• The company reports hiring 15,288 fresh graduates globally in FY2024–25, which is a high-volume entry-level access signal.
• Infosys runs multiple student routes including Winternship (stipend-paying internships in Indian delivery locations) and the global InStep internship (all-expenses-paid with allowance).
• The company maintains a dedicated graduates hiring funnel on the Infosys careers site rather than treating early-career as occasional “junior” postings.

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• The company uses a repeatable fresher hiring structure that commonly includes an online assessment followed by technical and HR interviews, which reduces randomness for candidates.
• Infosys has public candidate feedback showing multi-round processes for internships and entry roles, but the detail on timelines and what “good” looks like is limited in official materials.
• The company does not set clear public expectations on feedback for rejected early-career candidates, and candidate-reported experiences vary by location and role family.

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• The company runs fresher onboarding through the Infosys Global Education Center, where the Foundation Program is positioned as a structured pathway to turn fresh graduates into corporate professionals across many technology streams.
• Infosys describes AI-powered learning and development avenues on the graduates page, reinforcing that training is built into early-career onboarding rather than optional.
• The company reports high average annual training hours per employee in corporate reporting, which supports ongoing learning beyond first-week onboarding.

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• The company offers stable full-time employment structures typical of large IT services employers, which tends to be attractive for graduates prioritising predictability.
• Infosys pay transparency is limited because many postings do not include salary ranges, pushing candidates toward third-party estimates to benchmark compensation.
• The company’s pay experience appears highly location- and role-dependent in third-party salary datasets, which makes “pay fairness” hard to judge consistently for early-career hires.

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• The company creates a clear near-term outcome path for early-career hires through formal fresher training at the Global Education Center followed by allocation into delivery and project teams.
• Infosys offers a wide internal role landscape across delivery, consulting, and operations, which can support lateral moves early in a career, but Infosys does not publish mobility rates for early-career cohorts.
• The company does not publish early-career outcomes such as intern-to-full-time conversion rates, fresher retention, or time-to-promotion ranges by track, which caps confidence in long-term outcomes.

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