Company details

Tempe, AZ

HEADCOUNT

3000-9999

ORG TYPE

Corporate

SECTOR

Technology & Digital

WEBSITE

http://GenDigital.com

About the company

Gen Digital is a consumer cyber safety and digital privacy company behind brands such as Norton, Avast, LifeLock, Avira, AVG, CCleaner, and ReputationDefender. Gen Digital sells subscription products and services across cybersecurity, online privacy, identity protection, and related safety tooling. Gen Digital also owns financial wellness brands including MoneyLion and GOBankingRates. The company operates globally and positions the mission around “Digital Freedom” for consumers.

Locations and presence

Gen Digital is dual-headquartered in Tempe, Arizona and Prague, Czech Republic, with teams spread across multiple countries. Gen Digital promotes flexible working, including policies such as “Work from Elsewhere” (time-limited remote work from a travel destination) and location-specific benefits.

Palpable Score

67.7

/ 100

Gen Digital is accessible to early-career candidates mainly through internships and working-student roles rather than a clearly labeled graduate pipeline. Gen Digital invests in learning platforms and mentoring options that can be valuable early on, and some roles publish salary ranges, but hiring transparency and early-career outcomes are hard to verify from public sources.

Pillar 1: Early-career access

Score

13.6

/ 20

The company publicly references a “summer internship program” with structured elements like professional development workshops and coordinated intern activities.
Gen Digital has publicly visible internship and working-student job postings (for example, Software Engineering Intern and Working Student roles), which signals recurring entry points even without a dedicated “early careers” hub.
The company lacks a clearly described, named graduate program or rotational scheme on the main careers content, which limits clarity on full-time entry routes beyond internships.

Pillar 2: Hiring fairness and transparency

Score

11.8

/ 20

The company has candidate-reported interview processes that can be clearly multi-stage, including examples of a structured sequence across talent acquisition, hiring manager, cross-functional partners, and senior leadership.
Gen Digital has candidate reports of high round-count processes for some roles (including reports of seven rounds), which raises workload and predictability concerns for early-career applicants.
The company does not publish a consistent, company-wide hiring process guide with timelines or feedback expectations, so transparency depends heavily on the recruiter and the team.

Pillar 3: Learning and support

Score

15.2

/ 20

The company runs Learn@Gen, which lists specific learning mechanisms including eLearning modules, academy learning content (including the McKinsey Leadership Academy), mentorship pairing, and leadership courses via Harvard ManageMentor.
Gen Digital describes mentorship as a formal option on the learning page, with tools designed to help employees build networks and develop leadership skills.
The company talks about learning communities such as LEADS (Learn, Educate, Achieve, Develop for Success), but public information does not clearly spell out how onboarding and mentorship are guaranteed for new graduates in day-to-day team placement.

Pillar 4: Pay fairness and stability

Score

15.0

/ 20

The company publishes base salary ranges on at least some first-party Workday postings, including mid-level analytics roles with a stated annual base salary band.
Gen Digital lists benefits that support stability early in a career, including an employee assistance program that extends to dependents and flexible time-off framing through “My Time Off.”
The company’s pay transparency is uneven across the full job catalog, and internship compensation is easier to benchmark through third-party sources than through first-party postings.

Pillar 5: Early-career outcomes

Score

12.1

/ 20

The company has mixed but workable employee sentiment on progression, with career opportunity ratings sitting below work-life balance in review aggregates, suggesting advancement depends on team and function.
Gen Digital has LinkedIn profile patterns showing early-career hires moving from intern or junior titles into longer-term roles across engineering, product, and analytics, but the sample is not published as a tracked outcome by Gen Digital.
The company does not publish early-career outcome metrics such as intern-to-offer conversion rates, early-tenure retention, or time-to-promotion, which limits confidence about consistency of long-run outcomes.