• The company publishes a dedicated Early Careers page that routes candidates into multiple structured entry points, including the Hotel Internship Program, Voyage Leadership Development Program, HQ Fellowship Program, direct placement opportunities, and apprenticeships.
• Marriott states the paid Voyage Leadership Development Program runs 12–18 months, is available in 50+ countries, and is designed as a post-graduate route toward management roles at Marriott-managed hotels.
• The company states the paid Hotel Internship Program has a minimum duration of 10 weeks and is positioned as hands-on hotel operations exposure across multiple business functions.

‍

• The company publicly explains parts of the hiring flow, including that interview formats vary (phone, video, or in-person), that assessments can appear at different points, and that “Olivia” is an AI recruiting assistant used to coordinate and share information in some locations.
• Marriott has consistent candidate-reported signals for early-career tracks like Voyage and internships, including multi-stage interviewing and, in some cases, recorded video interview formats such as HireVue.
• The company maintains public warnings about recruiting scams and emphasises that legitimate roles are posted through official channels and that job seekers should not pay money as part of the hiring process.

‍

• The company describes Voyage as including hands-on, discipline-specific training, leadership training via custom technology, mini departmental rotations, and growth support through “coaches and champions,” plus opportunities to engage with senior executives.
• Marriott states the HQ Fellowship Program includes curated learning paths, programming with access to executives, and exposure to real business challenges, with summer onboarding at headquarters in Bethesda.
• The company positions the Hotel Internship Program as hands-on training at Marriott-managed hotels and pairs this with broader learning support such as continued education financial support and internal development resources described in Marriott’s benefits materials.

‍

• The company publishes substantial benefits detail for eligible associates, including paid leave, wellbeing and employee assistance support, an employee travel discount, a 401(k) match (US), and an employee stock purchase plan discount (US).
• Marriott includes explicit salary ranges on some job postings, which improves pay transparency where those postings apply.
• The company describes core early-career pathways like the Hotel Internship Program and Voyage as paid, but Marriott International does not consistently publish pay ranges for student and graduate programs across locations, which limits up-front compensation clarity.

‍

• The company states that completing Voyage puts participants on a path toward a management position, which is a clear intended early-career outcome for that program.
• Marriott has publicly discussed retention-focused operational changes such as flexible schedules, role-blending through the “iJobs” approach, and leadership development pipelines aimed at moving frontline associates into first-time manager roles.
• The company does not publish early-career outcome metrics such as internship-to-offer conversion rates, first-two-years retention, or typical time-to-promotion by entry cohort, which caps confidence in verified early-career outcomes.

‍