Company details

New Brunswick, NJ

HEADCOUNT

10000+

ORG TYPE

Corporate

SECTOR

Retail & Consumer

WEBSITE

https://www.jnj.com/

About the company

Johnson & Johnson is a global healthcare company operating across Innovative Medicine (pharmaceuticals) and MedTech (medical devices and technology). Johnson & Johnson sells products used by hospitals, clinicians, and patients across many disease areas and procedures, and the company runs large R&D, manufacturing, and commercial organizations worldwide. Johnson & Johnson reported approximately 139,800 employees as of December 29, 2024. Johnson & Johnson has also continued to reshape the portfolio, including a recently announced plan to separate the orthopedics business into a standalone company over an 18–24 month timeframe.

Locations and presence

Johnson & Johnson is headquartered in New Brunswick, New Jersey, with roles spread across North America, EMEA, Asia Pacific, and Latin America. Work setup varies by role, with many early-career opportunities tied to specific offices, R&D sites, and manufacturing locations.

Palpable Score

77.3

/ 100

Johnson & Johnson offers multiple real entry points for students and new graduates, including internships, co-ops, and several rotational leadership tracks across business and operations. The hiring process is well-documented at a high level and includes fair-hiring language, but candidate experiences still include reports of slow follow-up and occasional ghosting in some pipelines. Pay transparency is better than many large employers in the U.S. (including intern pay ranges), while outcomes look positive overall but are hard to verify consistently because conversion and promotion metrics are not published.

Pillar 1: Early-career access

Score

18.0

/ 20

The company runs multiple student pathways (internships and six-month co-ops) alongside full-time student roles, which gives undergrads and postgrads more than one way in.
Johnson & Johnson lists Leadership Development Programs across a wide spread of functions (including Finance, Technology, Supply Chain and Operations, Procurement, R&D, Marketing, and Commercial), which creates repeated early-career intake points beyond standard “analyst” roles.
The company publishes student recruiting windows (full-time graduate hiring typically Aug–Nov and internship/co-op recruiting typically Dec–Jan), which signals a recurring annual rhythm rather than ad hoc hiring.

Pillar 2: Hiring fairness and transparency

Score

13.8

/ 20

The company publishes a simple “how we hire” flow (explore roles, apply, interview, offer) and maintains hiring FAQs to reduce uncertainty about what comes next.
Johnson & Johnson states that interviewers are trained in fair hiring practices and that interviews use behavioral and competency-based questions aligned to role success criteria.
The company still has public interview feedback describing slow timelines and occasional ghosting after early screens for some roles, which weakens reliability even when the stages are clear.

Pillar 3: Learning and support

Score

16.5

/ 20

The company frames internships as hands-on project work in a supportive environment with exposure to teams and leaders, which is the right structure for first professional roles.
Johnson & Johnson’s rotational programs include explicit onboarding and multi-rotation designs (for example, an initial onboarding period followed by longer rotations), which supports structured ramp-up rather than sink-or-swim starts.
The company advertises ongoing learning infrastructure beyond early-career programs, including internal mentoring access and company-wide learning initiatives, which helps early-career hires keep building skills after the first year.

Pillar 4: Pay fairness and stability

Score

15.0

/ 20

The company posts pay ranges for some internships and early-career roles, including hourly ranges in intern postings, which is a practical transparency signal for students deciding whether they can afford the role.
Johnson & Johnson states that co-ops and interns can be eligible for company-sponsored medical benefits (per plan terms) and provides defined sick-time eligibility in at least some intern/co-op postings.
The company does not show consistent pay-range disclosure across all countries and postings, so many early-career candidates still have to reach offer stage to fully understand compensation.

Pillar 5: Early-career outcomes

Score

14.0

/ 20

The company has strong overall employee sentiment in large-scale public reviews, and intern-heavy role types appear among the highest-rated reviewer groups, which points to a generally supportive early-career experience.
Johnson & Johnson publishes early-career stories and program designs that link placements to real business needs, and the company highlights examples of co-op alumni moving into brand and management-track roles, which is a credible progression signal.
The company is in the middle of portfolio change (including a newly announced orthopedics separation plan), and Johnson & Johnson does not publish internship-to-offer rates or early-career retention and promotion metrics, which limits how confidently outcomes can be scored.

Useful links & resources

Student opportunities (internships, co-ops, LDPs)Internship opportunities (what to expect, timing, basics)Leadership Development Programs (rotational early-career tracks)