Company details

Singapore

HEADCOUNT

10000+

ORG TYPE

Startup

SECTOR

Retail & Consumer

WEBSITE

https://www.grab.com/sg/

About the company

Grab runs a consumer “everyday” app across Southeast Asia, best known for ride-hailing and food delivery, with additional services like groceries, payments, and partner tools for merchants. Grab also operates logistics and financial services products through parts of the business such as Grab Financial Group. Grab serves consumers while also supporting a large partner ecosystem of drivers, delivery partners, and merchants. Grab is headquartered in Singapore and is publicly listed in the US.

Locations and presence

Grab’s corporate footprint covers offices across 8 Southeast Asia countries, with additional R&D centres inside and outside the region. Day-to-day work setup depends on team and country, and Grab has also publicly moved some teams toward more in-office expectations in Singapore.

Palpable Score

76.8

/ 100

Grab is a strong option for graduates who want big-company scale with multiple entry routes, because Grab runs internships and also hosts a structured 6-month traineeship track through GRIT roles. Candidate-facing hiring information is unusually clear for a regional tech employer, but pay-range transparency is limited in many postings and recent cost-cutting history raises the “stability” question for early-career starters.

Pillar 1: Early-career access

Score

17.0

/ 20

The company runs a dedicated Internship Programme page with live internship vacancies across multiple teams and countries.
Grab runs the GRIT traineeship track as a distinct early-career route, positioned as a 6-month structured placement with mentorship and hands-on delivery.
The company publishes country-specific internship intakes (for example Indonesia) that explicitly include final-year students and fresh graduates with up to 1 year of experience, with a stated 3 to 4.5-month full-time internship duration.

Pillar 2: Hiring fairness and transparency

Score

14.8

/ 20

The company publishes a step-by-step hiring process (apply, recruiter screen, assessments/technical interview, culture match) and also gives candidates a typical end-to-end timeline of about a month.
Grab flags that assessments may be used for some roles (including coding/technical rounds for tech hiring) and frames the final stage around a defined values rubric (“4 H’s”) rather than vague “culture fit”.
The company includes formal fairness language in job ads, including an equal-opportunity statement and an explicit accommodations invitation for candidates who need adjustments to participate in recruitment.

Pillar 3: Learning and support

Score

17.5

/ 20

The company ties internships to “learning by doing” plus mentorship, and Grab’s Campus Team has also described a structured Intern Immersion Programme that exposes interns to on-ground operations with delivery and driver partners.
Grab positions GRIT traineeships as structured hands-on experience with mentorship, and individual GRIT role postings describe full-time, on-site placements with defined duration and team context.
The company publishes multiple mentoring mechanisms for employees, including Women Mentoring Circles and broader workforce initiatives that describe building a large internal mentorship community and creating internal project roles to help Grabbers move across teams.

Pillar 4: Pay fairness and stability

Score

13.5

/ 20

The company often does not include pay ranges in many Southeast Asia job ads on the main careers site, which limits up-front pay clarity for entry-level candidates comparing offers.
Grab has external market pay signals in some functions, with public compensation benchmarks showing competitive total compensation ranges for Singapore-based software engineering levels, but this is not a substitute for posting ranges role-by-role.
The company’s stability picture is mixed: Grab reported a sizable population of fixed-term contract employees and temporary agency workers alongside full-time staff, and Grab has also carried out large-scale job cuts in the recent past.

Pillar 5: Early-career outcomes

Score

14.0

/ 20

The company publishes early-career progression stories where an internship leads directly to a post-graduation return as a full-time employee, including a named pathway from final-year internship to a full-time data role.
Grab embeds progression signals into the careers experience itself, including role pages and testimonials that describe interns converting to full-time roles and longer arcs that start with internships and grow into senior leadership tracks.
The company does not publish early-career outcome stats like intern conversion rates, cohort completion rates for traineeships, or promotion timelines, and the public record of major layoffs adds uncertainty for retention and near-term progression consistency.