• The company is running a Software Engineering Apprenticeship (Summer 2026) that is 6 months, full-time, paid, and based in San Francisco or New York City (hybrid).
• Gusto has also hired Software Engineering Interns (including undergrad and grad tracks) and has listed Finance Intern and Legal Intern roles in recent internship cycles.
• The company’s live role mix still skews experienced (many Staff, Senior, and Lead postings), so entry-level access is strong in a few lanes rather than broad across functions.

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• The company publishes candidate accommodations guidance (a dedicated email for application help) and includes legal hiring fairness statements in job postings.
• Gusto’s apprenticeship listing spells out the work style and expectations (daily pairing, mentorship, feedback loops) and includes an explicit pay figure, which is unusually transparent for an early-career pathway.
• The company has public candidate reports on Glassdoor describing inconsistent follow-up and limited feedback after later-stage interviews, which is a fairness and transparency drawback for juniors.

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• The company frames the apprenticeship around structured learning: pairing daily with engineers, close mentorship, and “practice feedback as a skill” inside real product work.
• Gusto’s Software Engineering internship description states each intern is paired with a dedicated mentor and a team manager, embedded into an engineering team roadmap rather than side projects.
• The company describes employee-led affinity groups and intentional in-office collaboration days “to learn faster,” but Gusto does not publicly share a consistent onboarding curriculum or early-career leveling rubric across functions.

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• The company posts specific early-career pay for the apprenticeship ($48.08/hour in San Francisco and New York City) and publishes intern hourly rates for software engineering internships in public postings.
• Gusto’s Total Rewards summary includes comprehensive medical, dental, and vision (including mental health support), plus paid time off and longer leave options such as sabbaticals.
• The company does not show pay ranges consistently for every job family and location across the whole careers site, so pay transparency is strong in some early-career postings but not universal.

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• The company has repeat early-career hiring signals (multiple internship seasons plus a newly launched 2026 apprenticeship), which points to ongoing entry-level investment rather than a one-off cohort.
• Gusto has first-person early-career narratives in public writing that describe rapid learning and growing responsibility in a first job, but these are not tied to published promotion timelines or measured conversion outcomes.
• The company had a reported layoff event affecting 126 people (about 5% of staff at the time), and Gusto does not publish early-career retention, intern conversion rates, or time-to-promotion metrics, which caps confidence on outcomes.

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