• The company runs a Graduate Product Engineer intake (2026) in Dublin and London, which is a direct “recent graduate” pathway into a core product engineering team.
• Intercom’s “early careers” Greenhouse feed shows a small number of roles at a time, suggesting entry-level hiring exists but is not high-volume or broad across many functions.
• The company publishes content describing internship-style engineering work and mentorship structures (including pairing interns with an experienced engineer), but current internship openings are not consistently visible alongside the graduate intake.

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• The company spells out staged hiring steps for the graduate engineer role, including an online test, recruiter call, two technical interviews, and a values-based behavioural interview.
• Intercom publishes role-specific guidance on what the support interview process involves (including screening, take-home assessment, and a virtual onsite format), which reduces guesswork for candidates.
• The company receives mixed public candidate feedback on process fairness, with recurring complaints about time cost, unclear expectations in some rounds, and limited feedback after assignments, which pulls the score down.

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• The company pairs engineering interns with an “Interbuddy” style mentor in published engineering content, describing hands-on support during early projects.
• Intercom’s graduate engineer posting explicitly frames the role as being supported by engineers on a multidisciplinary product team, with encouragement for growth activities like public speaking, blogging, and open-source/community participation.
• The company’s public material focuses more on “learning by shipping” than on structured onboarding details (for example, no clear published timeline for onboarding weeks or a formal mentorship program beyond engineering), which limits confidence outside the evidence available.

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• The company includes explicit base salary ranges on many US job postings and also references equity eligibility, which is a concrete pay-transparency signal.
• Intercom lists substantial benefits on the careers site, including fully paid parental leave (with different durations by parent type), retirement support, and work-from-home setup support.
• The company uses “competitive salary” language for the graduate engineer role without publishing a number, so early-career candidates outside the US range-posted roles still have to infer compensation until late in the process.

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• The company’s aggregated employee review data includes a mid-range overall rating and a separate career-opportunities rating, which points to mixed sentiment rather than consistently strong early-career outcomes.
• Intercom has a long-running Graduate Product Engineer pathway discussed publicly by senior engineering leadership, with references to working directly with alumni, which suggests some continuity and progression for at least that track.
• The company has limited public reporting on early-career retention, promotion rates, and intern-to-full-time conversion, and past public layoff reporting adds uncertainty about stability during downcycles.

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