• The company maintains a dedicated “Students and Graduates” hub and actively advertises internships, co-ops, and early-career opportunities across multiple functions.
• Kenvue posts internships that explicitly state multi-hire cohorts and structured placements, such as 12-week R&D internships and longer co-op formats.
• The company positions “leadership development programs” alongside internships and co-ops, but public detail on intake size and cadence by region is limited, which caps confidence in scale.

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• The company has consistent candidate-reported multi-round interview patterns on public interview-feedback platforms, including recruiter screens followed by manager and director interviews.
• Kenvue interview reports for business and marketing paths often mention case-style questions, which signals structure but can feel opaque without clear preparation guidance from the company.
• The company does not consistently publish role-specific timelines, feedback expectations, or assessment rubrics for early-career hiring stages.

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• The company’s internship postings describe ongoing training, coaching, and mentorship alongside practical project work, rather than treating interns as short-term capacity.
• Kenvue describes early-career roles with defined projects and cross-functional exposure, which is a good signal for learning in a consumer health environment.
• The company does not publish a clear, company-wide early-career curriculum or rotation structure by track, so learning support likely varies by function and site.

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• The company advertises “benefits that matter” and publicly describes core benefits such as paid time off, health coverage, retirement programs, and parental leave, which supports early-career stability.
• Kenvue offers stable full-time employment structures typical of large FMCG and consumer health employers, which reduces contract risk for graduates.
• The company does not consistently show pay ranges on early-career postings globally, so candidates often need to rely on third-party benchmarks to assess pay fairness.

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• The company creates plausible early-career progression routes through internships, co-ops, and leadership development pathways, but Kenvue does not publish conversion rates from intern or co-op to full-time roles.
• Kenvue has mixed public employee sentiment about workload and work arrangements in some locations, which adds uncertainty to early-career experience consistency.
• The company does not publish early-career outcomes like promotion rates, time-to-progression, or retention by cohort, so outcomes can’t be scored higher without relying on anecdotes.

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