Company details

Atlanta, GA

HEADCOUNT

10000+

ORG TYPE

Corporate

SECTOR

Finance

WEBSITE

https://www.ice.com

About the company

Intercontinental Exchange is a global financial markets and technology company that runs exchanges and clearing houses, including the New York Stock Exchange group. The company also sells fixed income pricing, indices, data, and connectivity services used by financial institutions. Intercontinental Exchange has a large mortgage technology business that supports digital workflows across the U.S. homeownership lifecycle. The company’s operations span regulated marketplaces, market data, and software platforms used by banks, brokers, asset managers, and mortgage lenders.

Locations and presence

Intercontinental Exchange lists offices and data centers in more than 20 countries, with major U.S. hubs including Atlanta (HQ) and New York. Internship postings for 2026 include explicitly on-site requirements in specific offices and set date windows tied to academic calendars.

Palpable Score

67.3

/ 100

Intercontinental Exchange is accessible for students because the company recruits broadly into a branded internship program across technical and business roles. The hiring experience looks structured in practice, but public guidance on stages, timelines, and feedback is thinner than peers, and candidate experiences sound uneven. Early-career support and outcomes are visible mainly through internship program copy and mixed employee reviews, with limited published data on conversion and progression.

Pillar 1: Early-career access

Score

16.5

/ 20

The company recruits through the ICE Internship Program and posts multi-discipline summer roles (for example AI/data, cybersecurity, quantitative research, and business analyst tracks) rather than only a handful of niche placements.
Intercontinental Exchange sets fixed internship session windows for 2026 (two schedule options) which signals planned, recurring intern intake rather than ad hoc hiring.
The company’s main early-career entry point is internships, and public information on separate graduate rotational programs or high-volume new-grad pipelines is limited.

Pillar 2: Hiring fairness and transparency

Score

12.5

/ 20

The company has a multi-round process in many roles, with common stages reported as phone interviews, one-on-ones, skills tests, and panel interviews.
Intercontinental Exchange has candidate reports that include multiple technical rounds for quantitative and engineering roles, which helps set expectations on rigor but not always on timing.
The company also has candidate-reported frustration around follow-ups and response timing, and the public-facing career site does not spell out consistent timelines or feedback commitments.

Pillar 3: Learning and support

Score

12.8

/ 20

The company markets the internship as hands-on project work paired with career and professional development, rather than purely observational placements.
Intercontinental Exchange describes internship programming that can include team projects, community outreach, and professional development sessions, which are concrete support mechanisms for first-time interns.
The company has limited public detail on structured onboarding, mentorship assignment, or cohort-based training for early-career full-time hires after internships, which constrains confidence in consistency.

Pillar 4: Pay fairness and stability

Score

14.5

/ 20

The company advertises standard employee benefits in job postings, including healthcare coverage and a 401(k), which supports baseline stability for early-career hires.
Intercontinental Exchange has publicly visible pay ranges for some entry-level postings via job aggregators (for example a Finance Analyst I listing showing a defined annual range), but pay ranges are not consistently visible across all roles from primary sources.
The company’s benefits footprint includes retirement match detail in public compensation databases, but early-career pay transparency is still patchy compared with employers that routinely publish ranges in first-party postings.

Pillar 5: Early-career outcomes

Score

11.0

/ 20

The company has mixed employee review signals on progression, with career opportunities rated around the middle of the scale and recurring commentary that advancement can feel slow or political in some teams.
Intercontinental Exchange has intern review coverage that points to strong team experiences in some placements, alongside mentions of workload pressure, which suggests outcomes vary materially by manager and group.
The company does not publish early-career outcomes like internship conversion rates, early-tenure retention, or time-to-promotion benchmarks, which limits how confidently long-run early-career success can be assessed.