• The company publishes a global Early Careers hub covering graduate programmes, internships, placement years, and apprenticeships, rather than treating entry-level hiring as a one-off activity.
• Kantar states that graduate hiring typically has two annual intakes, and some programmes include rotations across three roles in 12 months before placement into a team.
• The company positions apprenticeships as “day one” real roles across multiple apprenticeship levels, widening entry beyond university-only routes.

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• The company explains common early-career selection tools in advance, including recorded video interviews (via Cammio) and behavioural assessments (Arctic Shores), plus assessment-day formats like group tasks and presentations.
• Kantar sets a reasonable adjustments expectation for neurodivergent candidates and points applicants to the recruiter for support through the recruitment process.
• The company has enough public interview reports describing multi-stage loops and variable pacing that early-career candidates should still expect inconsistency by team and location.

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• The company states that all graduate programmes include training and an in-house development programme covering both role-specific learning and broader skills like client management and personal effectiveness.
• Kantar says graduate programmes include regular progress meetings and checkpoints so new starters are guided rather than left to figure things out alone.
• The company describes apprentices as learning on the job alongside studies, with structured qualifications attached to the work.

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• The company says all entry-level programmes come with salary and benefits, even though the amounts vary by country and programme.
• Kantar job descriptions in some markets include explicit salary ranges and explain factors that influence base pay, which helps reduce pay surprises for early-career applicants in those locations.
• The company’s pay transparency is uneven globally, and Kantar’s ongoing business portfolio changes can add uncertainty depending on which business unit and country a graduate joins.

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• The company describes rotational graduate formats that end with placement into a project or team, which is a concrete “what happens next” outcome for some pathways.
• Kantar highlights graduate and early-career employee stories on the careers site, but these are individual narratives rather than cohort-level results.
• The company does not publish early-career outcomes like internship-to-offer conversion rates, post-program placement rates by track, or early-tenure retention, which limits confidence about consistency across locations.

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