• The company hires true early-career roles like Software Engineer I, May Graduates, which is explicitly positioned for new grads rather than requiring multiple years of experience.
• Hudl has active internship pathways, including postings like Sales Intern (May 2026 start) and other intern roles that look like real business support work, not shadowing-only placements.
• The company’s broader role mix still includes many mid-to-senior openings, so early-career access is strong but not the default for most teams.

‍

• The company states an accommodations-friendly interview approach on the internships and jobs pages, giving candidates a clear route to request support during the process.
• Hudl includes pay ranges on some roles that early-career candidates target, such as the Software Engineer I, May Graduates base salary range, which reduces late-stage surprises.
• The company has mixed external interview experience reports on Glassdoor, including multi-stage loops and varied sentiment by role and location.

‍

• The company frames internships as “treated like a full-timer” and promotes hands-on work as the core of the intern experience, which is a strong learning-by-doing signal.
• Hudl lists structured growth supports in benefits materials, including professional development resources and Employee Resource Groups, which can help early-career hires build skills and networks.
• The company does not consistently publish role-by-role ramp plans (for example 30/60/90 goals, buddy assignments, or guaranteed coaching cadence) across the job descriptions most applicants will read.

‍

• The company publishes a detailed benefits overview that includes health insurance premium coverage, dedicated parental leave, and other practical supports that matter early in a career.
• Hudl lists longer-term stability benefits such as a paid sabbatical every five years and volunteering time off, which are rare in tech and suggest a retention-minded package.
• The company does not show salary ranges consistently across every geography and role family, so pay clarity still varies depending on which posting a candidate lands on.

‍

• The company has review-site evidence of some layoffs and internal change, which can disrupt early-career learning environments even when managers try to communicate well.
• Hudl has solid overall sentiment snapshots on Glassdoor, including a mid-to-high recommendation rate and a “career opportunities” rating that is decent but not standout.
• The company does not publish early-career outcomes like time-to-promotion ranges, internship-to-full-time conversion rates, or 12–24 month retention metrics, so outcomes scoring is capped by missing proof.

‍