• The company runs a global two-year Graduate Development Program built for new graduates, positioned as a structured route with exposure across business units and networking with other graduates.
• Jacobs Engineering advertises multiple early-career tracks beyond graduates, including internships, apprenticeships, and co-ops, with UK & Ireland pathways explicitly promoted for interns and degree apprentices.
• The company’s early-career materials describe a large global graduate community in the program, but Jacobs does not publish year-by-year intake volumes by country or function, which limits confidence about how easy the entry points are in every market.

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• The company publishes a clear UK & Ireland assessment timeline for graduates, interns, and degree apprenticeships, including predictable stages like a solo video interview followed by a face-to-face interview and named months for assessments and offers.
• Jacobs Engineering provides candidate-facing guidance that interviews may be by phone, video, or in person, and Jacobs also publishes an accommodations route for applicants who need adjustments during the selection process.
• The company shows mixed candidate-reported interview formats, including reports of gamified assessments and longer timelines for some roles, which makes the lived experience less consistent than the most transparent funnel pages suggest.

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• The company’s Graduate Development Program materials spell out a structured learning model with formal learning sessions, mentoring and coaching, and clear milestones like a conference and a graduation ceremony.
• Jacobs Engineering runs early-career conferences designed around networking, leadership-led workshops, and skills sessions, and Jacobs also positions these events as part of integrating graduates and apprentices into the company culture.
• The company’s early-career job ads and program pages repeatedly mention access to experienced mentors and “expert mentorship” in day-to-day project work, including roles that pair early-career hires with multidisciplinary teams.

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• The company has early-career roles publicly showing salary ranges and benefits, including an entry-level civil engineering posting listing a base salary range and a detailed benefits package (health cover, 401(k), paid holidays, and leave).
• Jacobs Engineering has visible pay signals for internships through third-party aggregates that place intern pay around the low-$30s per hour in the U.S., which supports a “paid and market-aware” baseline for many student roles.
• The company does not publish pay ranges across every geography and early-career pathway in one consistent place, so applicants still face uneven pay transparency depending on country and posting channel.

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• The company links student roles to longer-term outcomes in UK & Ireland materials by stating that strong internship performance can lead to an offer to join the Graduate Development Programme after graduation.
• Jacobs Engineering highlights completion outcomes through early-career graduation activity, including a UK & Ireland awards ceremony celebrating apprentices and graduates who completed programs, alongside examples of apprentices continuing degree study while working on major client projects.
• The company has public posts and profiles describing promotions after completing the Graduate Development Programme, but Jacobs does not publish cohort-wide outcome metrics such as intern conversion rate, time-to-promotion, or early-career retention.

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