Company details

Charlotte, NC

HEADCOUNT

10000+

ORG TYPE

Corporate

SECTOR

Technology & Digital

WEBSITE

https://www.honeywell.com/

About the company

Honeywell is a global industrial technology company that builds products and software used in aerospace, buildings, industrial operations, and energy-related markets. Honeywell’s work spans aircraft systems and services, building automation and safety systems, industrial automation, and materials and process technologies. The company sells to large enterprises and governments and runs a mix of engineering, manufacturing, and services operations. Honeywell is headquartered in Charlotte, North Carolina and operates across all major regions worldwide.

Locations and presence

Honeywell’s corporate headquarters is in Charlotte, North Carolina, and the company operates across North America, Europe, India, Asia, Latin America, and the Middle East through a wide network of offices and sites. Many early-career roles are tied to specific sites, with some internships explicitly offering relocation and short-term housing when interns live 50+ miles from the assigned location.

Palpable Score

72.8

/ 100

Honeywell offers solid early-career access through recurring internships plus several named “future leader” rotational tracks in engineering, finance, supply chain, IT and more. Honeywell’s hiring funnel looks structured and assessment-heavy, but candidates do not get a consistent public promise on timelines and feedback, which can make the experience feel unpredictable. Honeywell’s longer-term outcomes are directionally positive through post-rotation placement, but the company does not publish enough cohort conversion, retention, or promotion data to score outcomes higher.

Pillar 1: Early-career access

Score

16.5

/ 20

The company runs a dedicated Students & Graduates hub that points candidates to “Future Leader” early-career tracks across functions such as Engineering, Supply Chain, HR, IT, and Finance.
Honeywell publishes recurring internship hiring with paid internship postings across multiple regions, including 12-month internships in some European locations rather than only summer-only placements.
The company offers structured early-career development pathways like the Early Career Engineering Rotational Program (up to 36 months across sites) and finance leadership tracks that sit between internships and standard entry-level roles.

Pillar 2: Hiring fairness and transparency

Score

13.0

/ 20

The company has candidate-reported graduate processes that commonly include online application, cognitive testing or one-way video screening, an assessment centre, and follow-up interviews, which signals a repeatable structure.
Honeywell’s intern interview patterns reported by candidates typically start with an HR screen and move into technical rounds or panel interviews, but question types can vary significantly by panel and role.
The company does not consistently publish role-specific timelines or a feedback commitment for early-career hiring, and candidates frequently report longer waiting times between stages.

Pillar 3: Learning and support

Score

15.5

/ 20

The company’s Early Career Engineering Rotational Program materials describe structured mentoring from senior engineers alongside rotation-based exposure to different sites and operating systems.
Honeywell publishes internship stories that show interns doing real work (for example, improving onboarding processes, finance planning and analysis work, and supply-chain decision support) rather than shadowing-only placements.
The company’s finance early-career track descriptions include formal training, coaching, mentoring, and networking, which is practical scaffolding for graduates moving into corporate environments.

Pillar 4: Pay fairness and stability

Score

15.8

/ 20

The company’s US internship postings commonly show an hourly pay range (often $20.00/hr–$42.00/hr), which helps early-career candidates compare options without guessing.
Honeywell frequently includes relocation benefits and short-term housing for interns who live 50+ miles from the assigned work location, which reduces the “self-funded internship” barrier.
The company benefits from large-employer stability, but Honeywell does not consistently surface pay ranges for every early-career full-time track in one place across geographies, so transparency is uneven.

Pillar 5: Early-career outcomes

Score

12.0

/ 20

The company’s own intern profiles describe concrete skill growth (for example troubleshooting, networking, corporate finance exposure, and cross-stakeholder decision-making), which is a real early-career outcome even without a return offer.
Honeywell’s rotational program descriptions state participants are intended to land in a dedicated role after the rotation period, which is a clearer outcome path than open-ended “development” language.
The company has limited public reporting on early-career outcomes such as internship return-offer rates, rotational completion rates, time-to-promotion, or retention, and some intern reviews flag uncertainty around relocation-heavy development paths, which caps confidence in predictability.