• The company runs a named Early Talent Program with a defined summer internship length (about 10–12 weeks) and a stated annual application window (fall to early spring).
• Fortinet publishes internship messaging that explicitly targets “students and recent graduates,” positioning internships as a primary entry route rather than an occasional, ad hoc hire.
• The company shows recurring “New Grad” hiring in public listings (for example, “New Grad Jobs (2025)” in Burnaby) alongside other junior-leaning roles.

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• The company provides application advice and timing guidance for early talent, but the company does not clearly publish a standard interview loop, stage count, or decision timelines on the Early Talent page.
• Fortinet has interview-stage patterns visible through aggregated candidate reports (phone screens, one-to-ones, skills tests, and presentations), which helps set expectations, but the mix suggests variability by function and location.
• The company has mixed candidate sentiment publicly around follow-up and feedback, which caps confidence in consistency even when the interview steps themselves sound conventional.

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• The company describes internship support in concrete terms, including mentorship, learning from industry leaders, peer networking, and ownership of a meaningful problem aligned to the mission.
• Fortinet publishes intern stories that describe supportive managers, comfort asking questions, and structured collaboration within a hybrid setup, which are practical early-career support signals.
• The company operates a large training and certification ecosystem via the Fortinet Training Institute, which strengthens the overall learning environment, even though the company is less explicit about what is guaranteed internally for new full-time hires.

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• The company includes benefits language in multiple job posts, commonly referencing healthcare coverage, time off, and retirement plans such as a 401(k) with company match.
• Fortinet roles in some markets include base pay ranges in job-post text, which helps early-career candidates sanity-check fit, but this is not consistently visible across all geographies and entry-level postings.
• The company’s early-career listings can reference equity or stock components (for example, “stock/RSU plus benefits” in some new grad listings), but there is limited single-source clarity on typical entry-level total compensation bands by function.

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• The company publishes at least one “intern to full-time” transition story in Life at Fortinet content, which is direct evidence that internships can convert into permanent roles.
• Fortinet shows patterns of early-career titles and pathways across public profiles (intern and new-grad roles feeding into engineering, marketing, and other tracks), but this signal is not backed by published conversion or retention rates.
• The company does not publish early-career outcomes like internship return-offer rate, promotion timelines, or retention metrics, which limits confidence in how consistently strong outcomes are across teams.

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