• The company hires a structured 12-week Software Engineering Intern (Summer 2026) with clear eligibility, real product work, and a defined office setup.
• Harvey also lists a Legal Intern (Summer 2026), creating a second early-career entry point outside engineering.
• The company’s full-time roles skew toward “2+ years” and above, so graduates looking for 0–1 year roles will mostly see internships as the main door in.

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• The company publishes a long candidate Q&A that spells out office expectations, intensity, benefits, and how reviews work, which helps applicants self-select early.
• Harvey job posts are generally specific about the work (tools, rotations, responsibilities) and often include compensation ranges rather than leaving pay implicit.
• The company uses written and async evaluation in some hiring, but candidates get limited public detail on timelines and feedback loops, and interview sentiment looks mixed.

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• The company’s engineering internship explicitly includes a mentor relationship with code reviews, design discussions, and senior guidance on evaluating LLM work.
• Harvey’s User Operations Specialist role includes a 4-week onboarding plan and frames the job as a launchpad into broader operations with cross-team exposure.
• The company describes internal learning programs plus professional development funding, which is practical support rather than vague “growth” language.

• The company publishes internship pay ($60/hour for software engineering) and mentions relocation and housing support, which reduces early-career financial risk.
• Harvey lists broad benefits (health coverage, retirement support, parental leave, and additional perks) and frequently posts compensation ranges on full-time roles.
• The company leaves compensation blank on some non-US postings and does not consistently show junior full-time pay bands, which caps confidence on early-career pay fairness outside internships.

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• The company says people move internally across locations and roles, including becoming team leads or managers, which is a concrete progression signal.
• Harvey leadership has publicly described moving junior talent into leadership roles quickly during scaling phases, which can accelerate responsibility for early-career hires.
• The company has a small but mostly positive employee-review sample, but there is little published data on 12–24 month junior retention or typical promotion timelines, limiting how far this pillar can score.

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