Company details

Palo Alto, CA

HEADCOUNT

10000+

ORG TYPE

Corporate

SECTOR

Technology & Digital

WEBSITE

https://www.hp.com/

About the company

HP Inc. is a global technology company best known for personal computing and printing. HP Inc. sells PCs, printers, and related supplies, and also operates across areas like services and subscriptions tied to those devices. HP Inc. also positions parts of the portfolio around hybrid work, gaming, and 3D printing. HP Inc. operates in more than 170 countries.

Locations and presence

HP Inc. lists Palo Alto, California as a principal executive office location and also maintains large U.S. office hubs such as Spring, Texas and Vancouver, Washington. Work setup varies by role, with some jobs tied to specific offices or labs, while the company’s careers messaging emphasizes flexibility where role and location allow.

Palpable Score

73.2

/ 100

HP Inc. is a solid early-career employer because HP Inc. runs large-scale internships globally and backs that with structured rotational options that new graduates can actually point to on a CV. The score is capped by uneven public transparency on the hiring process and feedback expectations, plus stability noise from a multi-year restructuring plan that includes headcount reductions.

Pillar 1: Early-career access

Score

16.5

/ 20

The company states that HP Inc. offers internship opportunities in over 50 countries, including summer and year-round placements.
HP runs the HR Management Associate Program (MAP), a 26-month rotational program with three eight-month HR rotations plus a two-month business rotation.
The company has graduate-intake style postings such as a Supply Chain Rotational Graduate Program described as a pipeline requisition for candidates graduating in a defined window.

Pillar 2: Hiring fairness and transparency

Score

13.0

/ 20

The company has a widely reported, repeatable multi-round interview structure in candidate interview logs, including recruiter screening and manager or panel rounds depending on role.
HP has aggregated interview data indicating a typical end-to-end hiring timeline (roughly a month on average across roles), which helps applicants set expectations even when role specifics vary.
The company does not consistently publish a single, role-by-role interview roadmap with stages, timelines, and feedback expectations on the main HP careers pages, which limits transparency for first-time applicants.

Pillar 3: Learning and support

Score

16.0

/ 20

The company’s internship messaging emphasizes meaningful projects and exposure to leadership rather than shadowing-only placements.
HP publishes program detail for MAP that explicitly frames rotations as a “safe environment to learn” and ties the experience to stretch opportunities and cross-functional problem solving.
The company’s FY2025 annual report describes a talent development approach that includes coaching, job rotations, immersive learning, and a Degree Assistance Program for formal education support.

Pillar 4: Pay fairness and stability

Score

14.2

/ 20

The company’s internship listings and third-party job postings for HP internships show hourly pay ranges for some roles, which is practical pay transparency for students deciding whether they can afford the placement.
HP describes pay equity practices in public reporting, including market benchmarking for pay ranges and regular review of compensation practices with independent third-party support.
The company announced a multi-year restructuring plan (fiscal 2026 plan) that includes reducing gross global headcount by approximately 4,000–6,000 employees by the end of fiscal 2028, which adds stability risk for early-tenure hires in impacted teams.

Pillar 5: Early-career outcomes

Score

13.5

/ 20

The company has very strong intern sentiment in aggregated reviews, including an intern rating well above the company-wide average.
HP has solid overall employee sentiment in aggregated reviews, but career opportunity scores sit noticeably lower than work-life balance and culture scores, suggesting progression can be uneven by team.
The company has a publicly stated headcount reduction plan running through fiscal 2028, and HP Inc. does not publish internship-to-offer conversion rates, early-career promotion rates, or retention metrics that would allow outcomes to be verified at scale.