programs on the student hub page, and the company directs candidates to recruiters for program-specific compensation details, which limits pre-application clarity.

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• The company has strong intern sentiment on a large review platform, with intern reviews showing a high overall rating and a very high “recommend to a friend” percentage, which is a practical short-term outcome signal.
• Delta Air Lines links student programs to a potential next step by stating the goal is exposure across divisions that creates a potential path to an entry-level role after graduation.
• The company does not publish cohort outcomes such as intern conversion rates, median time-to-promotion, or early-career retention by program, so longer-horizon progression has to be inferred from scattered anecdotes rather than published metrics.

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