Company details

Seattle, WA

HEADCOUNT

10000+

ORG TYPE

Corporate

SECTOR

Travel & Hospitality

WEBSITE

https://expediagroup.com/

About the company

Expedia Group is a travel technology company that runs a portfolio of consumer and partner-facing travel brands, including Expedia, Hotels.com, and Vrbo. The company helps travelers book lodging, flights, car rentals, and other trip components, and also provides tools and demand for travel partners. Expedia Group operates a large online travel marketplace, combining inventory, pricing, and personalization. The company is headquartered in Seattle and operates globally.

Locations and presence

Expedia Group operates across multiple global hubs, with major offices including Seattle, Austin, Chicago, Montreal, London, Bangalore and Gurgaon, and Singapore. Many roles reference a flexible work model, alongside office-based teams in key locations.

Palpable Score

80.5

/ 100

Expedia Group is one of the more structured large employers for early-career entry, with clearly defined internship, graduate, and apprenticeship pathways and plenty of published guidance for candidates. Learning support looks well-developed through rotations, bootcamps, mentoring, and internal gigs, while pay transparency is solid in many US postings but early-career pay detail is inconsistent and recent layoffs reduce the “stability” side of the score.

Pillar 1: Early-career access

Score

18.0

/ 20

The company runs a defined Emerging Talent & Careers funnel that includes internships (8–14 weeks), a graduate program (12–24 months), and apprenticeships (12–18 months), each with stated start dates and locations.
Expedia Group publicly positions early-career hiring across multiple departments (including tech and finance) rather than limiting entry routes to a single function.
The company also runs additional pre-internship access initiatives such as a multi-month Career Exploration Program with community college partners and mentorship pairing.

Pillar 2: Hiring fairness and transparency

Score

15.5

/ 20

The company lays out a simple, candidate-readable early-career process with explicit stages (application, assessments, two interviews, offer) and names the assessment types used.
Expedia Group publishes a detailed interview guide that describes skills assessments or work samples, values-based evaluation, and the behavioral interview style candidates should expect.
The company offers a formal accommodations request path for candidates who need adjustments during the hiring process, and repeatedly warns candidates about recruitment fraud and official contact channels.

Pillar 3: Learning and support

Score

18.0

/ 20

The company’s graduate pathway includes structured onboarding elements like a bootcamp week and planned rotations, with the Early Careers team involved in matching graduates to teams across rotations.
Expedia Group’s apprenticeship pathway specifies an 80/20 split between hands-on team work and study with an external training provider, plus one-on-one support while applying learning on real projects.
The company promotes ongoing development tooling and programs such as Udemy and Workday Learning access, a formal mentoring program, and “gigs” that let employees take short-term projects or longer rotation assignments.

Pillar 4: Pay fairness and stability

Score

13.5

/ 20

The company publishes total cash ranges (and sometimes top-of-range progression language) in many US job postings, alongside standardized benefits language on the same pages.
Expedia Group advertises benefits that matter for early-career stability, including paid time off programs, medical coverage, parental and caregiving leave, wellness and travel reimbursement, and an employee assistance program.
The company has also gone through recent workforce reductions (including a large restructuring cut announced in February 2024 and another reported cut in May 2025), which adds real risk for early-career role stability even when offers are for regular full-time roles.

Pillar 5: Early-career outcomes

Score

15.5

/ 20

The company publishes specific early-career conversion stories where interns return multiple times and move into the graduate program and then into a full-time permanent role, later mentoring new interns and graduates.
Expedia Group describes outcome pathways where apprentices and graduates can move into standard roles after completion, including examples of apprentices finishing the program and moving into Software Development Engineer I positions.
The company has public early-intern feedback indicating supportive internships and planned return-to-full-time outcomes, but Expedia Group does not publish retention rates, promotion timelines, or cohort outcome statistics that would let candidates validate how consistent these outcomes are across locations and functions.